Causes of Employee Turnover in Coffee Bean and Leaf

This report identifies the problem of employee turnover at Coffee Bean and Leaf, assesses it in depth, and provides an outline of research design to uncover solutions. It includes a literature review on the causes and consequences of employee turnover, as well as strategies to avoid it. The report also includes research questions related to the issue and theoretical frameworks to understand it.

Running head: RESEARCH
Business problem: Causes of employee turnover in coffee bean and leaf

RESEARCH 2
Abstract
The main aim of this report is to identify the problem of employee turnover at the workplace.
This report will contain different chapters such as introduction, literature review, research
methodology, data analysis, and results. Introduction considers the problem statement and
research questions related to research issues. A literature review is the second chapter that aids in
conceptual understanding regarding problem and consequences of employee turnover at the
workplace. Research methodology is the third chapter that contains the research design, and data
collection methods. In this research, an in-depth personal interview and focus group discussion is
used in this investigation. Data analysis is beneficial for assessing the pooled information
regarding research issues. The result shows the findings of data gathering and these findings are
supported by the literature review. In conclusion chapter, findings are summarised that aids to
comprehend the research concern.

RESEARCH 3
Table of Contents
Abstract.......................................................................................................................................................2
Table of Contents........................................................................................................................................3
Introduction.................................................................................................................................................4
Business Problem....................................................................................................................................4
Statement.................................................................................................................................................4
Research questions..................................................................................................................................5
Theoretical frameworks...............................................................................................................................6
Literature review.........................................................................................................................................7
Introduction.............................................................................................................................................7
Impact of employee turnover...................................................................................................................7
Negative impact of employee turnover on existing employees................................................................8
Negative Impact of employee turnover on Customer Behaviour.............................................................8
Causes of High Employee Turnover in a Business..................................................................................9
Strategy to avoid the high employees turnover from Coffee Bean and Leaf..........................................10
Better opportunities to employees in and around Sydney organization.................................................14
Summary...............................................................................................................................................15
Methods.....................................................................................................................................................15
Analysis.....................................................................................................................................................19
Results.......................................................................................................................................................32
Limitation..................................................................................................................................................34
Execution...................................................................................................................................................35
Conclusion.................................................................................................................................................35
References.................................................................................................................................................37

RESEARCH 4
Introduction
Business Problem
In current business times, companies may face complexity during the operation at small or large
scale. One of the key issues that a company faces in the current scenario is the high rate of
employee turnover. Employees can be easily dissatisfied by the circumstances of their
employment and after dissatisfaction; they can make decision of resign or leave to company.
This report focuses on the issue of high employee turnover as faced by Coffee bean and leaf i.e.
renowned coffee shop dealing in the Australian nation of Sydney (Brown, Thomas, &
Bosselman, 2015). It defines the issue, assesses it in depth and facilitates an outline of research
design that could be practiced for uncovering the solutions to issue. In conclusion, this report
considers different research questions that are a basis of conducting further investigation such as
what an employee wants to leave the coffee shop after being recruited. Another alternative is
employment and business opportunities that appear to them to be more appealing. It also
demonstrates the ways for motivating the employees to remain in the workplace at long-term
(Kim, 2014).
Statement
Turnover is a key issue for the hospitality industry. Substantial subjective evidence recommends
that turnover rates can arrive as high as 200 or 300 percent in rank and file positions, as well as
management turnover, can approach 100 percent at an operational level in certain companies. It
is assessed that the significance of turnover as an issue for the hospitality industry due to
recession in early and mid of the 1990s. It has moved to the forefront with the arrival of
extraordinary full employment (Lu, Lu, Gursoy, & Neale, 2016).

RESEARCH 5
A low extent of unemployment rate demonstrates higher complexity for the industry. Initially,
the amount of employees in the traditional target market for the hospitality sector is declining.
This is possible to practice this strategy at the longer time. Moreover, unless the hospitality
industry demonstrates the opportunities for significant advancement in compensation and
responsibility, coffee beans and leaf should continue to influence at a larger extent. As a result,
workforces will view working in the industry to get something better achievements (Han, Bonn,
& Cho, 2016).
In addition to this, “something better” can easily attract talented people who are not satisfied
with their work in the hospitality industry. As a final point, despite extraordinary efforts to
transform its image, the industry focuses on the publicity of resort rather than recruiting new
employees. It acts as an existing labor shortage in the hospitality industry hence there is a need to
increase the employment.
For service industries specifically hospitality, turnover is a major issue (Qiu, Haobin Ye, Hung,
& York, 2015). It creates an existing workforce shortage worse and in certain cases, it argues
that turnover is a symptom of a subtle organizational disease. There is a strong relationship
between employee’s satisfaction and overall productivity. In this report, the concept of turnover
is examined as well as, it discusses the causes of employees turnover. It also illustrates the
emerging areas of the issue regarding the real costs of employee turnover. It also suggested
strategies to overcome the employee turnover at the workplace (Youn, Kim, & Song, 2017).
Research questions
The quantitative and qualitative research techniques, as well as investigation variables, are
discussed to answer the given below questions:

