Turnover, Motivation, Research Methods

This document provides an in-depth analysis of turnover, motivation, and research methods. It explores the theories of employee turnover, including firm-specific human capital theory and job matching theory. The document also compares Maslow's theory, Hertzberg's theory, and expectancy theory of motivation. Additionally, it discusses the advantages and limitations of primary and secondary research, as well as the concepts of sampling and qualitative research. Suitable for students studying HR, management, or research methods.

ASSESSMENT

Table of Contents
MAIN BODY...................................................................................................................................3
Turnover.......................................................................................................................................3
Motivation....................................................................................................................................5
Research methods........................................................................................................................7
REFERENCES..............................................................................................................................11

MAIN BODY
Turnover
Employees turnover:
It is defined as a term which shows the number of employees whom leave the
organization within a year or specific period. Leaving of employees or replacing the employees
from one other is also considered as employees turnover. The employee may leave the
organization whether by personal reason or due to company's reason (Kim, 2017). Leaving the
employees from the company would either be considered as positive or negative because on the
one hand it allows and opening the gates of company for some other desirable candidates while
on the other hand large turnover rate of the company may even result in creation of troubles for
the company in the form of non achievement of objective or loosing of skilled and talented
human resource. There may be various reasons of employees turnover which may includes lack
of growth opportunities, lack of motivation, pressurize environment of the company, lack of
hearing employees reviews and feedbacks and various other reasons.
Theories of employee turnover
there are mainly two theories for employee turnover which are:
firm specific human capital theory:
This theory says that if the company have to pay for all the expenses on training then providing
staff training incentives will reduce by higher turnover rates. The incentives will even go down
when the general training and specific training are not separable. If there is increase in the
turnover then there will be downfall in the productivity (Miller, 2017). The loss of human capital
is very bad for the organization and will put negative impact on the productivity. Recruitment
and training will help in increasing the production of the business. High employee turnover can
also affect the morale of the company.
Job matching theory:
This theory says that the company will search the workforce and the workforce will search the
company until they both met each other and right employee got selected for the right position.
The conditions for the matching can be changed with the time which will lead to reallocation of
the labour. For those firms who have adopted the advanced technology for production can
substitute skilled workers for the unskilled workers. The employees who have qualification,

knowledge and skills can get better opportunity in their career. If the turnover is regular then it is
also helpful for both the organization and employees to get fresh talent for the company and for
employee getting new job.
Voluntary turnover vs Involuntary turnover:
In voluntary turnover employees leave the organization because of their own need and
wants while in case of involuntary turnover companies itself out the employees due to their
unsatisfactory and low performance.
Voluntary leaving of employees is usually occurs due to employee's personal decision or
when they find good opportunities in some other companies while involuntary leaving is always
related to work related reason or professional misconduct of the employees.
Voluntary turnover leads to the creation and happening of more business loss because
during this many talented and skilled employees leave the company. This may cause severe harm
to the company (Lee, 2017). On the other hand involuntary turnover may not lead to such high
degree of harm to the company. Some companies may even safeguard themselves from the
losses by adopting involuntary turnover practice because it involves the removing of those
employees which may create professional misconduct or harm the company.
Involuntary turnover may occurs when company thinks to reduce its workforce or when it
takes decisions to remove poorly performing employees which does not include employee's
consent while voluntary turnover may occurs with the full consent of employees in-fact
employees themselves left the job with their own wish.
Desirable vs undesirable turnover
Desirable turnover:
Desirable turnover means when the old employees are replaced with the new and fresh
employees which help the organization in achieving the competitive advantage. This will also
help company to stay away from the poor performances. It will help in the upgradation of the
employees as some companies give the chance to employees to improve their performance. It
will lower the salary, it can be considered as the important reason why company do employee
turnover so that they can do salary copping.
Undesirable turnover:

It means that when the company have to lose those employees who are skilled, knowledgeable
and helping in the growth of the company. It will decrease the overall performance as it is not
easy to find new skilled employees. It will increase the costs because hiring new employees and
give them training will incur cost. The problem will occur in managing the daily tasks till when
the new employee is not get. High employee turnover will build the negative image of the
company in the market and if major employee turnover will be there then company will not have
much experienced workforce.
Motivation
Comparison between Maslaw, Hertzberg, and Expectancy theory:
Maslow's theory of motivation:
According to this theory employees are motivated when their needs are fulfilled in the
hierarchical manner. As per this theory the needs of employees are usually divided into five
categories starting from psychological needs to be followed by safety needs, social needs, esteem
needs and lastly self actualization needs. And to motivate the employees companies have to give
focus over the fulfilment of these needs.
Hertzberg Theory:
As per this theory there are usually two factors which causes satisfaction and
dissatisfaction among the employees. These factors are usually independent of each other. The
two factors broadly includes motivators and hygiene factor. Presence of motivators may leads to
creation of motivation among the employees while hygiene factors doesn't create motivation
among the employees. But the absence of hygiene factors definitely leads to demotivation among
the employees. This theory is also known as two factor theory.
Expectancy theory:
This theory works on the principle that employees are motivated by two facts that their
efforts will leads to desired outcomes and performance and that performance and outcome will
lead to getting of reward. As per expectancy theory putting of more efficient efforts will
definitely leads to high performance (Patil, 2020). However, the putting of efforts depends on
certain factors like presence of desired skill, knowledge, resources, and many more.
Thus, it would be right to said that Maslows theory is wholly linked with employees
along with the fulfilment of their needs. And it is the only way by which companies can motivate

