Employee Turnover and Performance at XYZ Company

The assignment examines the issue of staff turnover at XYZ Company, focusing particularly on non-exempt employees. Participants were interviewed about their perceptions of compensation, work environment, growth opportunities, management style, and relationships with colleagues. The analysis delves into how these factors contribute to turnover and explores potential strategies for reducing it, such as improving incentives, fostering a positive work culture, and providing development opportunities.

DISSERTATION
(A STUDY ON THE INCREASING TURNOVER OF NON- EXCEPT STAFF’S
IN XYZ COMPANY (MANUFACTURING SECTOR)

DECLARATIONS
I declare that all material which is used in the dissertation is written by me, it has not been copied
from any site. The word count of this dissertation is 10257. I agree that this study can be
submitted for plagiarism checking. I have read demand of client and has read ethics properly. All
these terms and conditions have been followed by me while working on this dissertation.
Signed:
Date

ABSTRACT
Increasing staff turnover of non-except staff is the biggest issue in the organization, it is because
people are not satisfied with the incentive scale of entity. The study examines the impact of
increasing staff turnover on company's performance. Furthermore, factors that increases turnover
rates of non-except staff in manufacturing unit. Data is being collected from primary sources
through interview. Researcher focuses on employees of XYZ company, they state their belief
about impact of increasing staff turnover of non-except employees on business performance.
Research concluded main factors that increases dissatisfaction among workers and that force
them to leave their jobs and according recommendations is being presented.

ACKNOWLEDGEMENT
I would like to present my deepest gratitude toward my dissertation tutor without whose proper g
uidance and continuous support the making of this report was not possible. with the given deadl
ines and set meeting provide me the opportunity to reflect on my work and also help me to contin
ue my work in well organised manner.
I would also like to acknowledge my parents for there unconditional moral support ad patience th
roughout the dissertation process. They encourage me to do my best .
I would also like to thank my colleague and friend for her honest criticism and throughout suppo
rt.
At last i pour my gratitude to case study organisation for my primary research and arranging the
needed data.

Table of Contents
CHAPTER 1: INTRODUCTION....................................................................................................1
Background of the study.........................................................................................................1
Aim and Objectives................................................................................................................1
Research questions.................................................................................................................2
Rationale.................................................................................................................................2
Significance............................................................................................................................3
Research plan..........................................................................................................................3
Chapter structure....................................................................................................................4
CHAPTER 2: LITERATURE REVIEW.........................................................................................5
Introduction............................................................................................................................5
Conceptual framework of manufacturing operators turnover rates and over time wages
standards.................................................................................................................................5
Factors that increases turnover rates of non-except staff in the manufacturing unit..............7
Relationship between increasing turnover of non-except staff and manufacturing operations8
Impact of high turnover of non-except on manufacturing business operations.....................9
CHAPTER 3: RESEARCH METHODOLOGY...........................................................................12
Introduction..........................................................................................................................12
Research philosophy.............................................................................................................12
Research design....................................................................................................................13
Research approach................................................................................................................13
Research Technique..............................................................................................................14
Sampling...............................................................................................................................15
Data collection......................................................................................................................15
Data Analysis........................................................................................................................16
Ethical consideration............................................................................................................16
Research limitation...............................................................................................................17
CHAPTER 4: DATA ANALYSIS................................................................................................18
4.1 Introduction....................................................................................................................18
4.2 Discussion.......................................................................................................................18
CHAPTER 5: CONCLUSION AND RECOMMENDATION.......................................................3

Conclusion .............................................................................................................................3
Recommendation....................................................................................................................4
REFERENCES................................................................................................................................6