RESEARCH 6
1) Why do employees at the Coffee Bean and Leaf want to resign after a few months of
joining?
2) Are there better opportunities in and around Sydney that lure them away, consistently?
3) What are the ways by which employees can be motivated to continue working at the
Coffee Bean and Leaf?
Theoretical frameworks
(Sources: AlBattat, Som, & Helalat, 2014).
There are three different factors that are a key cause of employee turnover at Coffee Bean and
Leaf such as external factors, work-related factors, and personal factors. The company can use
Herzberg theory of motivation to retain the employees at the workplace.
Herzberg's Two-Factor Theory
Frederick Irving Herzberg has built a motivational theory for an organization that includes two
separate classifications. The first focuses on the list of hygiene factors that may generate high

RESEARCH 7
extent of dissatisfaction if they are negative and lacking. There are some factors such as benefits,
status or title, working condition, job stability, and organizational culture. When these factors are
adequate or positive then they generate a state of impartiality (Wahyuningtyas, Sule, Kusman, &
Soemaryani, 2015). Herzberg’s motivational factor involves personal growth, recognition,
achievement as well as personal investment. As per this theory, these factors can stimulate
workforces for performing at a higher extent. Herzberg stated that corporations should practice
both motivational and hygiene factors (Hwang, Lee, Park, Chang, & Kim, 2014). For instance, to
make sure motivation, a manager should pay their employees at market wages and praise their
job performance legally and informally.
Literature review
Introduction
This chapter is significant for investigation as it helps an investigator for building the conceptual
knowledge regarding the research concern in an effective and efficient manner. It supports an
investigator for assessing the data via different secondary sources such as journal articles,
textbooks, and academic publication and online sources. This literature review will focus on
causes of employee turnover within coffee bean and leaf. The concern of employee turnover is
the reason behind the declining performance of business enterprise (Mohsin, Lengler, &
Aguzzoli, 2015).
Impact of employee turnover
According to Guilding Lamminmaki & McManus (2014), higher employee turnover creates
difficulty to effectively perform within an organisation. It is required for top executives to
become familiar with individuals who are working under them to perform business tasks and

RESEARCH 8
operations implemented in an effective and efficient manner. A high rate of employee turnover
indicates that the management of the company does not get the chances to understand the
individual who is recruited for running the business. For rapidly arriving at each employee, the
company should focus on radical changes at business setup. Employees can face complexities to
perform the tasks due to organizational structure, proficiency, and discipline that is required to
keep the work of a company.
On the other side, Tews Stafford & Michel (2014) evaluated that a high employee turnover may
decline the confidence of stakeholders and investors. It is assessed that those investing in a
specific company will always focus on allocating the resources to run the company when the
employee turnover rate is high. A company requires skilled, reliable, as well as stable employees
when it is to grow and expand over long time duration. It is assessed that workforces are leaving
the company due to getting better jobs and it may affect the business operation. It also creates
adverse impact in the mind of investors that this business is not with the intention of investing in
long-term.
Negative impact of employee turnover on existing employees
According to Kim Im & Hwang (2015), a high employee turnover rate will adversely impact the
attitudes and behaviour of workforces performing within an organization. After joining the
company, there is less probability that employees will leave the company because they highly
motivated through the employees who is having higher experience at the workplace. It would
provide a positive impression in the mind of employees.
Negative Impact of employee turnover on Customer Behaviour
In contrast to this, Kalidass & Bahron (2015) stated that high employee turnover is something
that could absolutely have an adverse effect on customer behaviour. When a customer has been

RESEARCH 9
visiting a coffee shop and employees delay in attending them then it may have adverse effects on
the behaviour of customers. It is also evaluated that there are some of the employees who leave
the coffee shop after a few months of joining. As a result, it may adversely impact on the quality
of services that should be offered by the coffee shop. A coffee shop should consider more
consistency in services as it would be beneficial for influencing consumer behaviour.
Causes of High Employee Turnover in a Business
According to Gatling Kang & Kim (2016), there are different causes of high employee turnover
in a company that may highly impact on the business. Hence, the company should address the
problem of employee turnover to control and manage it. Inadequate pay is one of key cause of
employee turnover. When employees are not satisfied with the amount of compensation that they
are getting for their work then they will be likely to leave that company immediately and focuses
on better jobs to another place.
On the other side, Lee Back & Chan (2015) evaluated that unsuitable work conditions are
another cause of high employee turnover for a company. The environment within an organization
is one that requires gaining productivity. When the working culture is unhealthy then, there is the
high extent of hostility and employees are fighting with each other in most of the cases as well as
fighting with those who manage them. Hence, in such case, the working atmosphere of the coffee
shop should be healthy and harmonious as well as friendly that employees get preference to stay
on with this business enterprise.
In the view of Liu (2017), a bad leave policy could be a key cause of high employee turnover for
a business enterprise. When a company does not permit its employees to take a high amount of
leaves in a year and even in a month as well as compel them for working strictly without a break
for several months at a stretch then there would be a high possibility that employees would give

