Employee Retention Factors: A Comparative Study

This assignment delves into the multifaceted issue of employee retention, drawing insights from eight scholarly articles spanning various disciplines including psychology, management, and sociology. The assignment requires a critical comparison of these articles, focusing on their methodologies, findings, and implications regarding employee retention factors. Key aspects to analyze include theoretical frameworks, research designs, sample demographics, data collection methods, and conclusions drawn by each study's authors.

To identify the impact of
leadership style on staff
retention. A case study on
TESCO

ABSTRACT
In the present dissertation, researcher has focused on the different leadership styles and
the employee retention. Other than that scholar have focus on the different ways by which
organisation can retain employees for the longer duration such as good compensation,
organisation environment etc. In addition to this, the major aim of this dissertation is to analyse
the impact of leadership styles on the employee retention. With that researcher have different
objectives which have been fulfilled in the investigation that are transactional leadership or
transformational leadership, overall impact of leadership style on employee retention and other
factors that influence employee retention in the Tesco. In order to attain these objectives,
researcher have conducted the proper research methodologies where qualitative technique have
been applied. Researcher collects the data with the help of survey which have been conducted on
the 10 managers of the Tesco

Table of Contents
ABSTRACT ....................................................................................................................................2
CHAPTER 1: INTRODUCTION....................................................................................................1
Background of the study.........................................................................................................1
Research aim..........................................................................................................................2
Research objective..................................................................................................................2
Research Question..................................................................................................................2
Rationale of the study.............................................................................................................3
Focus and Purpose..................................................................................................................3
Research Problem and Hypothesis.........................................................................................4
Significance of the research....................................................................................................4
Dissertation structure..............................................................................................................4
CHAPTER 2: LITERATURE REVIEW.........................................................................................6
Concept of employee retention and leadership style and their inter-relationship..................6
Different leadership styles which have influence over the employee retention.....................7
Transactional leadership or transformational leadership style best encourages employee
retention................................................................................................................................11
Impact of leadership style on employee retention in the Tesco...........................................11
Other factors that influence employee retention in the Tesco..............................................12
CHAPTER 3: RESEARCH METHODOLOGY...........................................................................14
Research Strategy.................................................................................................................14
Research Approach...............................................................................................................14
Research philosophy.............................................................................................................15
Research Design...................................................................................................................15
Data collection......................................................................................................................16
Sampling...............................................................................................................................16
Data analysis.........................................................................................................................17
Ethical consideration............................................................................................................17
Research Limitation..............................................................................................................17
CHAPTER 4: DATA ANALYSIS ...............................................................................................18
Data Analysis and Interpretations........................................................................................21

CHAPTER 5: CONCLUSION AND RECOMMENDATION.....................................................34
Conclusion............................................................................................................................34
Recommendation..................................................................................................................35
REFERENCES..............................................................................................................................37

CHAPTER 1: INTRODUCTION
Background of the study
Leadership plays very significant part in the every aspect of the organisation weather in
the staff management, staff retention, adoption of change etc. with that it is very significant part
of every organisation as this ensures existence, functioning and survival of business activities.
With that employee retention also plays very significant role, every venture faces this issue. If
the staff is not retentive by the venture then lots of problems can be faces such as shortage of
employees, employee turnover etc. it is very important for the venture to attract and retain the
quality employee in the organisation so that quality work can be accomplished. With that
manager need to implement the different strategies which helps them to retain the quality
employees in the firm (Nahavandi, 2016). Retaining the quality staff in the firm helps the
organisation to retain the large number of customers and reduce the cost of the organisation to
recruit and train the new employees. In this competitive environment, leaders need to steer their
organisation in the competitive business environment. If the leader value their employees then
only they can able to gain the competitive advantage. The competitive advantage can be gained
when the leaders are able to retain their employees and long term performance can be assured.
There are several challenges that are being faced by the organisation and their leaders in order to
retain their employees. With that it is significant activity so that quality work can be done in
order to attract and retain the customers. Employees are one of the key aspects who are
responsible for attracting and retaining the customers (Myers, 2013). If they will not work in
effective way and start leaving the organisation then customers need can not be fulfilled in
effective and efficient manner.
There are two types of employees turnover, that are volunteer and non-volunteer. When
the employee leave the organisation by his or her own wish then it is volunteer employee
turnover and if the firm terminate the employee then it is non-volunteer employee turnover.