CHAPTER 1: INTRODUCTION
Background of the study
Employee turnover is the serious issue in most of the organizations. Employees are assets
of the organization they put their hard efforts in order to accomplish goal of the companies.
Many firm invest time and amount in order to identify the cause of increasing turnover rate. Thee
are many reasons which influence them to leave their jobs such as low pay scale, low
engagement, poor management etc (Chiedu, Long and Ashar, 2017). Non-exempt staff are those
workers which work overtime in the organizations in order to get extra benefit. Companies have
to give them pay as per the fair labour standard act. As per the guideline of the act employers are
required to pay its employees one and half times of their regular rate of pay. This policy applies
when any of the staff members in working for the organization for more than 40 hours in a week.
The main issue create in the corporations when miscalculation of overtime done. That
decreases trust of employees and they think to leave their jobs. It demotivate them and reduce
their motivation level as well (Li, Kim and Zhao, 2017). For the present study XYZ company
(Renewable energy corporation) is being taken into account. It is one of the leading solar panel
and solar energy firm which manufactures wafers, cells, silicon etc. The cited firm is popular for
its quality products and low warranty claims rate. Company is working effectively in searching
for new solar panels and investing for gaining high profit. But due to increasing rate of turnover
it is very difficult for the cited firm to accomplish its goal (Is a higher salary the only way
business can boost staff loyalty?, 2017).
Present dissertation will discuss the impact of increasing turnover of non-except staff in
the XYZ company manufacturing firm Singapore. Furthermore, study will describe the factors
that increase turnover rates and influence the mind of employees. In addition, relationship
between increasing turnover of non-except staff and manufacturing operations.
Aim and Objectives
Aim:
“To identify the impact of increasing turnover of non-except staff in the organization: A study on
XYZ company”.
Objectives:
 To understand the conceptual framework of manufacturing operators turnover rates and
over time wages standards.
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 To identify factors that increases turnover rates of non-except staff in the manufacturing
unit.
 To determine relationship between increasing turnover of non-except staff and
manufacturing operations
 To analysis impact of high turnover of non-except on manufacturing business operations.
 To suggest ways in reduce turnover rate of non-except employees in the XYZ company
Singapore.
Research questions
 What is the conceptual framework of manufacturing operators turnover rates and over
time pay standards?
 What are the main factors that increases turnover rates of non-except staff in the
manufacturing unit?
 What is the relationship between increasing turnover of non-except staff and
manufacturing operations.
 What are the ways that support in reducing turnover rate of non-except employees in the
XYZ company Singapore?
Rationale
Competition is high and companies offer high wages to their skilled employees. It
influences the staff members and they move to other brands easily. Most of the people in the
manufacturing units work extra in order to get good pay. But when they do not get the amount as
per their expectation then they feel demotivated and move towards other firm. XYZ company is
facing this issue in which its non-except staff members are leaving their job frequently. That is
creating problem in the manufacturing unit of solar plan in Singapore. Cited firm is planning to
minimize this issue so that it can run its operation well (Wong and Wong, 2017). Furthermore,
decreased employees satisfaction is another cause of conducting this study. Due to poor overtime
wages and amount people feel dissatisfied and leave their job. That create burden on the entity
and overall industry as well because due to absence of skilled employees firms fail to produce
solar power as per the demand (Tessema and et.al, 2017). These issues impact on the profitability
of the organization and overall industry as well. These are the main causes of carry out this
investigation.
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Significance
Increasing turnover of non-except staff members is the serious issue because that impact
on portability and sustainability of the organization. With the help of this study researcher will be
able to identify standard of over time pay. That will support in decreasing the turnover rate in the
workplace that will support in improving profit and productivity of the business units to great
extent (Nahar, Islam and Ullah, 2017). The main issue in the solar plant manufacturing firms is
that people who give their additional time in the plant so that production can meet with the
demand, they do not get sufficient amount for their extra work that decreases their confident and
demotivate them. That is why they leave the job (Cil, 2016). Through this investigation scholar
will be able to suggest ways through which companies will be able to reduce their turnover rate.
Research plan
Activities 1th
Week
2nd
Week
3rd
Week
4th
Week
5th
Week
6th
Week
7th
Week
8th
Week
9th
Week
10th
Week
Selection of
research topic
and framing of
aims and
objectives
Review of
previous
literatures
Mapping up of
research
methodology
Completion of
proposal
Preparation of
questionnaire
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for data
collection
Recording
research and
carrying out
the same
Data analysis
Discussion
and conclusion
Chapter structure
Chapter 1 Introduction: In the first chapter researcher will give overview of the increasing
turnover rate of non-except staff in the manufacturing firm. Research plan, rational and
significance will be described in this chapter.
Chapter 2 Literature Review: It would be the next session in which scholar will review the
literatures of other authors. That will support in getting overview about the study.
Chapter 3 Research Methodology: It is third part of the dissertation in which investigator take
support of tools and techniques in order to gather in-depth detail about the subject matter.
Chapter 4 Data Analysis: This would be next part in which researcher will analysis the data and
will get results on the same.
Chapter 5 Conclusion and Recommendation: This would be last chapter in which researcher
will conclude overall study and will give necessary recommendation so that issue can be
resolved.
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CHAPTER 2: LITERATURE REVIEW
Introduction
Literature Review is considered as one of the essential part of dissertation in which
scholar has to review the previous literatures on the topic. This chapter will describe the staff
turnover rate in the manufacturing company. Furthermore, it will discus factors that influence the
non-except employees to leave their jobs.
Conceptual framework of manufacturing operators turnover rates and over time wages standards
According to Bayraktar and et.al, (2017) the performance of an organisation is affected
by many factors some of which are internal and some are external. Turnover rates is defined as a
rate at which the number of employees leave the organisation. This affects the productivity and
output of the organisation to a great extent. In solar panel manufacturing company which
manufactures solar panels for generation of renewable sources of energy manufacturing operator
turnover rates are very crucial data for the top level of management of a company. They are the
ones who operate the panels and without whom the product purpose comes to a standstill.
Manufacturing operator turnover rates leads to uncertainty in daily operation of the solar power
plant industries. It also creates cost for the company in terms of interviewing, hiring new staff,
training, loss in terms of productivity, overtime of other staff etc.
Samson, (2017) has argued that there can be various reasons for turnover which may
include work life imbalance, lack of proper working condition, lack of incentives, unsatisfactory
work etc. Among these one of the important and common reason for turnover is lack of proper
recruitment and incentive. Non-exempt workers in renewable source of energy industry also
faces a similar problem in their industry. They are promised overtime for any extra work served
by them to the company. The company fails to keep up to its commitment which enforces the
employees to leave the organisation. According to a law in Singapore any worker working above
40 hours of labour is entitled to be paid one and half times of his daily wage rate. The non-
exempt workers in the solar panels manufacturing industries were promised to be paid this
hourly overtime but after attaining the desired level of production by making them work
overtime they were refused to be paid which resulted in high turnover rates for this industry. This
has negatively affected the manufacturing process to a great extent (Fadda-Conrey, 2014).
Considering the negative effect of the turnover on manufacturing industries it has both financial
and non financial losses. In financial terms it affects the productivity, profitability, quality and
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deadlines of the organisation. In non financial terms it has negative impact on the morale of the
employees. Old staff has to compensate for the loss in productivity which increases pressure on
them. These losses although they are not measured in terms of money cause huge losses to the
solar manufacturing industry. As per the view of Chan, Ngai and Moon, (2017) who states that
although the main reason for the leaving of the non exempt workers is the solar panel industry
itself but the workers are themselves also responsible to some extent for this cause. They should
have organised themselves into labor unions or other legal groups and demand their need from
the industry. This is one of the ways by which non exempt workers can attain their objective of
earning desired recruitment promised by them from the company. The consequences of the
manufacturing operator turnover rates has to be faced by the solar industry itself. A close study
reveals that labor turnover creates hurdle in implementing Total Quality management in
manufacturing companies. This implementation is very much essential in the solar energy
manufacturing companies because this strategy leads to the implementation of the new and latest
technology in the manufacturing process of solar panels.
According to Chiedu, Long and Ashar, (2017) Due to high turnover rates the industry is
unable to employ its resources in exploring the latest technology which is very much essential in
renewable power generation industry. In order to implement the improvement practices such as
TQM, TPM and JIT stress is laid down on having well trained, committed and stable staff so that
they can effectively implement these strategies to the best of advantage of the solar
manufacturing companies. The problem may be resolved by requiring efforts from both non
exempt workers and the solar manufacturing industry (Takawira, Coetzee and Schreuder, 2014).
From industry perspective it should fulfil its commitments to reduce the rate of turnover in the
industry as a whole and from non-exempt workers point of view they should form trade unions
and other legal groups to oppose the policy of the industry rather leaving the industry which
results in the loss for the industry as well as for them.
The author Bayraktar and et.al, (2017) said that the organisation should work on the
strategies to minimize employee turnover confronted with the problems of employees to manage
several policy options. Employee turnover attributable to poor selection procedures, for example,
is unlikely to improve were the policy modification to focus exclusively on the induction
process. However, the author Takawira, Coetzee and Schreuder, (2014), stated that Non-exempt
workers in renewable source of energy industry also faces a similar problem in their industry
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(Lampel, Bhalla and Jha, 2014). The organisation also has to pay more to the employees doing
overtime this in turn gives a negative impact on the workplace. This affects the productivity and
output of the organisation to a great extent. In solar panel manufacturing company which
manufactures solar panels for generation of renewable sources of energy manufacturing operator
turnover rates are very crucial data for the top level of management of a company.
Factors that increases turnover rates of non-except staff in the manufacturing unit
Employee turnover decreases profitability and productivity of the manufacturing units.
According to Li, Kim and Zhao, (2017) high pay offering by other competitors is the main cause
that boost employees to leave their existing job. Author has stated that no matter someone likes
their job but if other company offer them better pay scale then they can leave easily. This is the
main factor that increases turnover rate of non-except staff in the organization. In the
manufacturing firms most of the employees work extra so that they can get extra pay but when
other entities offer high wages to these people then they get influenced and tun towards other
organization.
Wong and Wong, (2017) has argued that miscalculation of overtime wages is the main
factor that increases turnover rate of the manufacturing companies. In the solar power plants staff
work extra so that individual can produce more energy and can gain incentives or additional
wages for their work. But when expectation of extra pay does not get fulfilled then workers feels
demotivated and think to leave the job. This decreases trust of the person and they fail to work
further in the organization. That is why they feel demotivated and think to leave job as soon as
possible. This miscalculation is done due to the confusion in the wage standards. Employer has
no knowledge about current standard related to wages and that is why give less amount as over
time which create wrong impression in the mind of workers. As per the wage standard act if
individual is working for more than 40 hours in a week then person is liable to get one and half
of salary amount as over time payment. But most of the companies do not pay non-except staff
accordingly that is the main cause that turnover is increasing in the Singapore manufacturing
units.
As per the view of Samson, (2017) organizational instability is the major factor that
influence the employees of manufacturing units to leave their jobs. In the manufacturing units
people work in shifts and if someone is working over time then individual will be guided buy
other senior in the over time period. Changing direction and shuffling people create confusions
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and misunderstanding. It is because people do not have better communication with each other
and they fail to understand concern of others. This communication gap increases mistake and
that is the reason person feel uncomfortable in the organization and think to leave the job. Solar
plant works in shifts and person who want to work extra hours in this plant have to deal with
other staff. For instance if someone has day shift and want to work extra in night shift as well as
it creates problem for them because in the new shift individual get guidance by other supervisor.
This improper interaction motivate the individual to leave their job. That is the biggest reason
why turnover rate of non-except staff in increasing in the manufacturing organizations.
According to Bayraktar and et.al, (2017) increasing economic pressure force the worker
to work extra to earn more. But this creates work-life imbalance situation that make the person
more irritating thus, individual think to leave their job so that individual can manage their
personal and professional life both. This situation becomes more complicated when worker has
to work more in their routine working hours due to pendency in work. This is the main reason
that people leave their job because of hectic life.
As per the views of the author Avanzi and et.al, (2014), employee turnover is expensive
from the view of the organisation. The cost of the employees doing overtime increases from the
external market. The organisation has to pay them extra for the same work done by the other
employees in few days. For instance : search of the external labour market for a possible
substitute, selection between competing substitutes, induction of the chosen substitute, and
formal and informal training of the substitute until he attains performance levels equivalent to the
individual who is doing overtime. On the other hand the author van Scheers and Botha, (2014),
stated that if in an organisation there are the employees working overtime, them the organisation
is insatiable and will show high decrease its turn over. Also, it does not reflect a good working
environment of an organisation. Due to work load many employees quit the job and it is again a
disadvantage for the organisation and does not show the friendly environment for worker.
Relationship between increasing turnover of non-except staff and manufacturing operations
According to Li, Kim and Zhao, (2017) there is strong relationship between increasing
turn-over of non-except staff and manufacturing operations. Author has stated non-except staff
are skilled employees those who have great knowledge about the solar power production. They
work extra to earn more amount which gives benefit to company as well because production of
the firm gets increased. If these non-except employee leave their job then it impacts on the
8

