Factors Affecting Employee Turnover at Union House | Report | Doc

Running head: FACTORS AFFECTING EMPLOYEE TURNOVER AT UNION HOUSE
Factors Affecting Employee Turnover at Union House
Name of the Student
Name of the University
Author Note

FACTORS AFFECTING EMPLOYEE TURNOVER AT UNION HOUSE
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Table of Contents
1. Introduction..............................................................................................................................2
1.1. Overview...........................................................................................................................2
1.2. Problem Statement............................................................................................................4
1.3. Research Aims and Objectives.........................................................................................5
1.4. Research Questions...........................................................................................................5
2. Review of Literature.................................................................................................................6
3. Chapter 3 – Research Methodology.......................................................................................11
3.1. Research Philosophy.......................................................................................................11
3.2. Research Design..............................................................................................................11
3.3. Data Collection...............................................................................................................12
3.4. Data Analysis..................................................................................................................12
3.5. Sample Size.....................................................................................................................12
3.6. Sampling Technique.......................................................................................................13
3.7. Ethical Considerations....................................................................................................13
3.8. Purpose or Outcome of the Research..............................................................................14
3.9. Limitations of the Study..................................................................................................14
4. Chapter 4 – Findings, Discussion and Analysis.....................................................................15
5. Chapter 5 – Conclusion and Recommendations.....................................................................20
5.1. Recommendations...........................................................................................................21

FACTORS AFFECTING EMPLOYEE TURNOVER AT UNION HOUSE
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References......................................................................................................................................25

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1. Introduction
Employee Turnover refers to the percentage of laborers that retire or resign from a
company within a certain period of time and who have to be replaced in due course for the
organization or company to grow, prosper and flourish or at the very least survive, in the market
or the industry in which it is seen to operate. Employee turnover takes place when the people
working for a company are not satisfied with the working conditions that prevail over here and
who wish instead to seek out a job elsewhere. To resign from a certain job post and move onto
greener pastures is quite common for skilled and unskilled employees alike, as everyone has the
right to a decent income and good working conditions. However, employee turnover is a term
that alludes to the regular resignation or departure of employees from a firm, indicating that not
all is well with the firm and that improvements need to be introduced in order to get employees
to stay and to continue working for the term over an extensive period of time. This assignment
investigates the factors that led to employee turnover at Union House, a well-known restaurant
that is situated in the state of Victoria in Australia. In order to conduct the investigation, the
research aims and objectives have been identified, the research questions have been framed, a
review of literature has been undertaken and the research methods have been selected and
described. The findings of the study are then discussed and analyzed in a thematic manner after
which a number of recommendations are provided as to how the problem of employee turnover
can be suitably addressed by an organization like the Union House in Victoria, Australia.
1.1. Overview
The problem of employee turnover is very acute for a firm, and it has to be addressed
immediately if the firm intends on thriving in its industry over a long period of time. Employee

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turnover can keep a business organization from achieving its goals and objectives in a timely and
desirable manner. Employee turnover is a term which indicates that large numbers of people
either resign or are made to resign from a firm, depleting the human resources of the firm in the
process and depriving it of the manpower that it needs for the successful achievement of its
business goals. Employee turnover can be caused by a variety of different factors. To begin with,
the poor working conditions or job environment can induce an employee to give in his
resignation as such a person is not likely to feel the incentive and the motivation that is required
in order to perform well for the organization. Frequent conflicts with colleagues and the inability
to trust and get along with co-workers is another important factor that can lead to employee
turnover in a firm, with employees handing in their resignation because of irreconcilable
differences with their co-workers.
That employee turnover can be hugely detrimental for the wellbeing of a firm is
something that is established by the fact that sales figures and numbers are reduced when the
manpower in an organization is low. It is not possible for a business organization to achieve its
goals and objectives in the manner desired if it is short of the labor or the human resources that it
needs in order to complete all business operations and establish competitive advantage over
rivals. Employee turnover can also be a reflection of the fact that the management of the
organization is not doing a sufficiently good job of taking care of employees and providing them
with the incentive and the motivation that they need to perform to potential. If the number of
people resigning from a firm are at an all-time high then it is more than likely that the firm will
lack the skill and other resources which are needed to perform the duties and responsibilities of
the organization in a way that helps the organization to attain its goals as quickly as possible. The
managers of the organization will not be in a position to assign tasks and duties to employees if

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there aren’t a sufficient number of employees in the organization to begin with. The business
operations of a firm can be suitably disrupted if the employee turnover in the organization is
high. Hence every effort has to be made on the part of a firm to prevent the issue of employee
turnover so that business operations are not affected as a result of this.
The inability of an organization to offer employees good jobs and services or the type of
work environment in which they can truly thrive can result in the employee turnover of the
organization being quite high. If the job roles that are performed by the employees of an
organization are not well suited for their skills and abilities and if the tasks that are assigned are
not the type they can perform with the credentials or the experience that they possess, then such
employees are likely to feel de-motivated and will shift their focus to jobs that are offered by
other organizations because they feel so out of place in the organization that has recruited them.
Such employees cannot even be incentivized to perform well because they do not possess the
attributes that are necessary to do a thorough job on the work front.
1.2. Problem Statement
The literature on employee turnover talks a lot about the factors that can induce people to
leave an organization and contribute to employee turnover but it does not talk about how the
management of such organizations can avert the problem of employee turnover or how employee
turnover can be influenced or impacted by specific types of industries such as the food and
beverage industry. The specific challenges that a business organization may be faced with when
the employee turnover is high, is also not addressed with the clarity necessary. This gap is
something that is going to be addressed by the present study that is being undertaken, which is to
assess the factors that contribute to employee turnover at Union House, a thriving restaurant in
Victoria, Australia.