Exploring the Causes and Solutions to Low Employee Retention at the Rescue and Care for Wildlife Organisation

This research paper aims to identify factors affecting employee retention at Rescue and Care for Wildlife and provide practical solutions to address the challenges. The paper explores the impact of workplace diversity, leadership approaches, and employee motivation on retention. The research design involves analytical and mixed methods approach to collect data through surveys and interviews. The research tool will be developed based on the literature reviewed for the project.

Assessment item 1 – Research Tool(s)
Due: Monday of Week 2, September 2, 2018 am AEST
Length: As required
Conditions: Individual
Weighting: 20%
Requirements
The research tools must be based on the literature reviewed for the project. Ideally, survey
questions should use validated instruments i.e. questions used by previous researchers to
measure the constructs investigated in your study. In case, after exhausting all resources,
please discuss with your facilitator/tutor. Research tools to collect qualitative data can be
developed by yourself, but must be based on literature. This assignment must use the
following template and be submitted through the Turnitin link for this assignment.
You are allowed to copy and paste all responses from your final assessment (research
proposal presentation) in MNG93217 Industry Research Project Part A except for the
section‘ResearchTools’. Therefore, you will primarily be assessed on the validity of your
research tool.

Template
Report
title
Exploring the Causes and Solutions to Low Employee Retention at the Rescue
and Care for Wildlife Organisation named Rescue and Care
Introducti
on
&Industr
y partner
Introduction
The organisation chosen in the course of this study is known as Rescue and Care
for Wildlife. The primary role of this organisation is to arrange rehabilitation for
the injured and deserted wild animals. Besides, the arrangements for feeding and
hospitality of these wild lives are also organized by this organisation. To meet the
need of looking after of large number of animals, many resources are required to
be employed for this job role. However, due to dearth of sufficient resources, the
organisation engages volunteer employees. Moreover, the retention of resources is
a tough work that requires proper strategies (Ahammad et al. 2016). The
employee retention is also get affected by the background of the employees as
each employee belong to different background and culture. To control various
human resources, the concept of bringing diversity in the workplace has been
introduced in the organisation. However, the diversity in the workplace brings
many barriers in front of the organisation like language barrier. The
discrimination in the age, professional qualification, and social class invites many
sorts of challenges in professional field. This leads to the rupture of the
relationship of the employees and it ultimately reduces the productivity of the
organisation along with hampering the motivation of the employees (Msengeti
and Obwogi 2015). The low productivity maligns the company’s reputation and
brand value. The unavoidable need to address the challenges and to find the

solution is necessary. The research is a contribution towards finding the solution
of these challenges. Besides, the research paper aims to identify a list of factors
like recognition of leadership approaches, analysing volunteer faithfulness, and
measuring the effects of diversity in the workplace. These will contribute to
enhance the productivity of the organisation and also improve the percentage of
employee retention.
The industry partner is a consultancy firms that provide human resources to such
organisations based on the requirements.The name of the industry partner is JBS.
This Human Resource organisation is a Brazilian company whichoperates in
Australia. It is well known for being the largest meat processing firm in Australia.
It primarily deals with the processing of animal protein and associated with the
food, collagen, biodiesel, cans, leather and cleaning products. It is a huge team
consisting of 12000 resources working in this organisation.
Research
problem
The research study has the objective of providing proper management of human
resource solutions which are effective for employee retention. This is generally
done with by tacking situations like workplace diversity and low productivity in a
business organization. The problem of the research which is identified also aims
to identify other parameters which causes short staying of an employee in an
organization. These factors may include proper motivation and lack of effective
communication with the employees. .
Research
aim
The research is conducted with an objective to provide practical solution to the
problems which are faced by a management and the steps which are taken by the
management to resolve and address the same and these are -