production efficiency and productivity as well which affect profitability of the entity as well. On
other hand if they work properly for longer duration then it supports in running manufacturing
operations smoothly.
As per the view of Nahar, Islam and Ullah, (2017) turnover does not have relationship
with manufacturing operations. Companies hire new staff and existing staff those who want to
earn more they work extra in the organization. If they leave the job then operations does not get
affected because company fill this gap with the new talented staff members. That is why if
someone is leaving then also operations run smoothly. Increasing turnover increases cost of the
entity but does not affect the overall operations of the solar plant. Wong and Wong, (2017) has
argued that increasing turnover impacts on the satisfaction level of consumers. Due to high
turnover of non-except staff company lose their skilled employees that is why it fails to fulfil
demand of the consumers (Lamm, Tosti-Kharas and King, 2015). That is the reason that it fails
to generate solar energy as per the requirement of population. That decreases their satisfaction
level and impact on the brand image as well.
On the other hand the author Purcell, (2014) stated that the skilled employees those
having knowledge in the production of the solar energy. The employees work in the extra
amount or overtime which in return give benefit to the company but also impacts the
organisation revenue. If they work properly or in effective and efficient manner for longer
duration then it supports in running manufacturing operations smoothly. As per the view of the
author Surienty and et.al, (2014), explored that the increasing turnover higher the cost of the
entity but does not affect the overall operations of the solar plant. Companies hire new staff
according to their working qualification those who want to earn more they work extra in the
organization. If they leave the job then operations does not get affected because company fill this
gap with the new talented staff members. That is why if someone is leaving then also operations
run smoothly. The electricity produced by the solar plants is much cheaper for the companies.
Impact of high turnover of non-except on manufacturing business operations
As per the view of Chiedu, Long and Ashar, (2017) high turnover impact negative on the
manufacturing units revenues to great extent. Turnover of non-except staff directly impact on the
profitability of the business unit. It is because company losses its efficient workers and it has to
conduct interview again for hiring new candidate. But new person need training and unable to
work effective as compare to previous employee. That reduces efficiency level and impact on the
9

profitability of the solar power plant. Author has stated that due to increasing turnover of non-
except cost of the firms get increased that reduces revenues of the entity to great extent.
Li, Kim and Zhao, (2017) has argued that non-except staff have capability to increase
production but when they leave then production get decreased. These persons know how to
operate machines and how to generate power. Manufacturing firms big issue that its staff does
not have knowledge about how to operate machines and company has to give training to them so
that they can perform their work effectively. But when these trained and non-except employee
leave the job then overall production gets decreased.
Illustration 1: Staff turnover and performance
Source: (Bayraktar and et.al, 2017)
As per the view of Chan, Ngai and Moon, (2017) increasing turnover is positive for the
manufacturing plan because by this way employer higher new candidates those who have
innovative ideas and capable to perform well. They have monitory needs so that work extra to
earn more. That supports organization in improving its production capacity. By hiring new
candidates in the workplace company can minimize its operational timing to generate one unit of
power. That helps in improving production efficiency and reduce operational cost of the
manufacturing plant. Though, increasing turnover is not good but it helps in bring new talent in
the organization in order to fill the skill gap. That impacts positive because new talent helps in
10

