Business Research .

This research paper focuses on the business problem of Nara Lounge, an online library for study material with solved assignments, essays, dissertation etc. It investigates the management structure, compensation structure, employee benefit program, major factors of employee dissatisfaction, and training program to implement on new staff to make them perform well.

Running head: BUSINESS RESEARCH
Business research
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1BUSINESS RESEARCH
Table of Contents
Section 1: The Business Problem and Objectives...............................................................3
1.0. Business Problem..........................................................................................................3
1.1. Business Decision.........................................................................................................3
1.2. Needed Information......................................................................................................4
1.2.1. Investigate the management or the general work environment.............................4
1.2.2. Understanding the salary of the employees which matches with their experience
and their standard on competitive market....................................................................................4
1.2.3. Investigate the employees benefit program to make them happy..........................4
1.2.4. Understanding the major factors of employee dissatisfaction which leads them to
quite the job.................................................................................................................................5
1.2.5. Understanding the training program to implements on new staff to make them
perform well.................................................................................................................................5
1.2.6. Reason behind staff turnover.................................................................................6
1.3. Research Objectives......................................................................................................6
Literature Review................................................................................................................7
2.0. Investigate the management or the Organizational work environment....................7
2.1. Understanding the salary of the employees which matches with their experience
and their standard on competitive market....................................................................................8
2.2. Investigate the employees benefit program to make them happy.............................9

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2.3. Understanding the major factors of employee dissatisfaction which leads them to
quit the job...................................................................................................................................9
2.4. Understanding the training program to implements on new staff to make them
perform well...............................................................................................................................10
2.5. Reason behind staff turnover..................................................................................10
2.6. Quality Assessment of Literature...........................................................................11
Section 2: Research Methodology.....................................................................................12
2.1. Research Objectives....................................................................................................12
2.2. Research Approach.....................................................................................................12
2.3. Research Design and Methodology............................................................................13
2.3.1. Research Technique.............................................................................................13
2.3.2. The Population.....................................................................................................13
2.3.3. The Sample Design..............................................................................................14
2.3.4. The Implementation Plan.....................................................................................14
2.3.5. Suggested Questions............................................................................................15
3. Project Schedule............................................................................................................15
References..........................................................................................................................17

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Section 1: The Business Problem and Objectives
1.0. Business Problem
Nara Lounge is positioned as a full-service bar and hookah lounge with banquet hall and
restaurant on the second floor. The lounge is focused to operate as a unique ambiance along with
experience each day. It is observed these days that the manpower turnover is the biggest concern
in the hotel industry that is drastically affecting the performance and productivity of these hotels
(Lounge2018). Nara Lounge is observed to deal with issues related with increased employee
turnover for the reason that the salary of the employees is not as per their matching experience
along with their standard within the competitive market. There are several factors within the
company that is resulting in consumer dissatisfaction within the company for which
implementation of training program is deemed necessary for motivating the staff to perform well
(Li et al. 2016).
1.1. Business Decision
Focused on theresearch problem explained under, employee turnover is a drastic issue
faced by Nara Lounge which is observed to impact the quality of services in the restaurant along
with its productivity. An increased rate in employee turnover in the company has drastically
impacted employee morale along with increasing stress among the staff. The increased intensity
of turnover in the company has affected its restaurant service by 10% in the current year that has
resulted in decreased sales (Dubey et al. 2016). Moreover, it has also been observed that the
company’s subjective and objective performance has been affected because of inadequate wage
levels resulting in employees moving to competitors, poor morale along with low motivation

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level. In dealing with such issue Nara Lounge is focusing on improving the compensation
structure along with introducing employee motivation training to decrease the issue of increasing
turnover rate (Hom et al. 2017).
1.2. Needed Information
1.2.1. Investigate the management or the general work environment
Nara Lounge is observed to have a creative and constant innovation workplace
environment and the employees those work in thecompany are of diverse cultural backgrounds
and nationalities (Pohler and Schmidt 2016). The employee development is influenced by the
policies and procedures developed by the HR department (Taylor 2016). Nera Lounge’s
company values are focused on maintaining team effectiveness that serves as a major financial
determinant of the company.
1.2.2. Understanding the salary of the employees which matches with their experience and
their standard on competitive market
Attaining understanding on the salary of the employees can facilitate in obtaining an
understanding whether the compensation structure followed by Nera Lounge is aligned with the
experience of the workforce and as per the standard on the competitive market (Pohler and
Schmidt 2016). To attain understanding of such factor it will be simpler to analyze the
satisfaction level of the employees working in Nera Lounge along with the factors that they find
demotivating regarding the salary paid to them which is making them leave their jobs. Such data
can be gathered through surveying the former employees of Nera Lounge.