i. to provide an outline of the driving factors behind the workplace
diversity and management fault affecting the retention of the human
resources in the organisation.
ii. to find out the practical solutions that would help in employee
retention by reducing the causes of short staying of employees.
Research
questions
(s)
The following questions are considered for the purpose of establishing
such a research on the topic. The answers to such research questions will be
instrumental in formulating appropriate plans for tackling the issues faced by the
business. The questions are listed below-
i. What are the major factors which affect the overall retention of
employee in an organization?
ii. What are the solutions that the management should apply to
increase the employee retention?
Literatur
e
Review
The loyalty of the employees who are working in an organization have close
relation with the diversity in a workplace and the same affects them (Beltrán-
Martín and Bou-Llusar, 2018). There are a lot of factors which create diversities
in a workplace some of which are gender discrimination, Caste system, age
disparities and similar other factors. The interpersonal relations are important
factors of motivation for employees and the same gets affected by such
diversities and this leads to demotivating the employees of the business (Bryson,
2018). The team work and unity among the employee are affected due to such
causes and thus its affects the overall operations. This can be recognized as the
main reason for an employee short staying in an organization.

Workplace diversity versus Retention of Employees
The workplace diversities have negative impacts on the business and can
hamper the productivity and motivation of an employee adversely. In order to
demonstrate the effect of diversity in a workplace several case studies are
considered. Diversities in a workplace can take place due to a variety of reasons
such as discrimination, Caste system, age disparities, Sexual inclinations. Theses
are the main factors which contribute to the dislike of employees among
themselves in a business (Das and Baruah 2013). In general. The top employees
are disliked by the lower employees due to such reasons. This also results in more
employee turnover in a business and the business in order to keep the workforce
stable has to employee contract employees or part timers. Therefore, the only
solution which is applicable is building up of strong team work and removing
diversities. Therefore, the chosen organization should work on employee
retention in Rescue and Care for Wildlife.
Performance of Work Team
In case of high diversity among the employees, it is crucial to achieve
appropriate team work among the employees and the same can be achieved by
following simple steps by the management (Schjoedt et al. 2013). The employee
program should include various workshops and conventions in order to ensure
that the employee can bond together and build strong interpersonal relationship.
The management of the company needs to understand the personal values and
culture from where the employee belongs and thereby formulate appropriate
strategies for the same. It is very important that the employee have fun while they
are performing their duties so that they keep get more motivated and statisfied

with their work. Thus, it can be recommended to businesses to introduce fun and
activities in a workplace schedule to get the employee to enjoy themselves along
with their work.
Ineffective approach of the leaders
The leaders of an organization play a vital role in motivating the
employees of a business and also play a role in retention of employees. The
interest of the employees is affected by communication skills and personal traits
of the leader. The presence of the leader means effective control and supervision
even though the employees are not working directly under the leader. In many
cases, it has been noticed that employee tend to leave a job as they are not made
comfortable in the same and are not getting what they have to do. In such cases,
the role of the leader is to make the employee welcomed and ensure that all
requirement of the job is known to him. Thus, it can be said that proper
leadership and education of the role of job to be played by the employee needs to
be considered by the management. This would ensure that the business is able to
retain employees (Park and Shaw 2013). The researcher has also outlined that
education and opportunity to perform in an organization are important
motivational factors which helps in retention of employees in a business. The
advices and supervision of a leader is important for developing an employee and
motivating him as well.
Retention influence due to background variations
The variations in an organizations and religious view of the business are
considered to be important obstacles which can adversely affect the business. In a
business, there are a lot of different people who come different walks of life and