generating the power from innovative ideas. On other hand Bayraktar and et.al, (2017) increasing
turnover increases complex situation in the manufacturing plant because corporation fails to meet
with the demand. That is the most impactful thing that when any non-expect person leave job
then it reduces production thus company fails to generate sufficient number of energy.
As per the views of the author Christian and Ellis, (2014), it is stated that to gain an
accurate perspective of the internal causes of the turnover, it is useful to look at the both
information qualitative and the quantitative which will show the impact of high turnover of non-
except on manufacturing business operations. By hiring new candidates in the workplace
company can minimize its operational timing to generate one unit of power. On the other hand
the author Palanski, Avey and Jiraporn, (2014), explored that earlier there were many issues
faced by the workers to manufacture the electricity but now the workers face ease to provide the
electricity as solar energy is easy to transfer. Manufacturing firms big issue that its staff does not
have knowledge about how to operate machines and company has to give training to them so that
they can perform their work effectively (Rafnar and et.al, 2011).
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CHAPTER 3: RESEARCH METHODOLOGY
Introduction
Research methodology is one of the essential part of dissertation, it describes broad
philosophical way of the selected research method. These tools and techniques support scholar in
gathering in-depth information about the subject matter and completing investigation in effective
manner. This chapter will explain various methods which are effective to collect data about
increasing turn over of non-except staff in XYZ company (Bradler and et.al, 2016).
Research philosophy
It is the tool which describes phenomenon of the study, With the help of this tool scholar
can get base of conducting the investigation in effective manner. Addressing research philosophy
in the dissertation explains belief and assumption of scholar about the topic. It is positioned at
the upper layer in research onion. Selection of research philosophy needs to be done properly
because it impacts on the overall study (ISMAIL, 2013). That completely depends upon the type
of study such as whether it is qualitative or quantitative. There are two major types of
philosophies such as positivism and interpretivist. Both are completely different in nature
(Rogiest and et.al, 2015).
Positivists is the tool which looks upon the situation from different angle. It explains that
reality can be observed and described from objective point of view. In this no need to involve
human being in the investigation. It pays more attention on observation thus work accordingly.
Positivism philosophy is the technique in which predictions is made on the bases of observation,
scholar observe each incidents and react accordingly. Positivism philosophy is generally applied
in the quantitative type of studies. This technique is associated with the natural and physical
science (Hua and Longyong, 2015).
Interpretivists is another research philosophy which pays more attention on subjective
interpretation and thinks that reality can be identified through understanding the real world. This
tool explains that involvement of human being is very important in order to understand real
situation of subject matter. This tool pays more attention on research problems and try to find out
the data that can support in addressing the research problems (Managing the Impact of Employee
Turnover on Performance: The Role of Process Conformance, 2008).
In the present investigation researcher has used the interpretivism philosophy in this
study. It was the qualitative study thus, use of this tool was appropriate for the scholar because
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by this way individual has become able to identify reason of increasing turnover of non-except
staff in manufacturing sector. With the help of this tool researcher has gathered in-depth
information about increasing turnover of non-except staff and its impact of business
performance.
Research design
It is the procedure that is used by the researcher in order to collect and analysis data in
regard to research problems. In order to meet with objective it is essential to conduct study in
structured and systematic manner (Kapura, 2013). It can be defined as overall strategy or
blueprint that supports in carry out investigation in logical manner. It is model upon which entire
study is built. Scholar has to select appropriate tool that can assist in developing research plan
and finding results.
There are several types of designs which are applied in different types of dissemination.
These are such as descriptive, exploratory etc. In the descriptive research design researcher pays
more attention on theoretical analysis and gather factual information about topic. It highlights
important issues and define situation in effective manner. Descriptive research design describe
each factor properly so that individual can fulfil objective of investigation. Exploratory research
design is another type of research design in which scholar explores research questions.
Furthermore, experimental research designs is another type of method which focuses on
experiments, if researcher find any improvement requirements then individual make changes
accordingly (Maneechay and Pongpirul, 2015).
In the present dissertation impact of increasing non-except employees in the
manufacturing companies researcher has taken support of descriptive research design. With the
help of this tool scholar has become able to describe non-quantified topic in effective manner.
This method has helped the investigator in integrating qualitative methods in data collection.
This technique has supported scholar in gathering detail information without making changes in
existing environment. That has helped in developing understanding about non-except staff,
causes of their turnover and ways that can support in minimizing their turnover in the
organization (Hartog, 2016).
Research approach
It is essential for the investigator that to consider suitable research approach that can
assist in answering research questions in effective manner. Research approach is the detailed
13

plan in which individual have to involve various decisions so that researcher can carry out
investigation in effective manner (Adebola, 2014). It is great tool that can assist in improving
knowledge and understanding of researcher about the subject matter (Staff, 2010). There are
generally two types of research approaches which are used in dissertation; inductive and
deductive. Inductive approach is the method in which scholar takes support of new theories and
model in order to develop understanding level. On the bases of these model's scholar draw
conclusion. On other hand deductive approach is another tool in which scholar has to develop
hypotheses which assist in getting realistic results about the topic. Both these approaches are
used in different types of dissertation. That completely depends upon type and nature of
investigation and accordingly scholar has to select tool (Nia, Poor and Ghanbarzadeh, 2014).
In the present study on increasing turnover of non-except staff in manufacturing
companies of Singapore scholar has taken support of inductive research approach. This
technique has supported in carry out investigation in effective manner and planning the
investigation in such manner so that researcher can gather in-depth information about the topic.
Inductive approach has helped in exploring facts in detail through which individual has identified
causes of increasing turnover in the manufacturing firms of Singapore. Inductive research
approach is generally applied in qualitative type of investigation. Present dissertation is
qualitative thus, scholar has used inductive approach in order to carry out investigation in
effective manner.
Research Technique
In order to carry out investigation in effective manner it is essential that researcher
answer research questions in meaningful way with effective reasoning. There are two types of
research techniques; qualitative and quantitative (Marchington and Suter, 2013). Both these have
unique characteristics and nature. In qualitative study scholar takes support of theories and
models in order to collect information about topic. Whereas in quantitative investigator has to
use statistical data and tools to answer research questions.
In the present investigation on impact of increasing turnover of non-except staff scholar
has used qualitative technique which has supported individual in carry out the study in effective
manner. This tool supports in gathering data in specific manner and gaining personal opinion of
individuals. This tool has supported in answering research objectives and identifying real impact
of increasing turnover rates on business units (Siponen and Vance, 2010).
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Sampling
Sample is group of people those who are selected to give answers related to specific
questions. It is the technique in which scholar has to select correct sample from the large
population. By choosing the right person individual can gather quality information about topic
and can answer research questions effectively. Probability and non probability are two main
types of sampling. That depends upon nature of the investigation that which type of method
would be suitable for the investigation (Öncel and et.al, 2015). Strata sampling, cluster sampling,
simple random sampling are main types that are generally applied in dissertations. In the present
study on increasing turnover of non-except staff in manufacturing firms scholar has used simple
random sampling. It is considered as one of the effective technique through which individual can
collect relevant information about topic.
In this method researcher randomly select samples from the entire population those who
can give quality information about the topic. By this way researcher can answer the questions
properly. In the present study researcher has chosen 4 employees of XYZ company. They are the
right person for this investigation. They know better about current working environment of solar
plan and contribution of non-except staff in the organization. They can give good detail about
how increasing turnover impact on business units.
Data collection
In order to conduct the study in effective manner scholar has to gather quality
information so that individual can answer the research questions. Data collection is one of the
important part of dissertation with the help of this tool scholar can develop in-depth
understanding about subject matter. Primary and secondary are two methods of data collection.
Primary research can be described as way in which researcher collects data for the first time.
This helps in getting insight detail about topic and getting reliable outcome. Primary collected
information are directly related with the research objectives that assist in knowing real facts
about subject matter. On other hand secondary data collection is another method of data
collection in which investigator collects data from already available literature. Individual takes
support of books, journals, internet articles that are related with the same topic (Kleinberger,
2010). By this way investigator develops their understanding and get to know real situation about
the topic. Primary data collection sources are not that much effective because it consumes too
15