Volunteer turnover is always linked with the leader and staff relationship, if the leader is not able
to lead the employee in effective manner, then turnover may arise and if they are able to do so
then employee retention can be done (Crevaniand Packendorff, 2010). Employee retention is
directly linked with the leadership styles. When the leader is able to implement the appropriate
leadership style then they able satisfy the employees and them this will able to create the
effective employee retention. There are different types of leadership styles such as autocratic,
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democratic, participative etc. thus, leader need to select the proper leadership style according to
the skills and knowledge of the employee so that employees also feel that they are important for
the organisation.
In the today's era which is changing day by day, employment retention have become one
of the major aspect for the every organisation. This is because there is high rate of employee
turnover is increasing day by day and this have leads to reduce in the performance of the
organisation (Parkay and Gougeon, 2010). Thus, managers and leader need to implement those
strategies which can reduce the employee turnover and increase the employee retention. It is
being known that recruiting the right people at right job is very challenging task for the
organisation, however, employee retention is also one the major aspect which is difficult for the
venture. This is the reason organisation employee leaders who can manage and guide the
employees in right direction so that retention can be achieved. It is known that employee often
used to leave their boss not their job (Larson and Gray, 2013). This is because they are not
treated in proper manner as well as their needs and wants are not achieved properly. This, shows
that leadership style is very much significant for retaining the employees in the organisation. The
research is going focus on the employees of the organisation Tesco Ltd where questionnaire
have been framed in order to find their satisfaction over the leaders and organisation.
Research aim
The key aim of the investigation is “To identify the impact of leadership style on staff
retention” : A case study on TESCO
Research objective
 To identify the concept of employee retention and leadership style and how they are
inter-related.
 Identify if the transactional leadership or transformational leadership style best
encourages employee retention in the Tesco.
 Investigate the overall impact of leadership style on employee retention in the Tesco.
 Investigate other factors that influence employee retention in the Tesco.
Research Question
 What is employee retention and leadership style and how they are inter-related?
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 How transactional leadership or transformational leadership style best encourages
employee retention in the Tesco?
 What is the overall impact of leadership style on employee retention in the Tesco?
 What are the other factors that influence employee retention in the Tesco?
Rationale of the study
There are several reasons that have great impact over the selection of the topic by the
researcher. In this manner, researcher have created the interest and curiosity and this is the one
of the researcher have selected the topic to conduct the further investigation. With that researcher
have proper knowledge and understanding about the topic that is impact of leadership style on
staff retention and this is another reason which encourages the employees to select the topic and
conduct the further investigation in the organisation Tesco. Other that investigator have
significant and relevant data and information about the subject and this is also one of the reason,
scholar have selected the topic (Crevaniand Packendorff, 2010). With that scholar have detailed
and enough information about the subject which helps the researcher to conduct the successful
research.
As employee retention have become the significant part of every organisation and
different leadership styles have great impact over the retention and turnover of the employees in
the venture. This impact has created motivation amongst the researcher to conduct the
investigation on the relevant topic.
Focus and Purpose
In this present Dissertation, the main objective of the researcher is to identify the impact
of leadership style on staff retention. Researcher actually know the different types of leadership
styles and how they have created impact over the employee retention. The key focus of the
dissertation is to analyse how the employee retention have greater impacted and influenced by
the different leadership styles which have been selected by the leader in order to motivate and
guide the employees (Parkay and Gougeon, 2010). The purpose of conducting this research to
teach the leaders that how they can select the leadership style according to the skills and
knowledge of the employee so that retention of employees can be increased.
Research Problem and Hypothesis
In the competitive environment, there are different types of organisation which is being
dealing in the same sector. So, employees have great options to work for the different
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organisation. This is the reason employee turnover is increasing day by day. In order to reduce
this problem leader and organisation need to implement the different leadership styles and
strategies so that they can able to retain the employees in the organisation. Other than that leader
which are using the old form of leadership styles need to implement the new styles so that they
can able to gain the competitive advantage with the help of employee retention.
In this investigation, scholar is going to identify and implement the different leadership
styles by which they employee retention can be achieved. Researcher also identify the different
ways by which employee retention can be achieved.
Significance of the research
Research is related with the leadership style that must be opted by leaders so that
enterprise can achieve its set goals and targets and at the same time, can retain employees for
long period. Employees play a big role in the growth and success of company and it is essential
for an organisation to decrease employee’s turnover as this increases goodwill of company as
well as provide number of advantages to enterprise. This research is going to shed light on the
several leadership styles such as democratic, autocratic etc. key focus is being made on the
transactional and transformational leadership style and how they have made impact on the
employee retention.