may speak different languages and this can affect the overall unity and
coordination in an organisation. The challenge is of language and semantic
barrier which affects the entire communication process (Schullery 2013). Thus,
the researcher has suggested to stress on the education of the employees. The
communication barrier is a result of different language which employee speak
can be mitigated by proper control of the management as such can hamper the
unity among the employees. Thus, effective strategies should be formulated in
order to eradicate the communication gap and ensure that the business follows a
direction which can lead to the ultimate goal of the workplace.
Practical solutions
The major causes that distorts the process of human resource management
has been addressed by the researchers through several surveys, interviews, and
from secondary sources of data. Numerous solutions have been offered by
various researchers for retaining the employees of a business. In this aspect the
overall skills and efficiency of the employees of the business also plays a vital
role in performance of the employee. The employees should also be treated as
important assets of the organisation and their views should be valued while
making work process related decision (Kabungaidze, Mahlatshana and Ngirande
2013). Besides, each employee should be valued irrespective of their designation.
This approach of the management of the company would not only improve the
communication structure but also provide motivation to the employees. This
would also lead to retention of the employees of the business (Asegid, Belachew
and Yimam 2014). Equal treatment of the employee of the business can also lead
to better management of the business and also retention of the employee of the
business. The following diagram represents the conceptual map of employee

retention with the driving factors that indulges employee retention.
Figure 1
(Source: As created by the Author)
Research
design
The research design consists of methods that instructs how to the data will be
collected and analysed. There are primarily three types of research designs in
practice to design a literature research paper. The research designs are-
i. Analytical or descriptive design
ii. Explanatory design and
iii. Exploratory design
Analytical research design evaluates the research study from an analytical
point of view. The exploratory research design is used when the research
topic is needed to be understood at the beginning of the research. The
explanatory research design helps the researcher to construct the relationship

between two variables.The prescribed research design uses analytical method
as it will be beneficial to understand the causes against employee retention
and will also help to identify the solution for enhancing employee retention.
Again, the research method or research approach used in the literature paper
is mixed methods as the paper involves both qualitative and quantitative
research approaches.The qualitative approach will consist of literature review
and analysis of the topic. It mainly involves information that are open-ended.
It includes textual information, attitudes or behaviours. On the other hand,The
quantitative approach will include the task of random sampling, primary data
collection through interviews and surveys.The quantitative information
includes data that are close-ended and consist of statistical analysis, scores
and ratings. Both the quantitative and qualitative information will help to
identify the causes and relevant solutions. In addition to this, this mixed
method will help to generalize the findings obtained from the qualitative
research with the collaboration of the quantitative research.
Sample The data will arbitrarily search for the desired outcomes and will infer the
solutions to the challenges. The data will be collected through random sampling
method. Moreover, the strategies used for the data collection are investigated
efficiently in order to find out the solution of the problem.
100 people will be selected as respondents based on their leadership
attitudes and professional qualification. These 100 respondents will be selected
using random sampling technique. The simple random samples can be drawn by
generating the random numbers. Firstly, the contact details of all the former
employees and the existing employees will be collected from the Human
Resource management team of the organisation.Each employee has or formerly

had a unique employee ID. These ID’s will be noted down and the sampling units
will be randomly drawn using a particular pattern. After the samples are drawn,
the sampling units that is, the employees will be contacted and they will be
interviewed by sending them a questionnaire. They willbe asked to duly fill these
questionnaires and to send them to the researcher. This method of data collection
is known as survey based method to gather primary data regarding the employee
retention. The sample units which are considered would be including both the
inferior employees and leaders with the constraint of having a fair representation
of the entire population through the sample. The respondent of a business would
be provided with the questionnaire so that appropriate data can be collected for
the purpose of analysis of the data. The respondents are given two weeks of time
for inputting their responses in the questionnaire paper. In addition to this, the
supervisors are asked for personal interviews to ask them directly regarding the
challenges addressed above. Lastly, the related literature reviews are analysed
properly. The conclusion is drawn after reviewing eight literature reviews that
have discussed about the human resource challenges addressed above.
Research
Tool(s)
The research tool helps the researchers to develop research models and theories.
Some professional software tools are there to analyse the complex relationships
among the variables and attributes taken under study. Preparing the research tool
is the initial step to carry out the entire research procedure. The research material
required for this study is to accomplish the literature research. All the discoveries,
outputs of the analysis are part of the research tool. The data analysis should be
conducted with the help of statistical application and visualization of data. Some
common measures of location like mean, median which would be considered