much time in gathering information. Individual has to take permission from participants and have
to take their concern as well. It is essential to pay attention on ethical aspects of investigation.
In the present topic on impact of increasing turnover of non-except staff in XYZ
company researcher has taken support of interview technique. It is considered as one of the
effective way through which individual can get to know cause of increasing turnover and impact
on business environment. On of the main advantage of using interview technique is that response
rate of this method is higher than any other tool. That has supported the scholar in gathering
reliable information about subject matter (Horwich, 2010).
Data Analysis
Each interview has taken huge times thus, it was time consuming practice. But through
this tool researcher has gathered in-depth information about causes of increasing turnover of
non-except staff and its impact on business units. Scholar has recorded interview and has
presented in thesis accurately. Individual has not altered their meaning and has used in its real
meaning. Audio recording of each interview has been sent for review in order to get optimistic
results. While conducting interview, interviewees have made many grammatical mistakes which
has created issue in the study. But to maintain confidentiality in the system researcher has
decided not to sent all transcribed interview to participants (Castilla, 2011).
Final transcripts were analysed by using “coding” method. In this method scholar has
made key themes and has analysed the information on the bases of these themes. By using this
analytical technique scholar has become able to compare and contrast data in logical manner.
Ethical consideration
Ethics are the norms to ensure that no one gets hurt, harmed or suffers adverse
consequences from the research activity. Ethics impact on entire study to great extent. If
researcher follow ethical aspects, it helps investigator in minimizing complications during
investigation. While conducting study on impact of increasing turnover of non-except staff
researcher has maintained all ethical aspects. Researcher has paid attention on maintaining
confidentiality, scholar has not leaked information and has taken consent of participants before
taking their interview. Scholar has not used data from unauthorized sites, all information have
been taken from the right sources and with permission. Furthermore, investigator has not copied
any data from any site, researcher has read articles and developed understanding. This has
supported in writing the information in dissertation in his own words (Kapura, 2013).
16

Research limitation Researcher's familiarity to the organisation : The limitation arises when the researcher
has less or no knowledge about the history of the organisation he/ she is researching for.
The investigator has ever been to the organisation or has ever talk to the employee's. Complexity of the topic : The researcher need to understand and study the topic to take
the interview from the respondents. It will also help them to make the respondents
understand about topic where they face problem in answering (Duffin, 2015). Scope of the research : The main limitation of the can be faced in drawing the
conclusion, if it does not match the method taken for the investigation. The method used
to conduct the research should be relevant to entire population, if the taken sample size is
small (Ely and et.al, 2012).
 Time given to research : The researchers and the organisation both faced the time
limitation for the investigation. The timing for the interview was strict to carry the
relevant outcome but, due to lack of time the researcher has not collected the data in
depth from the individual. However, such problems could be overcome by scholar
through putting extra efforts in regard to meet the set deadline
17

CHAPTER 4: DATA ANALYSIS
4.1 Introduction
Using appropriate tool and techniques this chapter will discuss key themes and sub topic
which have been explained in the primary research. In this section scholar will analysis all
collected information so that individual can answer the research questions effectively. Questions
will be asked from manager of XYZ company on increasing turnover of non-except staff
members. They will share their views and on the bases of these views individual will draw
conclusion.
4.2 Discussion
Working length
Research has asked about the working length of managers in the organization. Most
participants have viewed that they are working in the XYZ company since 3 years. It is
considered as such a long time period. If somebody is giving too much in one company that
shows that person can share effective information about working culture of entity. On other hand
some answers have viewed that they are working in the organization from 1 years. They have not
that much information about organization, its practices and over time wages information. From
the above it is found that maximum people are working in the XYZ company since long
duration. They have good knowledge about the entity and its policies. They can give good
information about issues in the business and why turnover rate of non-except staff is increasing
in the working place.
Job stress
When scholar has asked in interview about job stress in XYZ company then participant
A, have said that yes there is huge work pressure. Employees have to work extra in order to
complete their allotted work. Higher authorities allot works beyond capacity of an individual and
person has to complete their allotted work. Some times it creates stressful situation in the
organization and due to which people think to leave their job. Though, salary structure and extra
working hours pay of cited firm is quit good as compare to other competitors but due to heavy
work load workers feel stressed and demotivated. That is the reason that turnover of non-except
staff is increasing.
Participants C has discussed about job stress in the XYZ company and they have viewed
that managers allot work to each person as per their capabilities. If someone is able to work extra
18

hours then they allot the person more work but if other workers does not want to give extra time
to organization then they allot them work which they can complete within stipulated time
duration. This strategy of the organization supports in minimizing stress and by this way
employees can make balance between their personal and professional life. That increases their
satisfaction level and help the employees in retaining in the organization for longer duration.
However participant B, D has realised that there is stressed environment but this stress helps
workers in improving their professional skills. In this environment they learn many things that
gives them opportunities to grow well and get promotion in the cited firm. Higher authorities
observe working style of each person and they notice that how an employee face critical situation
and how individual resolve problems. The person who handles such type of conditions
effectively they get promotional opportunities in the organization. That is why employees who
have necessary skills and having patience they like to work in such stressful environment and
they said that this stress is good for their future.
Workplace stress create situation of looking new job
When scholar has taken interview with managers of XYZ company then in this session
individual has asked whether stressed situation has made you forced to look for new job or not.
Some participants those who have said that there is stress they said that they frequently think that
they have to resign from this job because this work pressure creates imbalance in their personal
and professional life. They feel irritated and are unable to perform their duties effectively in such
heavy load. On other hand some answers have replied that stress is good for their growth so they
never think to leave existing job or join any other place. They take this stress as challenge
because they think that it helps then in developing their management skills and company will
promote them to higher post due to their this quality.
On other hand rest participants have said that XYZ company take cares of their
employees and treat them as assets of the organization. That is the reason that people feel happy
in the workplace and they like to work further in this company. Higher authorities look upon
individual needs and accordingly provide them facilities. If someone has monitory needs then
they offer them attractive pay, incentives, extra pay for extra working hours. Whereas if someone
has non monitory needs then cited firm provide them rewards and recognition so that they can
get motivated. That is the policy of entity that is the reason that people of firm are very happy
and satisfied. That increases their moral and make them loyal towards the band. In such
19

