Research on Organizational Behaviour

This research focuses on strategies for employee retention and reducing turnover in businesses. It explores the impact of factors such as lack of progress, recognition and rewards, poor work-life balance, lack of authority for decision making, poor employer-employee relationship, and poor workplace environment. The sample population for the research consists of 100 low-level employees from a selected organization.

Running head: RESEARCH ON ORGANIZATIONAL BEHAVIOUR
RESEARCH ON ORGANIZATIONAL BEHAVIOUR
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1RESEARCH ON ORGANIZATIONAL BEHAVIOUR
Problem statement
What strategies might some business owners use to retain their employees and reduce
employee’s turnover?
Identified business problems
Employee retention means the ability of a company to retain its employees. Employee
turnover is a deeper concept as it may be related to different topics such as low employee
morale, Low job satisfaction and factors (Kim, 2015).
Lack of progress
If the employees of a company cannot be showed a career path and how they can get
opportunities for growth in the company, the employees may leave because they feel that
they are not getting proper opportunity to grow.
Lack of recognition and rewards
Employees need to be rewarded for their efforts both in terms of monetary and in
terms of appreciation from the top management to keep them motivated (De Gieter &
Hofmans, 2015). When employees are rewarded or appreciated for their efforts they feel
motivated to work hard.
Poor work-life balance
If the employees are given too much work such that they cannot enjoy their personal
lives and feel overburdened with work they may leave such an organization (Giauque,
Anderfuhren-Biget & Varone, 2016).
Lack of authority for decision making
An organization which does not give sufficient authority to the employees to take
decisions makes employees feel that the organization does not trust them and a result the
employees cannot develop the sense of engagement and leave the company (Miller, 2017).
Poor employer-employee relationship
If the employers in an organization do not support their employees and they dominate
them, the employees feel discriminated and may leave the organization. Organizations where
the employers support the employees, a sense of commitment is created I the employees
Poor workplace environment
If an employee does not get proper workplace environment in terms of peers and
hygiene factors they may decide to leave the organization.

2RESEARCH ON ORGANIZATIONAL BEHAVIOUR
Sample population
The main sample population for the purpose of this research will be the employees of
a selected organization. About 100 low level employees will be asked to take part in the
survey to get proper answers to the research question.

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Survey questions
Q1.) Do you have regular conversation with your supervisors?
A. strongly agree
B. agree
C. disagree
D. strongly disagree
Q2.) Have you been provided proper training at the time of on-boarding?
A. strongly agree
B. agree
C. disagree
D. strongly disagree
Q3.) Have you understood your job description and job role properly?
A. strongly agree
B. agree
C. disagree
D. strongly disagree
Q4.) Is your pay competitive enough to meet your standard of living?
A. strongly agree
B. agree
C. disagree
D. strongly disagree
Q5.) Do you understand your career path in the company?
A. strongly agree
B. agree
C. disagree
D. strongly disagree
Q6.) Will you refer this company to your friends/ relatives?
A. strongly agree
B. agree

4RESEARCH ON ORGANIZATIONAL BEHAVIOUR
C. disagree
D. strongly disagree
Q7.) Are you happy with your work-life balance?
A. strongly agree
B. agree
C. disagree
D. strongly disagree
Q8.) Do you think the top management takes your feedbacks seriously?
A. strongly agree
B. agree
C. disagree
D. strongly disagree

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References
De Gieter, S., & Hofmans, J. (2015). How reward satisfaction affects employees’ turnover
intentions and performance: an individual differences approach. Human Resource
Management Journal, 25(2), 200-216.
Giauque, D., Anderfuhren-Biget, S., & Varone, F. (2016). Stress and turnover intents in
international organizations: social support and work–life balance as resources. The
International Journal of Human Resource Management, 1-23.
Kim, J. (2015). What increases public employees’ turnover intention?. Public Personnel
Management, 44(4), 496-519.
Miller Jr, O. (2017). Employee turnover in the public sector. Routledge.