RESEARCH 10
resignation out of tiredness as well as exhaustion. They will simply not have the physical stamina
and energy to perform their job.
In contrast to this, Ariza-Montes Arjona-Fuentes Law & Han (2017) opined that lack of
flexibility in working hours is another cause of high employee turnover. When working
condition and working hours in the company are not flexible then this could adversely motivate
the employees to leave the organization. Furthermore, when workforces are not allowed for
taking sufficient breaks in between the work that they do and when they do not have few minutes
of the day to get better and to relax then they would be less energetic. As a result, it would less
prone to perform the job that they are performing. Employees would certainly not feel motivated
to come to work every day and will wish to quit the job in its place.
On the other side, Chen Friedman & Simons (2014) stated that dangerous work environment is a
key cause of high employee turnover. A working atmosphere that is physically hazardous for
employees can create the chances of high employee turnover. When workforces do not feel safe
as well as secure within an organization where they serve then they would not want to continue
the jobs theirs over longer time duration. Hence, when a company does not provide sufficient to
theory employees then they may handle and combating fire hazards as well as other kinds of
hazards within an organization. When it does not undertake the measure required for maintaining
its employees safe from physically harmful conditions of labour then this would result in higher
migration of workforces from that company.
Strategy to avoid the high employees turnover from Coffee Bean and Leaf
Vujičić Jovičić Lalić Gagić & Cvejanov (2015) recommends that company should encourage
generosity and gratitude. This may lead to motivate the pro-social behaviour of employees.
When employees are given the chance to connect with one another through acts of the expression

RESEARCH 11
related to of appreciation and generosity, then employees would be happier, healthier and less
expected to fly the cooperative. By encouraging the behavior of employees, the company can
provide a sense of ownership to their employees.
On the other side, Jung & Yoon (2015) suggested that the company should recognize and reward
employees. It should also appreciate and value to their employees by providing them real-time
recognition that celebrates their efforts and success. The company should make this appreciation
strategy more social, specific and should be supported by tangible rewards as it would be
beneficial for increasing loyalty.
In the view of Chen Chen Tsui & Chiang (2016), a company should pay attention to engagement
as it may be beneficial for increasing the productivity of the company. But, there are too many
leaders who demonstrate their less interest in engaging the employees at the workplace. The
company should put energy for taking action based on condition and develops a culture for
engagement at a longer period.
In contrast to this, Madera Dawson & Neal (2014) suggested that the company should prioritize
the employee happiness. It is assessed that happiness may aid to provide the high satisfaction and
declines the employee turnover at the workplace. Moreover, employee happiness is a key
indicator of absenteeism, job satisfaction and coalition with values. It is also stated that focusing
on the happiness of employees will support in paying dividends in productivity, retention as well
as engagement.
In the view of Tongchaiprasit & Ariyabuddhiphongs (2016), a company should keep the
compensation and benefits current. It should sure that company is paying fair wages to
employees for their work and provides them with competitive benefits. This could be beneficial

RESEARCH 12
for overcoming the high employee turnover at the workplace and retaining them at a longer
period.
According to Kao Cheng Kuo & Huang (2014), work-life balance is a key strategy to retain the
employee turnover. When absenteeism and burnout are regular occurrences then the company
should focus on the strategies for achieving the work-life balance. The company can also explore
flexible work schedules in order to accommodate the employee’s personal and family
obligations. Moreover, telecommunicating helps employees to save stress and expenses of long
committees. It is complex for making advantageous in the workplace. However, when a
company initiates the exploration procedure then it may get employee input at the workplace.
On the other side, McPhail Patiar Herington Creed & Davidson (2015) evaluated that the
company should engage employees at the workplace as it would be beneficial for the decline the
turnover rate. Disengaged workforces are not enthusiastic regarding their jobs due to the inability
of supervisors and managers to motivate the employees. Recognizing workforces is a key
motivation tool as per the theory of motivation-hygiene theory and Frederick Herzberg's two-
factor. This theory states that employees can be encouraged by recognition. According to
Herzberg's theory, the company should provide additional accountabilities to their employees,
possibility for advancement, and ways for building professionally. It may lead to job satisfaction.
Engaged workforces may generally experience high job satisfaction and depict lower turnover
rates.
In the view of Williams & Owusu-Acheampong (2016), a training program can be beneficial for
setting new employees and obtains the growth. A workforce who feels that they understand the
job responsibilities and workplace procedures could be more comfortable to remain within an
organization at a longer period. In addition, the company should offer additional training

RESEARCH 13
associated with the hospitality industry to individual employees that would lead to retain the
employees at the long-term. Training would help the workforces to access the new industry data
and then apply to their work. Workforces should feel that company care about them by investing
into training.
According to Pang Kucukusta & Chan (2015), a company should provide a favorable
environment as it would have a positive impact on employee retention. When an atmosphere is
stressful and unpleasant then workforces are more prone to seek an effective organization. In
addition, the company can build a sense of respect, teamwork, and honesty as it would be
beneficial for attaining the actions and goals of the company. It can also hold friendly rivalry,
celebrate achievements and recognizes personal milestones and birthdays to make feel the
employees that they are a part of a team.
In the view of Milman & Dickson (2014), employee’s opinion is a key strategy to retain the
employees at a longer period. Exit interviews are effective, however, they are responsive. The
company can create data regarding why workforce left their last job. It can reduce turnover
through a proactive approach where employees can decide to leave the company. The company
can create an employee’s perspective on the workplace and organization can enhance the
employee’s retention. It can also access survey results and creates action plans for managers and
top authority.
On the other side, Brown Bosselman & Thomas (2016) evaluated that company can also hold
them accountable to the leader for an action plan and follow up employees on survey outcomes
and enhancements. It can also execute an exit interview procedure for workforces who leave the
organization willingly and employees who leave unwillingly. It can also create a technique to