condition they never think to leave this job or join other company and they like to work in this
environment. On other hand some answers have viewed that it is very difficult for non-except
staff members to work in the stressful environment. When they have to work in such a critical
atmosphere then they feel unable to work here and think not to continue in entity.
Pressure impacts on productivity
In the interview session researcher has raised questions that whether pressure or stressful
environment impact on their productivity or not. Maximum participants have viewed that stress
impact on their productivity to great extent. They have said that they like to work in healthy and
happy environment. When individual has to spend extra hours in the working place then it makes
them irritating. Sometimes it impacts on their behaviour and productivity as well. Working extra
hours is not that much easy because when they give extra time to their official work in order to
earn high income then imbalance occurred in their personal and professional life. That affects
their productivity to great extent. In such pressure condition they fail to perform their duties
effectively. That increases errors in their work which reduces profit of organization.
Some participants have viewed that unstable working condition increase burden on non-
except staff members. Frequently changing working activities, increasing job insecurity creates
burden on individual and person thinks to leave their job soon. Because this impacts not only
their personal life but also impacts on their professional behaviour which directly ad indirectly
impacts on their production abilities. Due to this pressure they take leaves and poor motivation
affects production of entity. That is the reason that employees of XYZ company are taking too
many leaves and accidents are occurring in the workplace. Higher authorities are not paying
attention on the issue that why workers are not ready to pay extra time and why they do not want
to get extra incentives for their extra work. There is highly required that higher authorities
improve their policies and practices so that individual can feel happy and perform effectively in
the cited firm.
On other hand some answers have viewed that increasing stress level of workers does not
impact on their productivity. Pressure improves their learning and professional skills. By this
way they perform even better in the workplace. That results in a manner that they earn extra in
the organization which supports in fulfilling needs of staff members. Many persons in the XYZ
company have monitory needs thus they like to work extra in the workplace so that they can get
20

attractive extra wages for their additional working hours. That means stress and pressure help in
increasing productivity of employees and make them positive towards the brand.
Effects of turnover on business unit
From the study scholar has found that increasing turn over is affecting overall business
environment of entity. This creates negative impact on consumers and existing employees as
well. Some participants have viewed that increasing staff turnover of non-expect employees
impacts negative on XYZ company. Due to this, rest workers feel dishearten and their perception
becomes negative towards the brand. After that they do not perform well in the firm. They do not
deal with consumers well and do not produce quality products in solar plans. That decreases
sales volume of cited firm thus, financial performance of entity get affected to great extent.
On other hand some answers have said that turnover impacts positive on the organization
because by this way management brings new talent in the workplace those who perform better in
the organization. That helps in bringing innovation and improving product's quality. New staff
member feels motivated because individual gets opportunity to earn extra by putting little hard
efforts. This helps in improving profit of entity to great extent. Some others participants have
viewed that turnover is not good for the XYZ company. That decreases its brand image and cited
firm fail to gain competitive advantage in such corporate world. It losses its skilled employees
thus it fails to meet with demand. That negatively affects its brand image and further consumers
do not trust on entity.
Company provides sufficient wages and healthy environment to its non-except staff
Researcher has raised question in the interview whether company provides sufficient
wages and healthy environment to its non-except staff or not. Some respondents have viewed
that XYZ company does not provide satisfactory incentives, cash bonuses to its employees. It is
the big issue in the organization due to which people are not satisfied with the working culture of
entity. Company is unable to fulfil needs of its workers that is the biggest reason that turnover is
increasing in the workplace to great extent. On other hand some answers have viewed that XYZ
company provides healthy environment to its staff members. That is the reason that number of
non-except staff members are high in the organization. Due to which cited firm are able to meet
with their expectations which helps in motivating its employees. That is the reason that company
is earning high profit and able to gain competitive advantage.
21

Whereas some participants have said that attractive pay scale and captivating incentives
are key point of an entity which supports in retaining staff members in the organization for
longer duration. Participants have viewed that company has different incentive and ways scale
for non-except and except employees. People those who are giving extra time and working extra
in the workplace get attractive wages and accommodation facilities. Whereas those who do not
give extra time in workplace they do not get any extra payment by employer. That decreases
moral of persons those who work between working hours only. That is the reason that people are
leaving their jobs frequently and go to other companies where they can get attractive pay scale.
From the above discussion it can be interpreted that wages, healthy environment impacts
on working of individual to great extent. XYZ company does not provide attractive incentives to
its non-except staff members that is why staff turnover is increasing in the organization to great
extent.
Workers happy in the workplace
In this session interviewer raises the question of employees happiness in the workplace.
Researcher asked whether worker are happy working in there workplace. Some participate
answered that they are not very happy with XYZ company workplace. People were highly
unsatisfied with the working culture of company, in addition to it there were no special benefits
available for hard working employees. Employees are not happy with there workplace, which not
only affect company envt. but also its production, upset employee have direct impact on there
working performance leading to low productivity, this can also be count as a reason for increase
in company's employee turnover. On other side major of answerer find there workplace
moderate. Communicators were not highly dissatisfied but were also not that happy with current
condition. Respondent said that there are many places where company lacks and can improve,
they suggested that company should introduce new policies regarding incentives, cash bonuses
and other benefits with better working environment to please there employee. There were few
participants who were very happy with the XYZ company, and answered saying that company
provide them with great envt. creating healthy relationship between employer and employee and
also gives them chance to grow, leading to overall development of employee. Organisation also
have different policies which make them happy.
22