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1.2.3. Investigate the employees benefit program to make them happy
In investigating the employees benefit program in Nera Lounge it will be simpler to
understand the ways in which the benefit program implemented by the company is motivating
the employees to perform efficiently in the company. Employee surveys will be carried out in
gathering their viewpoints on the effectiveness of the employee benefit program present in the
company (Dubey et al. 2016). Moreover, analyzing these factors will facilitate the company in
determining the training program and compensation structure gap that is present in the company
son that they can make necessary improvements in its organizational processes as an approach to
decrease the turnover rate in the company.
1.2.4. Understanding the major factors of employee dissatisfaction which leads them to
quite the job
This aspect will analyze the major factors those resulted in employee dissatisfaction in
Nara Lounge which lead to increased turnover rate within the company. Moreover, poor
management in the company along with lack of encouraging financial rewards are deemed to
affect employees’ views regarding the payment scale as well as the compensation structure
received by them as per their experience and job position (Dubey et al. 2016).
1.2.5. Understanding the training program to implements on new staff to make them
perform well
This section would shed light on understanding the training program for implementing on
new staffs in order to ensure effective performance. In order to achieve the same, program goals
will be developed, which will assist in gaining an overview of the needs of the employees.
Secondly, right employee training software needs to be implemented for offering increased
personalized experiences (Pohler and Schmidt 2016).

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1.2.6. Reason behind staff turnover
Fromanalyzing the reasons behind staff turnover,it will be raveled the ways in which
weak compensation structure, inefficient hiring process of employees and poor training programs
developed by Nara Lounge resulted in drastic employee turnover within the company
(Lounge2018). Moreover, it will also be evaluated that the employees in the company get
motivated through earning special incentives along with extra paid time and employee training
programs on new job responsibilities to attain increased employee motivation within the
workplace.
1.3. Research Objectives
The research objectives those are to be addressed through completion of the current
research are explained under:
 To analyze the management structure or organizational work environment of Nara
Lounge
 To analyze the compensation structure of the employees matching with the employees
experience and standard in the competitive market
 To attain an understanding on major factors those result in employees dissatisfaction and
turnover
 To analyze the training program that can be implemented on new employees for
enhancing their performance in the workplace

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Literature Review
2.0. Investigate the management or the Organizational work environment
Lee et al. (2017) indicated that Nara Lounge is observed to have a creative and constant
innovation workplace environment and the employees those work in the company are of diverse
cultural backgrounds and nationalities.
Figure 1: Management Structure of Nara Lounge
(Source: Harris, Lavelleand McMahan 2018)
Huffman, Casper and Payne (2014) stated that the management structure of Nara Lounge
includes functional hierarchy, geographic divisions, and service-based divisions along with

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teams. In the functional hierarchy it has a HR, marketing and finance department. The employee
development is influenced by the policies and procedures developed by the HR department. This
hierarchy is deemed to control and monitor the work performance of the employees in a top-
down approach. Vardaman et al. (2015) also added that NaraLounge’s company values are
focused on maintaining team effectiveness that serves as a major financial determinant of the
company. Moreover, it has also been gathered that the corporate culture of Nara Lounge is
focused on encouraging team effectiveness. Kangas et al. (2016) revealed that despite such well-
structured management system the company is dealing with issues of increased employee
turnover, as the compensation structure and the training programs for the new joiners are
observed to be ineffective to motivate the newly joined employees to sustain within the company
for a long duration.
2.1. Understanding the salary of the employees which matches with their experience and
their standard on competitive market
As stated by Huanget al. (2016), the compensation in the hospitality industry is lower
than the other industries even though the stress level of work is higher in other sectors. The
benefit package for the employees in the hospitality industry should be developed and designed
based on the best practices in the industry. It is crucial to keep a compensation that meets the
benchmark of the industry. According to Mathieuet al.(2016), the majority of the employees
leave their job due to pay issues or for better compensation package in the hospitality industry.
As stated in the Maslow’s Hierarchy of needs, compensation has been considered as one of the
most significant motivating factors for the employees working in hotels or any other industry.
Compensation is one of the key components of employee retention in majority of the
organizations as monetary rewards act as a motivator for employees.