Dissertation structure
In this dissertation, it includes several chapters which assist the researcher to attain the
objective of this study. The chapter have been discussed are as follows:
Chapter 1: Introduction: In this chapter, there is brief introduction about the different
leadership styles and how they have created a great impact or influence over the employee
retention. As well as it includes the significance of leadership styles over the employee retention
and performance of the organisation. With that this chapter consist of aim, objective, research
question about the subject. Moreover, it includes detail description about the whole dissertation,
with that brief of research methodology, data interpretation and analysis also been included in
this chapter.
Chapter 2: Literature review: Once the introduction chapter have been completed about the
whole dissertation, further the literature review chapter have been conducted. This is very
significance chapter in the dissertation. Different themes have been created, where data is
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collected in the basis of different themes. This chapter helps in collecting the secondary data
about the subject which helps the researcher to support the primary data collection. Different
themes on which literature review have been created that are transactional leadership or
transformational leadership style, impact of leadership style on employee retention in the Tesco
and other factors that influence employee retention in the Tesco.
Chapter 3: Research Methodology: Once the Literature review have been completed by the
researcher along with the different themes in order to gain effective background of the
knowledge, the next chapter is research methodology. It is also one of the important chapter in
the dissertation which helps the researcher to collect and analyse the data in effective and
efficient manner so that accurate results can be found. There are several methods of research
methodology that are research philosophy, approach, data collection, data analysis and
interpretation, sampling and research design. It is very significant chapter in the dissertation
where researcher justify the different tactics which have selected in the different heads.
Chapter 4: Data analysis and interpretation: Once the research methodology have been
completed, the next chapter is data analysis and interpretation. In this chapter different tools and
techniques have been implemented by the researcher in order to analyse and interpret the data so
that results can be collected. There are different ways by which data can be analysed that are
SPSS and thematic. Survey have been conducted by the researcher by which data can be
collected. It is very significant chapter in the whole dissertation, without data analysis and
interpretation, the researcher cannot draw conclusion out of the dissertation.
Chapter 5: Conclusion and Recommendation: This is the last chapter of the dissertation
where whole dissertation and research is being summarised into small words. One the data
analysis and interpretation have been completed, then the researcher draws out the different
conclusion in order to find the solution of the problem. As the problem is being solved,
researcher serve the different recommendation which can be implemented by the researcher in
order to solve the problem which is faced by the scholar or organisation.
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CHAPTER 2: LITERATURE REVIEW
Concept of employee retention and leadership style and their inter-relationship.
According to the view of Shah and Sarkar, (2017) Employee retention is ability of the
organisation to retain the employees so that they can work in effective and efficient manner and
able to attain the goal and objective of the venture. It is the effort made by the venture so that
they can bale to gain the employees for the longer duration. There are different strategies that
need to be implemented by the organisation so that they can cater the needs and wants of the
employees an serve them optimum level of satisfaction. Thus, it can be said that employee
retention have become the strategies rather than outcome.
In the contradicting view of Abou Khadra and Chen, (2017) employee retention is the
way by which organisation retain the quality performance and terminate the low performer. It is
being known that one bad fish can spoil the whole pool, so the firm need to find that who are
good performer and who are bad. This will help them to keep the good worker in the
organisation and terminate the bad worker. Employee turnover is just apposite of the employee
retention, where employees faces the different issues in organisation and result in leaving the
firm. Employee turnover is the key reason by which firm implement the different strategies to
retain the worker in the organisation.
In the contradicting view of Hayes, (2017) leadership is the human factor which build the
group together and motivate every individual in the firm to achieve the personal and organisation
goal effectively and efficiently by transforming their efforts into reality. It is the way by which
individual is being persuade by the leader to do such activities which is being not done by the
individual. It is the way by which leader creates the relationship with the other people by which
he or she can influence the behaviour of the other person by using their different skills and
abilities in order to achieve the common or certain goal and objectives. leadership as the “ability
to persuade others willingly to behave differently. Leadership is about inspiring people to put
their best into achieving a result, getting their commitment and motivating them to achieve a
desired goal and result. It can be said that leadership is the series of action or economic and
social transaction in order to achieve the common objective. In all the definition, leadership is
the way by which one person can influence or persuade the behaviour of other person so that he
can be motivated to work in effective and efficient manner. The relationship that creates between
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the employee and leader decides that weather the employee is going to stay in the organisation
for the long period or not? If the leader is able to create the good relationship with the
employees, then employee obviously will stay in the firm for the long time and if the leader is
not able to do so then employee will definitely will switch the firm. This implies that a leader does
not only inspire his followers through words but the actions of the leader play an important role in
inspiring followers toward the attainment of a goal. The rapidly changing global environment has
made the need for effective leader is very much important in the today’s business and organisation.
