...RESEARCH PROPOSAL ON CAUSES OF EMPLOYEE TURNOVER ABSTRACT This proposal is aimed at conducting a study to investigate the causes of employee turnover. Proposed study will use different research articles to develop a model which shows that employee satisfaction, employee motivation and employee involvement has an impact on employee turnover. Introduction to Proposed Research Title CAUSES OF EMPLOYEE TURNOVER: Background of Study Employee turnover is the number of permanent employees leaving the company within the reported period versus the number of actual active permanent employees on the last day of the previous reported period. Five reasons due to which employees leave organizations: 1. The most common reason why employees leave a certain organization is that they see better opportunity elsewhere. Man has a growing desire to own more things and better pay can give them this. Apart from that, they are compelled to look for better pay because of financial needs. 2. Another reason could be that the employees are not happy with the organization. There are cases when employees leave the company even if they offer competitive salaries. This is because of the organization itself. The employee does not approve of the management style and they are unhappy with the culture of the organization. These factors can cause employees to say goodbye to the organization. 3. There are also cases when...
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...with .rtf extension or as .pdf documents. If you wish to submit in any other file format please discuss this with your lecturer well before the assignment submission date. |Student Name: |Samara James | |Student ID No.: |22078393 | |Unit Name: |Tourism and Hospitality Research and Analysis | |Unit Code: |MNG00415 | |Tutor’s name: |Martin Young | |Assignment No.: |2 | |Assignment Title: |Research Proposal and Literature Review | |Due date: |April 11th 2014 | |Date submitted: |April 10th 2014 | Declaration: I have read and understand the Rules Relating to Awards (Rule 3 Section 18 – Academic...
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...been an average turnover that was larger then what the company had seen in the past. Human Resources decided that they would conduct a survey to see what had changed in the company from the employee’s point of view. They attached each survey to the pay checks to ensure that each person received one, and waited for the response. Overview of the Situation The issue presented by BIMS employee turnover was a problem because when a company has a high turnover they put more money into the hiring and training process of new employees. The purpose was to understand what had happened in the last four months that had causes the increase in turnovers. The research questions were based on employee satisfaction within their departments. The data collected was going to be used to aide in the hypothesis that the turnover rate had increased because employee’s morals had decreased ("Develop A Research Proposal", 2014). The Types of Data and How They Were Collected The data that was conducted in the BIMS, Inc. was an employee evaluation, which consisted of both quantitative and qualitative statistics. By giving employees self-assessment will help them provide the necessary information that BIMS is observing for about the staffs of their organization. The survey entails ten questions which the answers can be replied in quantitative method. There are also four extra questions that are offered in qualitative form. Those questions ask things such as gender, employee rank, work division...
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...Research Proposal STR/581 Strategic Planning and Implementation September 25, 2013 Research Proposal The topic chosen to research and innovate is a social enterprise startup, called Micro Benefits. This financial consulting group provides affordable micro-benefits such as credit, insurance, education, and lifestyle discounts to low-income workers in factories. The employee benefits platform not only benefits the employees, but it also benefits the employers by lowering attrition and saving millions in cost associated with very high turnover, which are particularly staggering in China. The proposed plan is to provide access to higher education to the workers to innovatively grow this already proven profitable business model. “Social enterprises are businesses whose primary purpose is the common good. They use the methods and disciplines of business and the power of the marketplace to advance their social, environmental and human justice agendas” (Social Enterprise Alliance, 2013). Micro Benefit’s mission is to improve the lives of migrant and factory workers through and economically sustainable business model that creates real value for customers (Weibangfuli, 2013). For the employers: currently, there is a drastic need for factories to retain employees, because in China it is common for the frontline workers to leave and migrate to the next factory or job – never staying long. Out of 350 million workers, 150...