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2.2. Investigate the employees benefit program to make them happy
As stated by Muguongo, Muguna and Muriithi(2015), benefit programs can be of
different types, both monetary and non-monetary benefits. The employee benefit programs
belong to the category of fringe compensation which again reflects that compensation is essential
for job satisfaction. The major benefit programs consist of life insurance plans, retirement plans,
health insurance, educational assistance, holiday pay and vacations. Harris, Lavelleand
McMahan (2018) states that all types of benefit programs provide motivation to the employees as
fulfills their needs and wants. Fringe benefit is one of the most desirable attributes of any job and
comprises of at least 30% of the total compensation. McPhailet al.(2015) states that fringe
benefits are one of the most important ways of making the employees feel secure and provide
satisfaction to them.
2.3. Understanding the major factors of employee dissatisfaction which leads them to quit
the job
Even though, it has been discussed that lack of appropriate compensation and employee
benefits are major reasons for dissatisfaction among different employees, there are certain other
factors that are responsible for causing dissatisfaction. Work life balance is another key factor for
lack of satisfaction among the employees which is a key issue in the hospitality sector where the
work load is quite heavy. Compensation package is also a valid reason as employees can get
better paying jobs with less stressful environment (Coetzee and Stoltz 2015). The majority of the
employees working the hospitality industry do not like their superiors and their coworkers which
is one of the reasons that theydo not have a healthy organizational culture. The next factor is the
lack of growth within the organizations. However, lack of management and proper leaders will

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cause the employees to lose their focus as they are receiving any valuable feedback from their
managers.
2.4. Understanding the training program to implements on new staff to make them
perform well
Sundstromet al. (2016) states that training programs are not only required to improve the
skill level of the employees but also to provide them with different job roles and help them grow
within the organization. There is shortage of labor in the global hospitality industry due to the
fact that majority of the employees are moving to different sectors due to better work life balance
and more compensation package at lesser stressful environment. As stated by Luet al. (2016),
career growth has gained its prominence and have become of the one of the most crucial
elements for increasing the level of satisfaction among employees. The next factor is the lack of
growth within the organizations. Hanaysha and Tahir (2016) states that the use of training and
development programs are more crucial to the new employees as they are provided with
opportunity of growing up the ladder in the organizational hierarchy.
2.5. Reason behind staff turnover
Porter, Woo and Campion (2016) argues that lack of work life balance and stress level of
the employees are key aspects that increases the level of motivation among the employees. Work
life balance is another key factor for lack of satisfaction among the employees which is a key
issue in the hospitality sector where the work load is quite heavy. Compensation package is also
a valid reason as employees can get better paying jobs with less stressful environment. Huffman,
Casperand Payne (2014)states that even though there are various factors responsible for
employee turnover in the hospitality industry, the compensation is still at the top as the salary
package in other industries are quite higher.

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2.6. Quality Assessment of Literature
Research Questions Assessment Gaps in knowledge
What is the
management structure or
organizational work
environment of Nara Lounge?
2/3 The given data is quite up
to date and provides sufficient
knowledge but consists some
missing elements.
What is the
compensation structure of the
employees matching with the
employees’ experience and
standard in the competitive
market?
2/3 The major gap is the fact
that the literature only considers
the traditional motivational
theories and there is lack of
mention of the modern
motivational theories such as self-
determination theory
What are the major
factors those result in
employee’s dissatisfaction and
turnover?
2/3 The major factors
responsible for turnover have
been identified but they are
generalized and more focused
result is required.