Its clear from above discourse that XYZ company workers are not very content with there
workplace and see the chance of improvement. The company need to shift there focus to its
employee and need to work for there benefits and satisfaction.
major factors that increase turnover of non-except staff in XYZ company
From the research done, the author find different factors which are responsible for the
increase turnover of non- except staff. When researcher asked for the reason of this turnover
major respondent answered that the major reason for such a big change is incentive provided by
company. Answerer said that the incentive polices provide to non-except staff is highly
unsatisfied leaving employee unsated and unjustified of there work. Company also many times
miscalculate the overtime workers are owed, upsetting employees further. The company is
unable to meet the demand of its employee, which constitute as major reason for the employee
turnover. Some of respondent view cash bonus as one of the reason for non except staff turnover.
There is no cash bonus policy in XYZ company, with increase pressure of productivity workers
are forced to work extra hours but they do not get benefited for it. It becomes one of the many
reasons for the turnover as employees find better incentives and benefits in other companies.
Some responsive answered that the working envt. is one of the major reason. Worker finds the
workplace very rigid providing no flexibility to its employees adding to all this the company also
increase the work load of employee creating pressure in crease in productivity disregarding
employee health ad comfort.
The above discussion give clear view of the major reason for this turnover, low
incentives, cash bonus, extra benefits and environment inflexibility lead to employees
dissatisfaction towards company leading to many employees leaving the company behind to find
better opportunities.
company provide employees growth opportunities
From the study researcher found that the major reason for employee turnover in XYZ
company is because of lack of growth opportunity company provides. Lack of growth
opportunity have negative impact on employee's and overall business environment. When author
asked about the growth opportunities provided by XYZ company, many of respondent answered
that company does not provide much of opportunity for self or any professional development,
which is need of any employers plus the company has stiff environment which doest not give
way or block new thinking and innovation. There were couple of answerer who were of opposite
23

view and said that company provide many opportunities for personal development and growth.
the company has supporting environment which gives each employee to come forward and
present there view, the organisation also encourage employee participation in decision making
activities done by management to reduce turnover
Researcher has raised the question that whether XYZ company has initiated any activities
to reduce the turnover problem. Respondent have mentioned different activities which are
implemented for the reduction of turnover. Few communicators answered that company has
started taking employers view in consideration, asking for there feedback and working on it. It
helps company to understand there employees problems and reason for there leaving so company
can start working in accordance to it. Few respondent answered that company has make major
change in there policies making it more employee friendly. Its important for company to not
loose any more of its employee so company has introduced different benefits to retain remaining
employers. Some of answerer were of view that major emphasis was given on growth
opportunities, introducing different activity and training for personal growth and development.
The major reason for company emphasis on growth opportunity was because major of employee
has left the company because of lack of growth opportunities and self development. While many
said that there were action taken by company but there were still some respondent who refuse to
accept that there was no major action was taken in this regard. From the above research it clears
that some measures are taken to tackle this problem but company is still in need of some major
change which can reduce this turnover and also benefits its staff.
Relationship between non-except staff members and managers
The research conducted by the investigator has helped in finding the relationship between
the non exempted staff members and managers leadership style for the success of the business.
When the participants were asked about the non exempted employees the answered that the some
employees depend on their salary and the type of work they do, but the workers doing overtime
gets more benefits additional salaries which is positive from the employees point of view by
negative in aspect of the organisation. The government has made an act 'fair labour standard act
(FLSA)' for the employees working overtime which are to followed by the company's.
Leadership style
The leader is the person who lead the performance of workers effective so that company
can able to make profit. The function of leader should be impressive so that firm can able to have
24

profitability and productivity. The leaders of entity follow different style in order to achieve
various performance. Some participant of organisation are telling that they have adopted good
leadership technique. In this some of them are not happy with leadership style which leads to
inefficient performance. To have smooth working in organisation there should be following of
good leadership style. The overall performance of company depend on the leader that how they
are taking their role in manner to have achievement of objective. The aims of the organisation
can be achieved effectively so that company can reach to path of success. The effective leader
style help to reduce employee turnover of company.
Ways to control over increasing turnover of non-except staff in XYZ company
25

In this way, different people give their views on it. Within the XYZ company, manager
need to talk with their customers. Because it gives view to assess their opinion towards products
and services. Through look towards suggestive sell the customer, problem continuous rising.
However, other people said that customer satisfaction survey also need to be taken through the
company will easily get feedback from people. In addition to this, some respondents stated that
the business need to know about their weakness so that it will be profitable to analysis big
problem which take place at workplace. With delivering competitive advantages to assess
product and services demand in systematic way. In order to deals with consistently demand,
advantages can be create core values. It also assists to develop customers point of view which
help to get enough use of resources. Decisions are also made that help to get idea to grow
effective results. In respect to assess the factor, there are several elements exit which impact on
the performances. With hire the right people, this problem can be solve to cater role for different
candidates. Absolute sure results can be assessed for ascertain effective results. It make different
from competition to address problems.
From the study author questioned employees what ways XYZ has introduced to control
the increasing turnover of non-except staff. Almost half of the respondent responded saying that
biggest step taken by company was introduction of comprehensive benefit package specially for
non-except staff to confine them in company. The special benefits were enforced in the company
policy to satisfy these employees, this benefit also include cash bonus for extra work done by the
worker. This policy were also implemented to justify the work done by employee. Some
Answerer said that with extra benefits company also work to reduce productivity pressure which
decrease the work load of the employees at great length. Company try to work to meet the
demand of its employee making its policy more employee focus rather than profit base. There
were few who said that the only action company has taken to solve this problem was to increase
the incentives which is not enough for company to retain its employee.
From the above report its clear that company has taken initiatives to reduce this turnover
but company what company lacks is proper communication between its employee, some
employees are aware of the benefits and new policies they have introduced while others are
totally unaware of the new changes. Company need to improve its company employer
relationship to have better communication which can reduce many problems the company face.

CHAPTER 5: CONCLUSION AND RECOMMENDATION
Conclusion
From the above report it has been concluded that the turnover of employees is the main issue in
the entity. Due to this overall performance of company can be affected. To maximise the growth
and profitability of business the employees are treated to be assets to organisation, in real manner
they working as backbone to organisation. The main reason behind employee retention is to pay
low wage, poor management and unsystematic environment. Sometime the workforce of the
company is too complex which leads to increase pressure on their worker.
This kind of performance of company is too work in manner to demotivate the
employees and this decrease the trust and they feel like to leave job. If the rate of employee
turnover of company is rapidly increasing than the organisation cannot achieve goal of their
business. The study of this assignment is focusing on activities of XYZ(renewable energy
corporation) company. This firm is very successful because they are offering quality products at
low claims of warranty.
This dissertation has focused on the various activities like the increment in turnover rate.
The main area of issue in this context is miscalculation of overtime period of workers. It leads to
decrement of trust of employees on organisation and they think to leave their jobs. This function
demotivated them and also affect their working capacity in firm. In this project various activities
aqre undertaken in order to make proper identification of employee turnover as per the study of
XYZ company. The measure are given in order to make standard wage rate so employees can be
satisfies and there can be enhancement in working graph of employees. The various ways are
defined which can help in manner to have low rate of employee retention. In market there are
various companies who are performing their best in order to make longer survival in market so
that profitability of company can be maximised.
Increasing turnover of non-except staff members is the serious issue because that it
largely effect on working performance of company and sustainability of the organization. With
the help of this study researcher should take effective steps in order to make proper calculation to
identify standard of over time pay. That will help in manner to support in decreasing the turnover
rate. This function is very helpful in manner to enhancing profitability and productivity of
business a larger level. The function and performance of an organisation is affected by many
2