RESEARCH 14
assess the weight provided to feedback as per the condition of employee’s leaving. The company
can lead the feedback from workforces who are terminated as they are being discharged.
As per the view of Kang Gatling & Kim (2015), the recruitment strategy is beneficial for
reducing the employee turnover. Reducing turnover starts with looking towards existing
employees. It can also examine the skills, characteristics, and qualifications of workforces with
previous occupation and highest performance. The company may generate benchmarks to assess
applicants for a forthcoming job opening as it would be beneficial for hiring candidates who
demonstrate similar qualities. HR manager believes in posting an accurate description of the job
and asking the right questions in the interview. It would aid to choose the right candidates in the
workplace. In this way, introspective look towards current employees and qualities could be used
in recruitment strategy as it would lead to acquiring talented workforces who will stay with the
corporation.
In contrast to this, Yang & Peng (2018) evaluated that the company should offer competitive
salaries and benefits to employees. When a company is unable to provide a competitive salary,
offer other attractive perks like flexible time and performance bonuses. The company can
provide an attractive package to those workforces who put more efforts in the workplace. It can
also provide the opportunity for professional development. It is stated that only jobs cannot
provide the opportunity for growth of employees that they desired, but as workforces increase
the knowledge associated to their position then they can become experts.
Better opportunities to employees in and around Sydney organization
According to Sharma & Singh (2016), Sydney organization motivates their workforces by
offering them flexible schedules as it leads to increase the job satisfaction and reduce turnover. It
also helps business to promote long-term employees in and around Sydney organization and

RESEARCH 15
increasing degree of understanding regarding business. Sydney organization can provide greater
employees loyalty and declined attrition. Moreover, it can spend less time and money on
advertising of open position, interviewing, screening and hiring the new staffers as well as
conveying them to perform job accountabilities.
On the other side, Taylor (2016) determined that Sydney organization allows the workforce to
work from home to reduce overhead expenditure. It offers equal compensation payments to
employees in the hospitality industry. It also provides incentives to their employees for their
extra efforts in work. These companies save on office supplies, power bills and niceties such as
break-room coffee as well as snacks room. While workforces feel favourable and enjoy their
working atmosphere then their production would be higher. For supervisors, this supports to
attain the departmental and organizational goals. A higher level of production may lead to gain
compensation and promotion opportunities as an employee. A motivated sales representative
may create a higher amount of sales and leading higher commissions and bonuses as well as
opportunities in new territories.
Summary
From the above discussion of literature review, it can be concluded that there are different causes
of employee turnover. These are inadequate pay, unsuitable work conditions, bad leave policy,
lack of flexibility in working hours, and dangerous work environment. It can be also summarised
that high employee turnover has an adverse impact on consumer behaviour. It can be also
concluded that high employee turnover may adversely impact on existing employees. It is
evaluated that there are different consequences of employee turnover for a business enterprise
such as affect work efficiency and decrease the confidence of investors.
Methods

RESEARCH 16
Research Philosophy
This investigation focuses on the problem of high employee turnover faced by Coffee Bean and
Leaf. Due to this, interpretivism research philosophy is more feasible as it enables an investigator
for evaluating the opinion and beliefs of workforces regarding research concern. The research
concern relies on subjective nature as it is appropriate as per this philosophy (Becker & Tews,
2016). Since, it supports an investigator for attaining the aim and objectives of investigation in a
significant way. On the other side, positivism research philosophy is not implemented by an
investigator as it relies on the objective environment. This philosophy is not implemented by an
investigator as there is a shortage of social reality and values regarding the problem of high
employee turnover faced by the Coffee Bean and Leaf (Lee & Ok, 2016).
Research Approach
In this investigation, inductive research approach is implemented by an investigator because of
its appropriateness with interpretivism research philosophy. Moreover, this approach enables an
investigator to gather a high quantity of data regarding the problem of high employee turnover
faced by the Coffee Bean and Leaf (Nwobia & Aljohani, 2017). In addition, inductive research
approach is more feasible for this investigation as it facilitates the investigators to identify
different opinion and views as well as integrate the belief for concluding the outcomes. On the
other side, deductive research approach is not implemented by an investigator as there is no need
for proving facts and information (Mansour & Tremblay, 2016). Moreover, it is not appropriate
for this investigation as it does not impact the cultural morals and philosophy of employees.
Type of Research
In research, different types of investigation can be used by an investigator such as explanatory
and exploratory. These types of research enable an investigator for attaining the aim and

RESEARCH 17
objectives of the investigation. These investigations rely on the nature of the investigation. For
this investigation, the exploratory investigation is implemented by an investigator as it helps an
investigator to assess the answer to why and how components with the thought of existing
concern (Alkahtani, 2015). In addition, this type of research supports an investigator to evaluate
the problem of high employee turnover in coffee bean and leaf. On the contrary, explanatory
research type is not implemented by an investigator for this investigation as it relies on historical
perspectives rather than current concern and the selected research concern is a current problem of
Coffee bean and leaf (Koc, & Bozkurt, 2017).
Research Strategy
There are certain research strategies that could be implemented by an investigator for attaining
the aim and objectives of investigation such as in-depth personal interview, case study, cross-
sectional study and focus group discussion. In this investigation, in-depth personal interview and
focus group discussion are implemented by the investigator as it supports to analyze the cause of
employees turnover within coffee beans and leaf (Chan, Wan, & Kuok, 2015).
In this investigation, qualitative research technique is implemented for arriving at the origination
of issue that is high employee turnover within coffee bean and leaf. One of effective qualitative
research design that is used in this research design is an in-depth personal interview (Ryan, Ma,
Hsiao, & Ku, 2015). Focus group discussion is another technique of qualitative research
technique that is implemented in this research to assess the reason behind the employee turnover
within coffee bean and leaf. In addition, the focus group discussion is performed at a time that is
suitable for employees and permission is taken through the management of coffee bean and leaf
to conduct an in-depth personal interview (Mansour & Tremblay, 2018).
Data Collection Methods