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...FACTORS AFFECTING EMPLOYEES TURNOVER IN LOCAL AUTHOURITES IN KENYA A Research Project Proposal Submitted in Partial Fulfillment of the Requirements for the Award of Diploma in Business Management (Business Management Option) of the Kenya Institute of Management FEB 2013 DECLARATION Declaration by Student This Research Project is my original work and has not been presented to any other institution. No part of this research should be reproduced in any form or by any means without the consent of the author or that of the Kenya Institute of Management. STUDENT RACHAEL MUTHONI SIGN --------------------- DATE ------------------------ Declaration by the Supervisor This research project has been submitted for examination with my approval as supervisor for the Kenya Institute of Management (KIM) SUPERVISOR WAGURA WPA SIGN ------------------------- DATE ----------------- Declaration by Management For and on behave of The Kenya Institute of Management (Nanyuki Branch) BRANCH EXECUTIVE OFFICER Evans Mathenge SIGN ----------------------------- DATE -------------------- DEDICATION I dedicate this project to my husband and my children for giving me support and encouragement throughout my studies. I also thank my God for giving me strength and guidance. ACKNOWLEDGEMENTS Amgrateful to my supervisor mr.Wagura W.P.A who spared a lot of his time in guiding on data collection and compiling...
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...Expanded Research Proposal This research will focus on the challenges Indecare organization is being faced with and how the management team of the company approaching and handling these problems. Indecare has a small management team of eight members. It is a highly profitable organization with a tremendous growth rate of 50% a year over the last seven years with a high reputation by clients for providing quality in-home care services to the diverse residents throughout the Sacramento, Elk Grove, Carmichael and El Dorado Hills areas. Indecare could not have achieved such growth without the contribution of their skilled Certified Nursing Assistants (CNA) and exceptional Caregivers. The company is so focused on expansion that it is missing the real causes of the high turnover rate facing the organization. In order to determine why such large number of employees has been leaving, I will be researching information from several sources to suggest ways to how management can solve these problems. Listed below are my research sources: • Stephen P. Robbins & Timothy A. Judge Organizational Behavior, Sixteenth Edition. Pearson • Covey S. Organizational Development training • Schermerhorn, John R, Richard N. Osborn. Organizational Behavior, 12th Edition. John Wiley & Sons • Indecare. Retrieved on August 10, 2015 http://www.indecareathome.com/testimonials.htm • Stephen A. Laser, (1980). Dealing with the Problem of Employee. Turnover • Richard T. Mowday, (1984)...
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...FROM: Dala S. Stansbury, Director of Kid’s Corner Christian Academy DATE: May 16, 2012 SUBJECT: Improving employee morale and productivity in childcare facilities Attached is my proposal to provide director based training on improving morale among teachers and staff. The success of our centers is based on our parent-staff relations. According to 2012 Home daycare overview, daycare centers are now rated below average among in- home centers (Baby Center Medical Advisory Board, 2012). From my experience, parents are complaining that they are not having a good experience when speaking with teachers about behavior matters or in receiving reports of their child’s day. I have investigated further by listening to parents’ constant complaints of how upon entering the center they feel unwelcomed by the tone teachers are using and the lack of concern among directors. Centers in Louisiana are having a problem keeping their staff motivated, which leads to problems that impact the center as a whole. This project will educate directors and staff about the significance of high morale in daycare facilities. When the morale is high, teachers are happy and it is reflected in the lesson plans and interaction with the children. I will discuss the benefits of having a great director, how it correlates to improving the environment of your center eliminating high turnovers in staff and students. In an article written by Sherry Storm Eiselen, she discusses how leadership should be based...
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...Causes of Employee Turnover ABSTRACTThe proposed research will be conducted to investigate the causes of employee turnover. Proposed study will use different research articles to develop a model which shows that job satisfaction, employee motivation and employee involvement (independent variable) has an impact on employee turnover (dependent variable). Hence the purpose of this research will be, firstly getting the perception of employees at work by conducting semi structure interviews as an instrument of data collection to explore the effect of Job satisfaction, employee motivation and employee involvement on employee turnover. Secondly semi structure interviews will be further used to find and examine whether these three factors really affect or not if yes then which factor affects closely in order to remove that one from organizations facing employee turnover issues. Different hypothesis are formed on the basis of dependent and independent variables. By using different research articles literature review has been written. Than a model is developed of job satisfaction, employee motivation and employee involvement (independent variable) and employee turnover (dependent variable).Than a theoretical framework is written on the base of these variables. Using a cross sectional research method sample of 500 employees of service organization like Banks, University (Employees), Telecommunication, EFU life insurance, Guard Technologies and Students has been selected for this research...
