Better Management Of Employment Relations

Running head: EMPLOYEE RETENTION
EMPLOYEE RETENTION
Name of Student
Name of the University
Author Note

EMPLOYEE RETENTION1
Research question
How the better management of employment relations leads the organizations towards
reducing employee turnover rate?
Literature Review
Impact of better employment relations on employees turnover
Employees relation provides the main foundation for the success of a business as poor
employees relation can have some major impact over the operation and overall performance of
the organization. And on the other hand, good employees relation can lead to higher employees
retention and reduced turnover of employees. This is so because employees give their best when
they feel like they are valued by the organization. According to the journal article provided by
Kalidass & Bahron (2015), named “The relationship between perceived supervisor support,
perceived organizational support, organizational commitment and employee turnover intention”
he has aimed at understanding the relationship between better employment relations and the
employees turnover within an organization. Moreover the research was done in order to
understand the influence of perceived support of the organization, supervisors support, and
commitment of the employees towards the organization over the intentions of employee
turnover. Moreover from the research conducted, it has been found out that there exists a close
relationship between the perceived support of the organization, supervisors support and the
commitment of the employees towards the organization and the employees turnover intentions.
Moreover another major suggestion from the research conducted was that the hotel management
should give more attention to its employees in order to reduce their intention of leaving the
organization and therefore for retaining them. Moreover the research also aimed at identifying

EMPLOYEE RETENTION2
and understanding all those factors that an employee expects from the organization in which
he/she works.
Some of these factors includes- support from the supervisors, care for their well-being,
care for their satisfaction within the organization, regular appreciation of their work and the level
of emotional attachment that the employees develop with the organization. Furthermore, this
point made by Kalidass & Bahron (2015), has been supported by Wakabi, (2016) in his article
“Leadership style and staff retention in organisations” whereby he tried understanding the
relationship between the leadership style adopted in an organization and the staff retention within
the organization. Therefore the main aim of the research was to understand the role of leaders in
influencing retention of employees within an organization as it has a major impact over the
employees feelings. Moreover the paper found out that it is necessary to retain the key
employees of an organization for the purpose of gaining a sustainable competitive advantage in
the present competitive market scenario. The paper successfully found out that there exists a
close relationship between the leadership style and the employees retention. This is so because
leadership style has got a major impact over job satisfaction and job performance. According to
the research, the behaviours of the leaders play a major role in determining the job satisfaction of
the employees. On the basis of the behaviours, leaders can be either task oriented or relationship
oriented. A good leader is someone who knows how to maintain a balance between the two.
Some of the major reasons why employees look for a job change is the stress that is created upon
them while performing their duties, the job dissatisfaction and also because of reduced level of
commitment of employees.
Further the culture of open communication within an organization also has an impact
over the employees retention. This view was supported by Barry & Wilkinson (2016), in their