Improving Organisational Performance

Running head: IMPROVING ORGANISATIONAL PERFORMANCE 1
Improving Organisational Performance
Student’s Name
Institutional Affiliation

IMPROVING ORGANISATIONAL PERFORMANCE
2
Table of Contents
Introduction.................................................................................................................... 3
Project Goals and Objectives............................................................................................... 3
Literature Review............................................................................................................ 4
Causes of high employee turnover in the hospitality industry....................................................4
Factors Affecting Employee Retention............................................................................... 5
Superior and subordinate relationship.............................................................................. 6
Training and Development........................................................................................... 7
Work environment..................................................................................................... 7
Project Management......................................................................................................... 8
Employee Retention Theory............................................................................................ 8
Intended use of Models, Tools and Frameworks....................................................................9
Employee’s Retention Models....................................................................................... 9
Resource requirements................................................................................................. 10
Project Timelines........................................................................................................ 10
References................................................................................................................... 11

IMPROVING ORGANISATIONAL PERFORMANCE
3
Staff Shortage and High Staff Turnover at Hollywood Bakery Company
Introduction
Hollywood Bakery Espresso was established in 1995, hence it has been in operation for
more than two decades now. The company functions with a central manufacture facility that runs
twenty fours a day and seven days a week delivering services to a chain of more than 45 coffee
shops. Hollywood Bakery Espresso has an extensive variety of freshly baked bread, savories and
pies, cakes and patisserie slices. The company has an exceedingly skilled baking group that
produces all its products to the highest values by means of the freshest raw materials as well as
ingredients that are sourced from top New Zealand suppliers. The concept of Hollywood Bakery
is to provide its customers with an extensive range of choice, and high quality products at an
affordable price. The company’s stores have been designed with the highest standard and quality,
which reflects a modern as well as clean eating setting. Hollywood Bakery Espresso is structured
with a board of directors as well as a central supervision team in charge of handling the
company’s day to day processes. Consequently, the company is continuously researching and
developing novel food and beverage concepts to keep changing its product offering. Even though
Hollywood Bakery provides its customers with the best products and services the company is
faced by staff shortage and also experienced high staff turnover. Bakers have to work at odd
hours and they are busy the whole of their shift, thus baking work is physically as well as
mentally demanding. Recent research has shown that since 2000, New Zealand has been
experiencing increasing issues related to workforce shortage both skilled and unskilled
(Davidson, & Wang, 2011). Certainly, the issue of workforce scarcity has been attributed to the
robust development of New Zealand’s economy as well as low rate of unemployment. As a
result, Hollywood Bakery is experiencing a major challenge of shortage of staff and high staff
turnover. The primary aim of this paper is to examine the challenge of staff shortage and high
staff turnover facing Hollywood Bakery Company and how these issues could be resolved to
ensure that the business continue to provide its customers with the best services.
Project Goals and Objectives
The goals of this project is to explore the challenges facing Hollywood Bakery Company
such as staff scarcity and the causes of high staff turnover among its bakers. Therefore, to ensure

IMPROVING ORGANISATIONAL PERFORMANCE
4
that Hollywood Bakery Company management solves the challenge of staff scarcity and high
turnover amongst its bakers this paper will be guided by the following research objectives:
To determine the basis of staff shortage in Hollywood Bakery Company
To examine the root couse of high staff turnover at Hollywood Bakery Company
To determine employee retention approaches used to increase as well as sustain the high rate of
employee turnover at Hollywood Bakery.
Literature Review
Causes of high employee turnover in the hospitality industry
According to Munjal and Bhushan (2017) the hotel business is among the biggest staff
turnover rates in any business, making the matter a major encounter for businesses in this
industry. The high rate of staff turnover in the hospitality industry has been associated to the
low-skill prerequisite in most of the entry-level posts. The low-skill requirements infer that staffs
in the entry occupations get meagre pays and are also easy to substitute. Earnings in New
Zealand hotel industry are conversely, quite high as compared their neighboring countries.
Nonetheless, even though the high wages could be expected to contribute toward retention of
employees, they actually decline the “flexibility of labor options for employers” where a decline
in demand in the business is encountered by laying off some workers. In regard to Hight, Gajjar
and Okumus (2019) suggest that work-life conflict has been linked with the high staff turnover
rate in the hotel sector. Basically, within any sector work-life equilibrium is a significant aspect
that in general determines the satisfaction of staff in their occupations. However, the hotel
industry is more linked with poor work-life stability as compared to other industries.
Recent report by Chan, Wan, and Kuok (2015) has shown that work-life war has greatly
donated to turnover intents for workers in the hotel sector because of lack of organizational
support as well dissatisfaction with the workplace flexibility. A similar trend has been reported
across other regions world over. For instance in India, a research by the Indian hotel business
was associated with anomalous and constantly fluctuating working hours, pressure culminating
from different roles and quality of health as the primary aspects that contribute to poor work-life
balance within the hotel industry.