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...Foreman Turnover Improvement Plan Treadway Tire Company Lima, Ohio Plant Spring Semester, April 24, 2014 April 24, 2014 Treadway Tire Plant, Lima, Ohio Foreman Turnover Improvement Plan Treadway Tire Company Lima, Ohio Plant Spring Semester, April 24, 2014 April 24, 2014 Treadway Tire Plant, Lima, Ohio ------------------------------------------------- Table of Contents Overview……………………………………………2 Objective…………………………………………...3 Findings……………………………………………..3 Solutions/recommendations………………4 conclusion………………………………………..10 Referneces……………………………………….11 Treadway Tire Plant, Lima, Ohio Foreman Turnover Improvement Plan Overview The Treadway Tire Plant, located in Lima, Ohio, has a unionized workforce of 970 hourly employees’ and150 salaried employees. The hourly line-production employees are supervised by salaried and non-union line foreman. Directly above the 50 line foreman are 13 general supervisors who manage several line segments. Lima’s five area managers are responsible for everyone in their sector, including the hourly tire team, the line foreman, and the general supervisors. Oversight of the entire site is the responsibility of a single plant manager, Brandon Bellingham. In the past, the Lima plant has had great reputation for being one of Treadway’s top plants for productivity and quality. In 2000, The Treadway Tire Company made a significant $100 million capital investment in the expansion and modernization...
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...After studying this chapter, you should be able to 1. Explain why proper “problem definition” is essential to useful business research 2. Know how to recognize problems 3. Translate managerial decision statements into relevant research objectives 4. Translate research objectives into research questions and/or research hypotheses 5. Outline the components of a research proposal 6. Construct tables as part of a research proposal CHAPTER 6 PROBLEM DEFINITION: THE FOUNDATION OF BUSINESS RESEARCH Chapter Vignette: Deland Trucking Has a “Recruitment” Problem David Deland, who has owned his trucking business for 20 years, struggles with the spreadsheet in front of him. His recruitment specialist sits glumly across from his desk, pondering what kind of response to give to the inevitable question, “Why are our recruitment costs so high?” Next to the specialist sits James Garrett, a business research consultant who has been hired by the Deland Trucking Company to get a handle on the recruitment expenses the company has seen skyrocket over the last six months. “I just don’t get it,” David sighs in frustration. “We have seen a 45 percent increase in our trucker recruitment advertising costs, and our trucker intake and orientation expenses are killing us! James, I just don’t understand what is happening here.” James and the specialist have had some initial discussions, but there is no easy way to reduce those costs without reducing the number of truckers that Deland hires. “Perhaps we can...
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...HRM Research Proposal Human Resource Managers Perceptions of Leader Emotional Intelligence and its Effect on Employee Commitment: A Phenomenological Study ____________________________________________ [Insert name of Researcher] [Insert name of Institution] [Insert date of submission] Problem Statement Human Resource professionals are closely involved in all aspects of employee turnover and occupy a unique role in the organization, interacting between executives and all other employees (Gentry, 2006). Human Resource professionals are involved in organizational decision-making, liaising with senior leadership and with employees at all levels of the organization as an aspect of personnel administration and recruitment, selection, and termination (Gentry, 2006). This unique position gives Human Resources a clear overview of the personnel within the organization (Wielemaker & Flint, 2005). Leadership plays an important role in the success of an organization (Bass, 1990), and the emotional intelligence of the leader has an impact on the organization (Goleman et al., 2002). Affective commitment is important for reducing turnover (Morrow, 1993). It remains unclear whether the emotional intelligence of the leader affects employees’ commitment. This phenomenological, qualitative study will explore the life experiences of Human Resource professionals, to investigate the phenomena of the emotional intelligence of the leaders and the affective commitment...