RESEARCH 18
There are two kinds of data gathering technique that can be implemented by an investigator to
collect the data regarding specific investigation concerns. Primary data gathering technique is
implemented by an investigator for pooling new and fresh information while secondary data is
second-hand information that is already published in other investigations but could be
implemented with the support of existing research concern (Pahi, Hamid, & Khalid, 2016).
Under this investigation, both primary and secondary data gathering technique is used to capture
the facts and figures associated with research issues. There are various sources for gathering
secondary data such as authentic web publications, different databases, and an accessed library
of the university. It helps an investigator for acquiring authentic and reliable secondary data
(Ozturk, Hancer, & Im, 2014). It addresses the gap within the current and targeted research
information. For this investigation, focus group discussion and in-depth personal interview are
chosen as a primary source as it enables an investigator for obtaining direct facts from employees
related to research issue (Dusek, Ruppel, Yurova, & Clarke, 2014).
Sampling Procedure
In this investigation, probability sampling strategy is implemented by the investigator as it
declines the chance of partiality in a choice of population. Under the probability sampling
technique, the simple random sampling method is used to randomly choose the respondents in-
depth personal interview and focus group discussion (Koutroumanis, Alexakis, & Dastoor,
2015). This would be beneficial for gathering the information associated with research issues in
depth. For conducting an in-depth personal interview and focus group, 50 current and former
employees are selected from coffee bean and leaf to understand the research issue. Furthermore,
for conducting focus group discussion, a researcher has taken prior permission with management
(Ram, 2018).

RESEARCH 19
Data Analysis Methodology
Data analysis is a methodology for analyzing the success of investigation to get reliable and
appropriate results. This research methodology enables an investigator for evaluating pooled data
in a meaningful way (Jung, & Yoon, 2015). This methodology involves statistical techniques like
Ms-Excel that facilitates an investigator to assess the outcome and also supports to interpret the
data in a comprehensible manner. Since, it demonstrates the data in table and graph as it would
aid to create the knowledge regarding research concern (Yen, Yeh, & Lin, 2016).
Ethical consideration
For attaining the aim and objectives of the investigation, an investigator might face several
ethical disputes and it may an adverse effect on validity and reliability of the corporation. Hence,
an investigator may keep the privacy of research respondents and also keeps the adequate extent
of confidentiality regarding research information (Kashif, Braganca, Awang, & Cyril De Run,
2017). Moreover, an investigator makes effort to avoid the plagiarism for making a responsible
and significant statement. An investigator should give proper in-text citation after each
paragraph. Thus, references can help to make an ethical report. A researcher can also eliminate
the copyright concern from the investigation (Mehta, Kurbetti, & Dhankhar, 2014).
Analysis
The data analysis section could be imperative for evaluating collected data and reach the valid
conclusion. There are certain sources that are considered by the researcher to evaluate the
collected data in a systematic manner like qualitative data analysis method and quantitative data
analysis method (Walsh, Chang, & Tse, 2015). Moreover, it is evaluated that there are certain
sources that are considered in the qualitative data analysis method like case study analysis
method, content analysis, and literature review method. It could be imperative for getting reliable

RESEARCH 20
information in the context of the current matter (Asgharian, Anvari, Ahmad, & Tehrani, 2015).
Apart from this, the quantitative data analysis method could be effective for evaluating numerical
information and reach the reliable and valid information towards the research issue.
For this research, the researcher will use qualitative and quantitative data analysis method as it
could be imperative for evaluating theoretical as well as numerical information towards the
research issue. In the qualitative data analysis method, the researcher has used literature review
for evaluating collected data in a systematic manner (Akgunduz, 2015). The quantitative data
analysis method could consider the MS-excel software, t-test analysis method to successfully
evaluate the collected data. It could also be imperative for collecting reliable data about the
research matter. In addition, it is examined that the researcher will consider many tables and
charts to examine the data and make a reliable conclusion (Chiang & Liu, 2017).
The following table and chart demonstrate the collected data and facilitates the investigator to
make a decision in favour of the current matter:
Demographic factors
The demographic factor could be effective for collecting personal information about the
researcher as it would be imperative for making a positive relationship with them. It could also
be vital for systematically conducting the research and meet the desire aim and objectives in the
least time and cost,
Table 1: Gender
Gender
Male 25
Female 25
Chart 1: Gender

RESEARCH 21
50%50%
Gender
Male Female
With respect to the above table and chart, it is evaluated that the researcher has considered both
male and female for conducting this research. The main reason for selecting male and female is
that the investigator wants to get opinion and views of the researcher and get a favorable result.
The researcher has selected 50 out of 100 male while 50 were female participants. It could be
effective for getting reliable information in the context of a research issue.
Table 2: Age-group
Age-group
21-25 years 10
26-30 years 17
31-35 years 12
Above 35 years 11
Chart 2: Age-group