along with graphs and charts.
Correlation between motivation and employee retention
The bar chart will which is shown demonstrate the comparison of
motivation, productivity, and retention of the employees in a numerical scale of
three particular organisations. These attributes are measured on a 5–point scale
and plotted along the vertical axis.
Organization 1 organization 2 organization 3
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
5
Motivation
Productivity
Retention
Figure 2
(Source: As created by the Author)
Research significance summary
The results which are obtained from the analysis are efficient in helping
the managers and other stakeholders in decision making process and settling the
challenges of a business. When the research procedure comes to an end, the
outcome of the contextual analysis will emphasize on the causes of the human

resource adversities. The results should also provide the recommended steps that
should be taken to improvise the work culture. The team bonding and employee
unity should also be shown among the employees. All these steps will help
ultimately in employee retention. Besides, the output of the analysis should also
help to implement full proof management strategies and leadership approaches
Therefore, the research paper has addressed the probable causes of management
challenges that obstructs employee retention and will also evaluate the solution
through statistical analysis and data visualization that will resolve all the
challenges and focus on employee retention.
Survey questions
Question template for Manager
 What is your age?Please specify.
…………………………….
 Would you like to work in a workplace where the working environment is
good and efficient?
Yes ……… No ………..
 Do you consider leadership an important factor in retention of employees?
Agree………… Disagree…………
 Do the employees are motivated towards the process and goals of the
business?
Yes ……… No ………..
 Highlight some of the factors which you consider as important in
retention of employees in a business.
 Are appropriate strategies in place to ensure that the retention of

employees are given priority?
Yes ……… No ………..
 Kindly mention some strategies used by your management
 What other approaches can be followed by the business to bring about
improvements in human resource management in the business?
Marking criteria
Sections Assessing criteria Weightage
Research
tool
 Appropriate for the chosen research method 5 marks
Research
tool
 Aims to collect data about factors/constructs noted in the
literature
5 marks
Research
tool
 Questions are valid and/or relevant to the research problem
 For quantitative data collection tools/sections - response options
and measures are appropriate
6 marks
Research
tool
 Addresses ethical concerns of research 4 marks
Total: 20 marks

Reference
Ahammad, M.F., Tarba, S.Y., Liu, Y. and Glaister, K.W., 2016. Knowledge transfer and
cross-border acquisition performance: The impact of cultural distance and employee
retention. International Business Review, 25(1), pp.66-75.
Asegid, A., Belachew, T. and Yimam, E., 2014. Factors influencing job satisfaction and
anticipated turnover among nurses in Sidama zone public health facilities, South
Ethiopia. Nursing research and practice, 2014.
Das, B.L. and Baruah, M., 2013. Employee retention: A review of literature. Journal of
Business and Management, 14(2), pp.8-16.
Kabungaidze, T., Mahlatshana, N. and Ngirande, H., 2013. The impact of job satisfaction and
some demographic variables on employee turnover intentions. International Journal of
Business Administration, 4(1), p.53.
Msengeti, D.M. and Obwogi, J., 2015. Effects of Pay and Work Environment on Employee
Retention: A Study of Hotel Industry in Mombasa County.
Park, T.Y. and Shaw, J.D., 2013. Turnover rates and organizational performance: A meta-
analysis. Journal of applied psychology, 98(2), p.268.
Schjoedt, L., Monsen, E., Pearson, A., Barnett, T. and Chrisman, J.J., 2013. New venture and
family business teams: Understanding team formation, composition, behaviors, and
performance. Entrepreneurship Theory and Practice, 37(1), pp.1-15.
Schullery, N.M., 2013. Workplace engagement and generational differences in
values. Business Communication Quarterly, 76(2), pp.252-265.