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...Solution/Conclusion……………………………………………………………………… 6-7 References………………………………………………………………………………... 8 Executive Summary The purpose of this proposal is to promote flexible scheduling in the workplace. Flexible scheduling means that employees are allowed to work at times that are more convenient to them. The challenge of balancing many responsibilities can cause employees to have trouble focusing, they can feel tired, and distracted. This in turn affects profitability by reducing productivity and performance. Flexible scheduling can assist both men and women balance work and personal obligations. In today’s society, the need for more flexibility has never been greater. Employees who find their lives enjoyable and fulfilling because they’re able to balance all obligations will be hardworking, loyal, and productive. Described in this document are four options for flexible scheduling as well as the pros and cons of flexible scheduling. Conflicts between home and work can create work-related stress. There is a great need for employees to have more flexibility in their schedule which would allow balance between home and work. When the demands of work and home are incompatible and participation in one role is made more difficult by participation in the other role, conflicts occur. Work related stress affects the quality of life for the employee and increases...
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...Increasing Employee Retention via Employee Motivation Case Study: - Sambian Partners In Partial Fulfillment of Requirement For MGT510 - Managerial Communication Skills Dr. Troy Rawlins Sullivan University September 6, 2014 By: Tanmoy Gangolli Executive Summary For a company to succeed, its key focus should be on its employees. Employees are the most important part of any company, and keeping them happy and motivated must be a priority for the senior management. I am reminded of a quote by John Maxwell, “Leaders must be close enough to relate to others, but far enough ahead to motivate them.” For Sambian Partners (SP), an established architecture and engineering firm started its journey around the late 1970s. The company was successful, but over the years they started to lose its top talent to its competition. The goal of this proposal is to provide insight into the primary cause behind the high turnover rate at SP and to offer recommendations based on available research. Increasing Employee Retention via Employee Motivation Introduction: ------------------------------------------------- Started in 1975, by Mr. Gasbarian, now run by his daughter Helen. ------------------------------------------------- Sambian Partners (SP) was a top notch architecture and engineering firm. In 1975, Peter Gasbarian founded Sambian, an architecture and engineering firm. To compete with its top competitor J&N, Mr. Gasbarian hired young talent by luring them in with...
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...Stress Effects and Management Proposal Debra Barnett University of Phoenix Paradigms of Health SCI/100 Heather Mayer, MPH, CHES September 16, 2013 Stress Effects and Management Proposal My company will be initiating an employee wellness program. I am submitting a proposal for a stress management program that can be implemented at the workplace with no costs for the employee. The technique I would like incorporated in the wellness program is Progressive Muscle Relaxation (PMR). Stress—physical, mental and emotional wear and tear—is emerging as a leading health risk of the 21st century and as a serious hazard in the workplace. Disabling stress has doubled over the past six years in the United States, with 1 million people absent from work every day due to stress-related problems. Companies annually spend an average of $7,500 per employee due to stress, and 75 percent to 80 percent of workplace accidents are stress-related ("Managing Employee Stress," 2002, para. 1-2). PMR is cost effective. It can be performed by employees with no cost to the organization, time wise or financially. This technique does not require special equipment, and can be performed using a chair or the floor. PMR can be achieved during the workday during a scheduled break or lunch period. It does not require employees to travel from the work site. Our office has several conference rooms and training areas that are comfortable and free of distractions that will facilitate the focus and concentration...
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...plastic fan parts in Hangzhou, China. Riordan's Research and Development is conducted in San Jose, California, corporate headquarters. Declining sales and profits has forced Riordan to change its sales processes and adopt a customer-relationship management system (CRM). A team approach was implemented with the expectation that sales will improve. Each sales team consists of a sales person, product engineer, and customer service representative (Apollo Group, Inc., 2004). Riordan's managers have noticed that there is a decline in morale and work ethic. An annual employee survey indicated that employees are dissatisfied with the current reward system as well as benefits and overall satisfaction. The company is concerned that dissatisfied employees will find employment elsewhere. Riordan's President does not feel comfortable with changing the compensation system and the company has allocated $50,000 to hire an independent human resource (HR) consultant to analysis the issues in the employee survey. The HR consultant presented a proposal to redesign Riordan Manufacturing’s compensation and reward system which suggested a salary survey of the company's positions be conducted to determine current market positioning and adjust the salaries based on the results of the survey. The proposal also suggested developing an incentive system for sales and research and development based on the company's change to a CRM. Additionally, the proposal recommended a performance appraisal process...
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