RESEARCH 22
21-25 years 26-30 years 31-35 years Above 35 years
0
2
4
6
8
10
12
14
16
18
10
17
12 11
Age-group
Age-group
From the above table and chart, it is evaluated that the researcher has selected 21- 35 years of
people for conducting their research and make favorable result in the context of the current issue.
Further, it is stated that the researcher has selected 17 out of 100 research candidates that come in
the age group of 26-30 years. Apart from this, it is also examined that the researcher has selected
12 research candidates from the 100 participants that are lies between the age group of 31-35
years. Thus, it is evaluated that the researcher has focused more than people who come in the age
group of 26-30 years to conduct the research. It could also be imperative for collecting feasible
information in the context of the current matter.
Table 3: Work experience
Work experience
1-4 years 11
5- 8 years 18
9-12 years 8
13-16 years 13

RESEARCH 23
Chart 3: Work experience
1-4 years
5- 8 years
9-12 years
13-16 years
0 2 4 6 8 10 12 14 16 18 20
11
18
8
13
Work experience
Work experience
As per the above table and chart, it is stated that the researcher has selected 1 to 16 years of
experience in the same industry. It is examined that 18 out of 100 research candidates have 5-8
years of experience I the same field. Apart from this, it is evaluated that 8 out of 100 research
candidates have 9-12 years of experience. It is examined that investigator will mainly consider
13-16 years of people to conduct this research and make a reliable decision.
Table 4: Different causes for employee turnover
In this questionnaire, the researcher will ask the research question in the favor of different causes
for employee turnover. The obtained result is discussed by following table and chart:
Different causes for employee turnover
Management demands that one individual performs the task of two or more individuals 7
Management does not permit the rank with a file for making decisions regarding their work 12
Management constantly addresses, shuffles people around as well as changes direction
constantly
4
Management does not take time for clarifying their decisions 9

RESEARCH 24
Management endorses department for competing against each other 7
Management shows anger tantrum, point fingers as well as assigns blame 11
Chart 4: Different causes for employee turnover
Management demands that one individual performs the task of two
or more individuals
Management does not permit the rank with file for making decisions
regarding their work
Management constantly addresses, shuffles people around as well as
changes direction constantly
Management does not take time for clarifying their decisions
Management endorses department for competing against each other
Management shows anger tantrum, point fingers as well as assigns
blame
7
12
4
9
7
11
Different causes for employee’s turnover
Different causes for employee’s turnover
With respect to the above table and chart, it is evaluated that there are certain reasons that could
because of employee turnover. These causes are management demands that one individual
performs the task of two or more individuals, management does not permit the rank with file for
making decisions regarding their work, management constantly addresses, shuffles people
around as well as changes direction constantly, management does not take time for clarifying
their decisions, management endorses department for competing against each other, and
management shows anger tantrum, point fingers as well as assign blame (Luo, Song, Marnburg,
& Øgaard, 2014). It is also evaluated that 9 out of 50 research candidates seeks that Management
does not take time for clarifying their decisions while others seek different causes of employee
turnover.

RESEARCH 25
Table 5: Causes of employee turnover that you have observed at the workplace
Causes of employee turnover that you have observed at the workplace
Compensation differences in package 11
The mismatch between job and employee skill 4
Inferior facilities and techniques 2
Less recognition 6
Less or no appreciation for attaining tasks 5
Less opportunities for growth 9
Inadequate training 6
Poor control 7
Chart 5: Causes of employee turnover that you have observed at the workplace
0
4
8
12
11
4 2 6 5 9 6 7
Causes of employee turnover that you have
observed at the workplace
Causes of employee turnover that you have observed at the workplace
With respect to the above table and chart, it is evaluated that the researcher asked the research
participants about different causes that could be causes of employee turnover that candidates
have observed in the organization. These causes are Compensation differences in the package,

RESEARCH 26
Mismatch between job and employee skill, Inferior facilities and techniques, Less recognition,
Less or no appreciation for attaining tasks, Fewer opportunities of growth, Inadequate training
Inadequate training, and Poor control. It is also stated that 9 out of 100 research candidates seeks
that fewer opportunities for growth could be major causes of workforce’s turnover. Apart from
this, it is evaluated that 11 out of 50 candidates seeks that Compensation differences in the
package could be the primary cause of employee turnover. Thus it, it is evaluated that the
organization could consider each factor for eliminating employee turnover form the organization.
Table 6: Few ideas that coffee beans and leaf uses to keep their employee turnover rate low
Few ideas that coffee beans and leaf uses to keep their employee turnover rate low
Pay them sound 3
Treat each workforce equal for their jobs 5
Provides sound health care plans 4
Provides bonus plan to efficient and safe employees 6
Facilitates flexible hours as well as giving vacation plans 8
Facilitates a bonus plan to save as well as proficient employees 9
Chart 6: Few ideas that coffee beans and leaf uses to keep their employee turnover rate low