their employees (Fallatah and Syed, 2018). While Hertzberg's theory said that presence of
motivators in the company is the reason of employees motivation and their absence will lead to
demotivation. As per this theory apart from motivators, getting of rewards are also said to be the
main motivator of employees. On the other hands expectancy theory works on the fact that
putting of more efforts is the only way of raising performance and showing of high performance
is the only base of getting the reward by which employees are usually motivated.
Also expectancy theory is basically relates with those individual who have self-interest in
raising the performance and satisfaction level while as per Maslow's theory company have to
identify and fulfil the needs of employees in order to motivate the employees and raise their
performance. On the other hand Hertzbeg's theory usually deals with those employees whose
lower and basic needs are already satisfied.
Limitations of Maslow, Hertzberg, and expectancy theory
Limitations of Maslow's theory:
It is one of the highly problem with the maslow theory that this theory cannot be able to verified
empirically as there is no technique to find out that how one level has satisfied before the next
level comes in operations. In the human population only the narrow segment is considered by
this theory (Chatterjee, 2019). Two needs which are the security and self-esteem needs have the
different classifications in the world. That is why to measure these needs are difficult for the
researcher or to generalize them.
Limitations of Hertzberg theory: `
Hertzberg two factor theory do not attain the situational variables. Hertzberg says that there is a
relation between the productivity and satisfaction but in the research he has only focused the
satisfaction part ignored the productivity completely (Abulof, 2017). One cannot completely
reliable on this theory as the rater is making the analysis where findings can be spoiled by the
raters, if in the different manner they analyse the response. For the satisfaction purpose no
comprehensive measures are used. This theory is not free from the bias.
Limitations of expectancy theory:
Without the participation of the managers this theory cannot be work, it is also assumed that all
the components are known while in the reality the leaders have to make efforts to find out the
value of their employees. Leaders need to help the employees to achieve the objectives. Other

limitation of this theory is when the rewards are offered by the managers then employees do not
value such rewards.
Research methods
Primary vs secondary research:
Primary research:
When the data is collected directly rather than depending upon the previous data which is
being collected by some other researcher is known as primary data. Thus, primary data is usually
the fresh data which is being collected by researcher for the first time. This data is in-depth data
which is being collected by doing in-depth research bout a particular topic.
Advantages:
Detailed information can be grabbed by doing primary research.
This research is to the point research which means only the selected and specific data is
researched in depth instead of focussing on its related data.
This research is more authentic and reliable.
Interpreting the data or problem could be better analysed under this research.
Disadvantages:
Primary research usually includes high cost which means it is a costly research.
It is a highly time-consuming research because it requires a lot of time in finding the facts and
doing detailed research.
Chances of getting and acquiring fake or wrong feedbacks of people while performing this
research.
High degree of resources are used while performing this research.
Secondary research:
When the research is carried out using the data which is already present is known as
secondary research. This research usually uses the existing data in order to improve the
effectiveness of the data or information (Sayaji, 2020). This research is carried out using the
secondary sources like research document or paper.
Advantages:
This research is usually a time saving practice.
It requires low cost to perform this research.

It helps and give more authentication to primary data or research because it involves second
study of the same information by which if any deficiency or improvement if required would been
able to judged easily.
Disadvantage:
There is no guarantee of accuracy.
There are chances that the data got outdated.
Freshness of data get lost during secondary research.
Sampling:
It is a statistical technique which is used to observe and analyse large number of
population. For performing this technique a sample is taken from the group of people or
population which represents the traits of that population and on the basis of that sample the
observation and analysis will be performed (Etikan and Bala, 2017).
Advantages:
Large data can be analysed easily.
Time and cost saving.
Disadvantage:
Fewer chances of 100% accuracy.
Not 100% authenticated and reliable results.
Population:
It refers to the entire group of people upon which sampling is going to be performed. The
population is not only related with people it can be any object, element, country or any other
form upon which sampling is performed.
Advantages:
Representative of different identical variables.
Group of detailed knowledge and information.
Disadvantage:
Difficult to study.
Time consuming.