factors which are as internal and external. This affects the productivity and output of the
organisation to a great extent. The turnover rate refer as number of employees who left and
willing to quit job due to complex and pressurise workforce. Each work want to perform in
organisation where working environment in impressive and effective.
This drawback of company can be maximise if there systematic distribution of authority
and responsibility as their role assigned. This is very essential in order to make implementation
in solar energy manufacturing companies because this strategy leads to have effective use of new
and latest technology in the manufacturing process of solar panels. The employee turnover is the
major cause which also affect the brand image of company. The organisation undertaking the
activities of solar power plants staff work for some extra hours so that individual can produce
more energy and in this manner they gain incentives or additional wages for their work.
But when expectation of extra pay does not get fulfilled and they found any
miscalculation in overtime wages than workers feels demotivated and think to leave the job. In
thus manner the trust of employees get decreased and they starts to make inefficient
performance. In this manner employees get satisfied with such firm and feel to leave job. To
overcome this the process of research methodology has undertaken so that employee turnover of
company can be minimised so that company is able to make more amount of profit. This is very
helpful in manner to find effective tool and techniques so that so proper investigation van be
done in effective manner. In order to cope up with this issue in firm The two strategy is given
which are as positivism and interpretivist.
Positivists is the tool which work in manner to looks upon the various situation from
different angle. The main aim is to find out the main cause and reality in order to achieve the
particular aim and objective of entity. Iterpretivists is another research philosophy this tool work
in manner to explains that involvement of human being is very important in order to understand
real situation of subject matter.
To make this assignment more effective the process of research design is to be framed
effectively. In this there are various methods of descriptive, exploratory etc. in addition to this
project report is also inclusive of research approach. So proper research can be done by the
researcher to find effective ways to overcome from this issue. This file is also inclusive of data
collect and analysis to look over the performance of entity.
3

Recommendation
 The effective steps is to be taken in order to make laws and legislation.
 The company should provide monitory and non monitory benefits to employees so they
feel motivated and encouraged.
 There should be timely enhancement in Wage rate of employees as per their performance.
 Their should be facility of snakes and rest room for worker this facility will boost morale
of employee of performance.
 The incentive to workers should be in effective rate so it can be major reason to sustain in
organisation for longer period.
 There should be distribution of authorities as well responsibility as per the role they
assigned.
 The manager of company should take initiative steps in order to make various safety
measures.
 The effective tools and techniques is to be define in order to undertake hazardous
activity.
4

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2017].
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APPENDIX
Interview
Since how long you are working in the XYZ company?
 Participant A, D and C: I am working in the organization since 3 years.
 Participant B: I am working in the cited firm from 1 year.
Is there job stress?
 Participant A: there is huge work pressure, we have to work extra in the organization.
 Participant C: managers allot work to each person as per their capabilities so they can
complete their work on time because they are able to finish their work within specified
time duration.
 Participant B, D: there is stressed environment but this stress helps workers in improving
their professional skills
Has workplace stress made you consider for looking new job?
 Participant A: I frequently think that they have to resign from this job because this work
pressure creates imbalance in their personal and professional life.
 Participant C: stress is good for their growth so they never think to leave existing job or
join any other place.
 Participant B: XYZ company take cares of their employees and treat them as assets of the
organization. That is the reason that people feel happy in the workplace and they like to
work further in this company.
 Participant D: it is very difficult for non-except staff members to work in the stressful
environment. When they have to work in such a critical atmosphere then they feel unable
to work here and think not to continue in entity.
Has pressures impact on your productivity?
 Participant A, D: stress impact on their productivity to great extent, spending extra hours
in the working place makes them irritating.
 Participant B: unstable working condition increase burden on non-except staff members.
Frequently changing working activities, increasing job insecurity creates burden on
individual and person thinks to leave their job soon.
 Participant C: increasing stress level of workers does not impact on their productivity.
Pressure improves their learning and professional skills.
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Explain effects of turnover on business unit?
 Participant A, C: increasing staff turnover of non-expect employees impacts negative on
XYZ company. Due to this, rest workers feel dishearten and their perception becomes
negative towards the brand.
 Participant B, D: turnover impacts positive on the organization because by this way
management brings new talent in the workplace those who perform better in the
organization.
Does company provides sufficient wages and healthy environment to its non-except staff?
 Participant A, B: company does not provide satisfactory incentives, cash bonuses to its
employees.
 Participant C: XYZ company provides healthy environment to its staff members. That is
the reason that number of non-except staff members are high in the organization
 Participant D: ttractive pay scale and captivating incentives are key point of an entity
which supports in retaining staff members in the organization for longer duration.
Are workers happy in the workplace?
 Participant A,C, D: No People are not satisfied and happy in the workplace.
 Participant B: there are many places where company lacks and can improve, they
suggested that company should introduce new policies regarding incentives, cash bonuses
and other benefits with better working environment to please there employee.
What are the major factors that increase turnover of non-except staff in XYZ company?
 Participant A, B: incentive polices provide to non-except staff is highly unsatisfied
leaving employee unsated and unjustified of there work
 Participant C: Poor cash bonuses.
 Participant D: working envt. is one of the major reason.
Do you think that company provide them growth opportunities?
 Participant D, C: company does not provide much of opportunity for self or any
professional development
 Participant A, B: company provide many opportunities for personal development and
growth.
What activities done by management to reduce turnover of skilled employees?
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 Participant A: taking employers view in consideration, asking for there feedback and
working on it.
 Participant B, D: here policies making it more employee friendly
 Participant C: there was no major action was taken in this regard
Do you have strong relationship with your non-except staff members?
 Participant A: Yes company have good bonding with us.
 Participant B, C, D: No cited firm do not build relationship with its non-except
employees
 Do you think that leadership style of yours need to be improved?
 Participant A, D: yes it needs to be improved
 Participant B: No there is no requirement to improve it, it is fine.
 Participant C: We have no answer regarding the same.
What are the ways that can control over increasing turnover of non-except staff in XYZ
company?
 Participant A: customer satisfaction survey is great technique that can make effective
control over this issue.
 Participant B: business need to know about their weakness so that it will be profitable to
analysis big problem which take place at workplace.
 Participant C: introduction of comprehensive benefit package specially for non-except
staff to confine them in company.
 Participant D: increase incentives
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