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Section 2: Research Methodology
2.1. Research Objectives
The research objectives those are to be addressed through completion of the current
research are explained under:
 To analyze the management structure or organizational work environment of Nara
Lounge
 To analyze the compensation structure of the employees matching with the employees
experience and standard in the competitive market
 To attain an understanding on major factors those result in employees dissatisfaction and
turnover
 To analyze the training program that can be implemented on new employees for
enhancing their performance in the workplace
2.2. Research Approach
In selecting suitable research approach in analyzing the reasons for increasing rate of
unstable employees in Nara Lounge, it is considered important to analyze the de-motivating
factors those are present in the company resulting in such turnover. For carrying out the same,
deductive research approach will be employed for this research that can facilitate the researcher
in carrying out important tasks of the research along with analyzing the available models and
theories on employee motivation and satisfaction mentioned in the literature review (Mackey and
Gass 2015). This approach ca further facilitate in attaining desirable outcomes of the research.
Deductive research approach is deemed to be most suitable in a study where quantitative

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research is to be carried out. Moreover, this approach will also support quantitative data
collection process in this study here opinion from the employees of Nara Lounge will be
gathered through survey method.
2.3. Research Design and Methodology
2.3.1. Research Technique
Quantitative research technique will be used in the current research for gathering
necessary information to attain constructive research results. Quantitauve technique will
facilitate in conducting primary research through surveys in which numerical data will be
attained from the survey participants. Moreover, the analysis will also be carried out through
employing statistical analysis to attain constructive outcomes based on research objectives.
Quantitative technique will be helpful in gathering information on the subject of inclination of
human perception concerned with specific research information (Taylor, Bogdan and DeVault
2015). Quantitative technique employed can facilitate in presenting the outcome through charts
and tables for making it easier to understand.
2.3.2. The Population
The population selected or this study can act as a subset of the target population and it
will also be considered as a study population. It will be from the accessible population that the
researcher will gather the chosen sample for the research (Lewis 2015). The sample population is
considered to include the employees of Nara Lounge as they can provide supportive opinion on
the factors those are prevailing in the company resulting in high rate of unstable staff within the
company. Moreover, the sample population will be gathered from this population and the
quantitative data will be gathered from this the selected population.

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2.3.3. The Sample Design
Sampling in this research can serve as a technique in which target respondents will be
chosen for analyzing the factors resulting in increased rate of unstable employees in Nara
Lounge. Suitable sampling technique will be selected based on which the researcher will be able
to select the most important source of primary data to attain important research outcomes aligned
with aim and objectives of research (Glesne 2015). Considering the same, simple random
sampling will be used to carry out survey with the former employees of Nara Lounge those have
recently left the company and the existing new employees of the organization. This sampling
design will be implemented for the reason that it will facilitate in offering equal opportunities to
the respondents those are being selected within the survey. Focused on such sampling approach,
relevant quantitative data will be attained by using random sampling from a huge population. It
has also been assessed that for attaining constructive research outcomes, quantitative analysis
requires a relatively large sample size to attain and evaluate respondent’s opinions on factors
turning out to be de-motivating for them to continue in Nara Lounge. Considering the same, 10
former employees and 30 existing employees of Nara Lounge are selected to gather their
responses.
2.3.4. The Implementation Plan
As the research will consider conducting surveys on targeted employees of Nara Lounge
for this reason, online self-administered implementation plan will be employed. Moreover, cross-
sectional implementation will be used in this research as this plan will serve as an observational
research which can evaluate data from a huge population and can also facilitate in analyzing a
representative subset of survey data at a particular point of time (Brinkmann 2014). This

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implementation plan can facilitate the researcher in describing the happenings at the present
situation of Nara Lounge leading to increased rate of unstable employees.
2.3.5. Suggested Questions
The survey questionnaire that will be offered to the selected employees of Nara Lounge
will be divided into three segments. The first segment of the questionnaire will ask questions
regard the demographic profile of the respondents. The second segment will contain questions on
employees’ opinion regarding management and organizational structure of Nara Lounge,
compensation structure, employee benefit and training programs along with the factors in the
company that is considered to be de-motivating for the employees. The third section of the
questionnaire will have questions on employee feedback for the company based on which
employee motivation can be attained and turnover rate can be reduced by improving operations
and benefits offered by Nara Lounge.
3. Project Schedule
Task Week
1
Week
2
Week
3
Week
4
Week
5
Week
6
Week
7
Week
8
Week
9
Selection of topic
and search for
justification
Constructing
literature
Selecting
appropriate

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methods
Data collection
Data analysis and
representation
Reviewing the
outcomes
Conclusions and
recommendations
Submitting draft of
the project
Printing and final
submission

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