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Although some organizations such as those competing in the fast-food industry tend to experience high levels of turnover, these costs are considered part of doing business given the lower wages and smaller or nonexistent benefit packages that typically accrue to lower-level fast-food employees.
For other corporations, though, acceptable staff retention levels are absolutely essential and can make the difference between organizational success and failure. Furthermore, studies have also shown time and again that there is a clear correlation between staff motivation and productivity.
In reality, it just makes good business sense that staff members who are satisfied with their jobs will work harder and remain loyal to the enterprise while their dissatisfied counterparts will tend to experience higher levels of absenteeism, on-the-job injuries and workers compensation claims, and will likely be less effective overall.
As the United Kingdom's largest retailer, Tesco represents a good choice for the proposed study because of the significant numbers of staff members employed by the company.
It is reasonable to suggest that some employees at Tesco quit their jobs unexpectedly while others remain at work in a highly motivated state until they retire.
Therefore, the proposed study can help illuminate current reasons for whatever staff retention rate is being experienced by Tesco and can serve to identify opportunities for improvement by human resource professionals at this company and other similarly situated organizations where enhancing staff motivation and reducing unplanned turnover represent important goals.
Aim and Objectives The overall aim of the proposed study is to identify current turnover rates at Tesco and to determine the primary reasons for them as well as a relationship, to the extent that one exists, between staff motivation and retention. Pursuant to this overall aim, the proposed study will be guided by the following research objectives: Determine the current as well as the historical turnover rates at Tesco by country, region and even by individual Tesco store in selected cases; 2.
Given the organization's increasing expansion into foreign markets as well as its ongoing growth in the United Kingdom, the proposed study will seek to identify any cross-cultural factors that might affect the turnover rate at Tesco; 3. Identify current staff motivational techniques at Tesco and assess their effectiveness in managing the turnover rate and improving staff productivity; and, 4.
Identify the best and worst case instances of employee turnover at Tesco stores to determine the extent and role that leadership style plays in affecting staff motivation and unplanned turnover at these stores. Identification and Initial Review of Key Literature The proposed study intends to use the following peer-reviewed and scholarly sources described in Table 1 below as a starting point for its literature review.
Author emphasizes that motivating employees and understanding the reasons behind employee motivation represent essential elements in any successful organization.
Author also notes that the most productive companies in the world assign a high priority to employee motivation and job satisfaction a top priority because satisfied employees are more productive, work harder, longer, and more efficiently because they know they are critical to the success of the organization.
Author examines how different leadership styles affect staff motivation, customer satisfaction, organizational performance and profits in a transcultural corporation.
Authors provide several chapters on issues relevant to the proposed study's including the relationship between staff turnover, motivation and productivity.
Author examines relationship between the leadership style used in various organizations and its impact on staff motivation, organizational productivity and turnover.
Authors provide comprehensive analysis of the costs associated with low employee motivation and high turnover rates, some of which may not be readily apparent.
Authors emphasize that staff members are any organization's most valuable resource and examine ways in which motivation and productivity can be managed and sustained in any working environment. Author examines how information relationships and other factors in the workplace can affect job satisfaction, loyalty and turnover rates in various types of organizations.
Authors examine how different types of organizations are taking steps to reduce their employee turnover rates and improve staff motivation in the process. Authors investigate the effectiveness of various job training programs on improving staff motivation and reducing the incidence of turnover in different types of organizational settings.
Authors examine how strategic human resource management techniques can improve staff motivation, reduce turnover and improve employee productivity.
Research Design around words The research approach selected for the proposed study is a qualitative case study methodology based on its perceived superiority compared to other available research methods.
According to Zikmundthe case study method is "an exploratory research technique that intensively investigates one or a few situations similar to the researcher's problem situation" The main advantage of this research approach to achieving the above-stated research aim and objectives is that a subject area can be investigated in depth and with great attention to detail Leedy, The case studies to be used in the proposed study will focus on Tesco as well as other comparable major multinational retailers such as Walmart.
Although the proposed study intends to employ a qualitative analytical approach, there will be some quantitative analysis involved such as the current and historic turnover rates at the companies used in the case studies as well as the impact of such turnover rates on economic performance.
This approach is congruent with social researchers such as Neuman who points out that, "Both qualitative and quantitative research use several specific research techniques e. Most qualitative-style researchers examine qualitative data and vice versa" There are some inherent strengths and weaknesses associated with the case study approach, though, that must also be taken into account which are described further in Table 2 below.
Table 2 Strengths and Weaknesses of Qualitative vs.
Quantitative Research Qualitative Research Quantitative Research Qualitative research involves words, images and processes data as words, emotions, feelings, emotions, color, and music.
Quantitative research is concerned with numbers, logic and the objective, focusing on logic, numbers, and unchanging static data and detailed, convergent reasoning rather than divergent reasoning.Employee skills and knowledge must be continually updated to maintain productivity — global competition has created a rapid pace of change which means that current skill sets must be continually updated.
It is the manager’s job to identify employees with less than optimal skills. Rewards and recognition: Rewarding and recognizing employees fairly for their successes and performance is one of the best employee engagement strategies to increase motivation.
terms of higher productivity, profits, quality, customer satisfaction, employee retention and increased adaptability. Siddhanta & Roy () explored implications for theory, further research and practices by. This research analyzes the significance of employee development programs on employee retention and job satisfaction.
It also takes business success into consideration. The purpose of this research is to measure the impact of compensation on employee performance. .Dee prose ()says that motivation of employee productivity can be enhance provide effective recognition which provide the result improve the performance of organization.
He entire second of the. The aim of the research was to assess the impact of communication on employee motivation in the public service in Kenya with a case study of postal corporation of Kenya, a state corporation in the Kenya’s public service.