RESEARCH 27
Pay them sound
Treat each workforce equal for their jobs
Provides sound health care plans
Provides bonus plan to efficient and safe
employees
Facilitates flexible hours as well as giving
vacation plans
Facilitates a bonus plan to safe as well as
proficient employees
0 1 2 3 4 5 6 7 8 9 10
3
5
4
6
8
9
Few ideas that coffee beans and leaf uses to
keep their employee turnover rate low
Few ideas that coffee beans and leaf uses to keep their employee turnover rate low
As per the above table and chart, it can be stated that most employees i.e. 9 out of 50 employees
believed that a company should facilitate a bonus plan to save as well as proficient employees.
As a result, it would lead the coffee and leaf to keep their employees turnover low. On the other
hand, it is evaluated that only 3 out of 50 workforces believed that the company should pay them
to sound for keeping their employee turnover rate low. It is also evaluated that 6 out of 50
employees stated that coffee bean and leaf should provide flexible hours and giving vacation
plans. This would lead to a decline the employee turnover.
Table 7: There are more positive than negative aspects of your job
There are more positive than negative aspects of your job
Strongly Disagree 12
Disagree 17
Neutral 8
Agree 7

RESEARCH 28
Strongly Agree 6
Chart 7: There are more positive than negative aspects of your job
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
12
17
8
7
6
There are more positive than negative
aspects about your job
There are more positive than negative aspects about your job
As per the above table and chart, it can be evaluated that 29 out of 50 employees were agreed
that there are more positive than negative aspects about their job. On the other side, only 12 out
of 50 employees disagreed that there are more positive than negative aspects of their job. Along
with this, only 8 out of 50 employees were neutral on the given statement that there are more
positive than negative aspects of your job.
Table 8:Phases should have considered by the corporation to assess employee turnover
Phases should have considered by the corporation to assess employee turnover
Assess the expenses of turnover 7
Create retention strategies 11
Strategy for some projected turnover 10
Strategy for transforming employee’s culture 13
Addressing the quality of work life 9
Chart 8: Phases should have considered by the corporation to assess employee turnover

RESEARCH 29
Assess the
expenses of
turnover
Create
retention
strategies
Strategy for
some projected
turnover
Strategy for
transforming
employee’s
culture
Addressing
quality of work
life
0
2
4
6
8
10
12
14
7
11 10
13
9
Phases should have considered by
corporation to assess employee
turnover
Phases should have considered by corporation to assess employee turnover
From the above table and chart, it can be stated that 13 out of 50 employees stated that coffee
bean and leaf should focus on strategy for transforming employee’s culture in order to assess
employee turnover. On the other side, only 7 out of 50 employees assessed that the company
should assess the expenses of turnover to decline the turnover issues. On the other side, there are
9 out of 50 employees who believed that a company should address the quality of work life to
analyze the employee turnover.
Table 9: Suggestions should be given to the organization to avoid employee turnover
Suggestions should be given to the organization to avoid employee turnover
Be consistent and transparent in developing reimbursement 13
Endorse from within if possible 12
Try to avoid focus on hiring new individuals at the workplace with higher extent as
compared to existing workforces
14
Strategy to eliminate discussion of wages that do not work 11
Chart 9: Suggestions should be given to the organization to avoid employee turnover

RESEARCH 30
Be consistent and transparent in developing reimbursement
Endorse from within if possible
Try to avoid focus on hiring new individuals at the workplace
with higher extent as compared to existing workforces
Strategy to eliminate discussion of wages that do not work
13
12
14
11
Suggestions should be given to the
organization to avoid employee turnover
Suggestions should be given to the organization to avoid employee turnover
As per the above table and chart, it can be evaluated that 14 out of 50 employees believed that
coffee bean and leaf should try to avoid focus on hiring new individuals at the workplace with
higher extent as compared to existing workforces. This would lead to a decline the employee
turnover.
Table 10: In coffee beans and leaf, a high rate of turnover may lead to a decrease in
In coffee beans and leaf, a high rate of turnover may lead to a decrease in
Productivity 23
Service delivery 19
Broaden the organizational knowledge 8
Chart 10: In coffee beans and leaf, a high rate of turnover may lead to a decrease in

RESEARCH 31
Productivity
Service delivery
Broaden the organizational knowledge
23
19
8
In coffee beans and leaf, high rate of
turnover may lead to decrease in
In coffee beans and leaf, high rate of turnover may lead to decrease in
As per the above chart and table, it can be stated that there are 23 out of 50 employees who
believed that in coffee beans and leaf, high rate of turnover may lead to a decline in productivity.
On the other side, there are only 8 out 50 employees who agreed that in coffee bean and leaf,
high rate of turnover may lead to decline in broaden the organizational knowledge.
Table 11: T-test
t-Test: Two-Sample Assuming Unequal Variances
employee
turnover
Business performance of coffee
beans and leaf
Mean 6.25 16.66666667
Variance 7.928571429 60.33333333
Observations 8 3
Hypothesized Mean Difference 0
df 2
t Stat -2.267592851
P(T<=t) one-tail 0.075746094
t Critical one-tail 2.91998558
P(T<=t) two-tail 0.151492188
t Critical two-tail 4.30265273
From the above interpretation, it can be concluded that t-test is used to assess the significant
difference between the means of two groups. These groups are employees turnover and business