Case:
When sampling is done on the basis of case then this should be considered as case
sampling. This type of sampling usually give general idea or shows average result of the
particular phenomenon or case.
Advantages:
Saves time while reading and analysing the long cases.
Average and main idea behind the long cases can be judged easily.
Disadvantages:
Less attention or focus would result adversely and negatively.
Typical and concentrated cases may be escaped by using this method.
Probability and non probability sampling
Probability sampling:
Probability sampling is the method under which a sample from the large population is chosen by
the researcher which is based completely on the probability, under this the sample should be
selected randomly. It uses statistical theory in which small group is selected randomly by large
population. Types of probability sampling are simple random, stratified random, cluster random
etc.
Limitations:
In the cluster sampling, if not able to find the homogeneous unit members then it can happen that
it will not work well (Tillé and Wilhelm, 2017). Simple random sampling and stratified random
sampling is time-consuming if one has to create the larger sample.
Advantages:
Cluster sampling is the most convenient and can be used easily. When samples are collected
through simple random it will create such samples which are highly representative. Stratified
sampling creates layers which are highly representative of the layers into population.
Non probability sampling:
Non probability sampling is not like the probability sampling under this sampling technique
based on the subjective judgement samples are selected by the researcher rather than going for
random sampling. Expertise is required to do this sampling, it is mainly used when qualitative
research has to conduct. Its types are convenience sampling, consecutive, quota sampling etc.

Limitations:
Under this sample group unknown proportion of the population should not be included resulting
in the lack of representation of whole population. It feels difficult when the estimation of
sampling variability is done and also difficult to identify the bias. As compare to probability
sampling here one will find low level of generalization in research findings.
Advantages:
It is possible in reflecting descriptive comments related to the sample. As compare to probability
sampling, non probability sampling is cost effective and also less time-consuming. It is also
effective in the case when it is unfeasible conducting the probability sampling.
Qualitative research:
Qualitative research is the research type under which data is gathered through open
communication, it does not collect numerical data (Gaber, 2020). It is also used in the collection
of deep information about any issue or generating the new research ideas. It can be used to
understand that how the world is experienced by the people. The methods of doing qualitative
research are surveys, interviews, observations, secondary research, focus group etc.
Under this questionnaire is made which is distributed while doing the survey and make them
filled by the respondents. It contains standard questions which is followed by the pattern to
collect the individual data.
Advantages:
With the help of qualitative research one can easily understand the attitudes, it helps the business
to know that why the attitude or the consumer has changed. It is also called as the content
generator, under this ideas or opinions are collected from the specific locations because
presenting the old data in the new manner is difficult. Due to this research money can be saved
because the size of sample which is selected by this research is small. In this lot of information is
collected from each of the participants.
Limitations:
The data which is collected from the qualitative research cannot be represented statistically, the
responses which got from this research cannot be measured only one can do comparisons. It is
completely dependent on the experience of the researcher. Data can be lost, as the data is
collected by the researcher there is the possibility that he will not include the necessary data.

REFERENCES
Books and journals
Abulof, U., 2017. Introduction: Why we need maslow in the twenty-first Century. Society. 54(6).
pp.508-509.
Chatterjee, A., 2019. New era of implying Hertzberg Theory of Motivation in
workplace. NOLEGEIN-Journal of Performance Management & Retention Strategies,
pp.13-17.
Etikan, I. and Bala, K., 2017. Sampling and sampling methods. Biometrics & Biostatistics
International Journal.5(6). p.00149.
Fallatah, R.H.M. and Syed, J., 2018. A critical review of Maslow’s hierarchy of needs.
In Employee Motivation in Saudi Arabia (pp. 19-59). Palgrave Macmillan, Cham.
Gaber, J., 2020. Qualitative analysis for planning & policy: Beyond the numbers. Routledge.
Kim, and et.al., 2017. Determinants of employee turnover intention. Corporate Communications:
An International Journal.
Lee, and et.al., 2017. On the next decade of research in voluntary employee turnover. Academy
of management perspectives.31(3). pp.201-221.
Miller, O., 2017. Employee turnover in the public sector (Vol. 29). Taylor & Francis.
Patil, M., 2020. Victor Vroom’s Expectancy Theory of Motivation.
Sayaji, D.R., 2020. Secondary Data Collection and Analysis. Studies in Indian Place
Names.40(70). pp.2689-2696.
Tillé, Y. and Wilhelm, M., 2017. Probability sampling designs: principles for choice of design
and balancing. Statistical Science. 32(2). pp.176-189.