RESEARCH 32
performance of coffee bean and leaf. From the above table, it is evaluated that p-value is 0.07
that is higher than alpha value i.e. 0.05 as it indicates that there is a higher significant difference
between two groups.
Results
From the data analysis, it is evaluated that the key cause of employee turnover is that
management does not permit the rank with a file for making decisions regarding their work. This
finding is supported by the opinion of Guilding Lamminmaki & McManus (2014), as it was
stated that while the employee turnover is high then it could be difficult for the management of
any corporation to effectively perform in a controlled manner. This is essential for managers to
be familiar with people who are working under them for attaining the business tasks and
implement the operation in a significant way. A high rate of employee turnover illustrates that
the management of corporation does not obtain the opportunities for understanding the person
who is hired to run the business.
It is also found that compensation differences in the package are key causes of employee
turnover that most of the employees have observed at the workplace. This finding is favored by
the opinion of Gatling Kang & Kim (2016), as it was determined that there are certain causes of
high employee turnover that may high impact on the company. Therefore, there is a need to
identify the issue of employee turnover in order to overcome it at the workplace. It is also stated
that inadequate pay is one of the key reason for increasing employee turnover. While workforces
are not satisfied with the amount of compensation that they are getting for their work then they
would be a prospect to quit that company immediately and emphasizes superior jobs in another
location.

RESEARCH 33
It is also assessed that most of the existing and former employees of coffee beans and leaf
believe that company should facilitate a bonus plan to save as well as proficient employees as it
would support the coffee beans and leaf to keep their employee turnover rate low. This finding is
favoured by the opinion of Tongchaiprasit & Ariyabuddhiphongs (2016), as it was evaluated
that the company should ensure that employees are getting fair pay for their job and also offers
them competitive advantages. It is also stated that coffee bean and leaf can assess the
compensation strategy of its competitors that support in retaining the employees and helps in
employee’s growth.
Most of the employees agreed that there are more positive than negative aspects about their job.
This result is supported by the view of Kim Im & Hwang (2015), as it was opined that high
employee turnover rate will have adversely affect the behavior and attitude of employees
working at the workplace. While new workforces are hired by a corporation then there would be
the low tendency for leaving within a few months of joining as they are encouraged via
workforces who are performing at the workplace since a long period. It also creates reliability
and loyalty among new employees. This would create a positive aspect among new employees
who are working in coffee bean and leaf.
Through data analysis, it is identified that most employees believe that creating retention
strategies are essential phases, which should have considered by coffee bean and leaf to assess
employee turnover. This finding is favoured by the opinion of Madera Dawson & Neal (2014),
as it was stated that the company should give prioritize to their employee happiness for retaining
them in the long term. It is stated that happiness may sound a bit elastic and flexible at the
workplace but, it may adversely impact within an organization. Employee happiness is a key
indicator of absenteeism, job satisfaction and links with values only for an appetizer. Moreover,

RESEARCH 34
investing in the happiness of workforces in terms of paying dividends in engagement helps to
retain the employees at the workplace.
It is also found that most of the employees suggested that coffee bean and leaf should try to
avoid focus on hiring new individuals at the workplace with higher extent as compared to
existing workforces. This finding is supported by the opinion of Kalidass & Bahron (2015), as it
was stated that high employee turnover rate will negatively impact the behaviour and attitudes of
employees working at the workplace. When new employees are hired by a corporation then there
would be a low tendency for leaving within a few months of joining as they are encouraged with
workers who are in an organization at a longer period. This creates faith among new and
potential employees towards the company.
It is addressed that there are a high amount of employees who believe that the high rate of
turnover may lead to a decrease in productivity in coffee beans and leaf. This finding is favored
by the view of Lee Back & Chan (2015), as it has discussed that unsuitable working
circumstances are another cause of high employee turnover for a corporation. The atmosphere at
the workplace is playing a fundamental role in increasing the productivity. While the working
culture is unhealthy then there would be chances of increasing aggression and fighting among
employees. In this manner, the working environment of the coffee shop should be vigorous and
pleasant-sounding together with friendly hence, workforces get preference for staying within an
organization.
Limitation
This investigation has been performed carefully however some data were pooled via secondary
sources as it may adversely impact on the result of research. During this investigation, cost and
time constraints generate difficulties for attaining the aim and objectives of the investigation.

RESEARCH 35
This may generate complexity for collecting data regarding research concern (Lu & Gursoy,
2016).
Execution
Under this investigation, both primary and secondary data collection method will be executed by
an investigator for gathering the authentic information regarding causes of employee turnover at
the workplace. In this investigation, there is certain limitations and risk that may directly
influence the result of the investigation. Therefore, an investigator should use more than 50
respondents to collect depth data regarding the investigation in the future. It can also practice
more secondary sources in the further investigation for obtaining more reliable results (Gul,
Rehman, Usman & Hussain, 2015).
Conclusion
From the above discussion, it can be concluded that the problem of high employee turnover for a
business is authentic and is something that should be addressed immediately to expand the
business as compared to making a contract and drawback. It can be summarised that coffee bean
and leaf should create good employees base as it would lead to increase its operation and earns
the desired profit. When workforces constantly leave upon joining then, coffee bean and leaf will
not get its goals attained on time and its business objectives would remain disappointed. It is
essential for coffee bean and leaf to address the issue of employee turnover and perform
consistent and stable business over the long term. It can be concluded that qualitative research is
used in this investigation. It can be also summarised that focus group and interview has been
used in this investigation for gathering the qualitative information regarding research issues. It
can be recommended that researcher can use high amount of sample size in future research. It

RESEARCH 36
can also focus on strategies for overcoming the employee turnover in depths this would be
beneficial for policymakers.

RESEARCH 37
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