Different leadership styles which have influence over the employee retention.
According to the view of Goldstein and Semedo, (2017) leadership styles is the way by
which managers can use the leadership function. In simple words it can be said that leadership
style is the way by which manager select the particular behaviour by which he or she can
motivate and guide his subordinates and employees in to achieve the aim and objective of the
venture. It is way or manner in which manager select the act towards their employees so that
leadership function can be carried on them. It has been known that a single leadership style is not
accurate, implement of the leadership style id being dependent on the different characteristics of
the employee and their behaviour. Such factors include the organisation type, nature of the task,
characteristics of the individuals in the leader’s team, the group the leader leads as a whole and more
importantly the personality of the leaders. it is perilous to recommend that one initiative style is more
proper than another in a given circumstance. He recommends that the administration style received
will be in connection to the current circumstance. This recommends there's nobody administration
style that is viewed as best.
In the contradicting view of Premarathne and Perera, (2017) Pioneers ought to have the
capacity to know how their authority abilities impact the devotees as it affects the adherents
being strong of them or not. This can affect worker conduct to help their pioneers; devotees or
representatives who don't have bolster for their pioneers can be inclined to disappointment which
could excite an expectation of a worker to clear out. Leadership styles can influence a
representative's activity fulfilment level and occupation fulfilment is a result of authority.
Leadership style can be adversely connected with the expectation of a worker to leave an
association. This proposes authority conduct or style can relieve a worker's want and aim to
leave an association. This is on the grounds that before a worker thinks about leaving an
association, such a representative will initially evaluate the position of his/her association with
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the association. Leader could incorporate the level of connection of the representative to the
association and the pioneer; for the situation where this relationship is diminished or contrarily
influenced, at that point the worker tends to leave such an association.
As per the view of Ambrosius, (2018) there are different styles of leadership which can
assist the leader to manage, guide, lead and motivates the employees to work in the effective and
efficient manner. The styles are as bureaucratic, laissez-faire, charismatic, democratic, transactional
and transformational. It has been identified that transformational and transactional leadership are the
two leadership styles which are very much appropriate in motivating and guiding the employees.
This is the leadership style which is mostly selected by the leader, this is because, it helps the leader
to mould his or he behaviour according to the skills and abilities of the employees.
In the contradicting view of Basu, (2017) bureaucratic leadership style of the traditional
style of leadership where leader follow all the rules and regulation in order to maintain the book.
In simple words, it can be said that leader only adhere the rules and regulation that have been
made by the policies of the organisation. Leader focus on the different process and procedure
which is being made by the organisation rather than maintain the relationship with the different
members in the firm. It can be said that rules, regulation, policies, procedure plays more
significant role in the leader rather than people who are employed towards the venture. This type
of style is not being applicable to the current time, this is because people or employees have
become the assets for the venture and if they are not lead properly, then employees will not able
to work in effective and efficient manner. This style does not have great impact over the
employee retention, this is because leader do not focus on the employees needs and wants and
their satisfaction rather leader in this style, try to follow the different rules and regulation made
by the firm. implication of this sort of authority style is that it doesn't consider the need to inspire
and create workers since the strategies and standards given are just sufficient towards performing
assignments and not propelling or creating representatives. Over the long haul this may animate
turnover of workers in associations where it is being rehearsed thusly it isn't considered in this
exploration as a method for empowering representative maintenance.
As per the view of Chandrasekara and Perera, (2017) laissez faire leadership styles is also
one of the style which is being used by leader in order to motivate and guide the employees.
laissez faire is the French word which means let it be. This style states that let the employee
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select the way in which they want to act and take their own decision in order to complete their
task without implementing the different policies and rules made by the venture. There are two
cases where the implementation of this style can be taken place. Once is when the leader does
not have high believe on his or her own ability to lead and guide the employees. Other is when
the leader thinks that all the employees are capable enough to take their own decisions. The
leader has no reasonable define objectives towards how they may function, don't enable the
gathering in settling on choices thus to leave excessively duty with their subordinates. Leader
abstains from controlling his representatives thus just depends on the couple of accessible
workers who are faithful to complete an errand. A free enterprise leader does not have
confidence in representative advancement as they trust that workers can deal with themselves.
This administration style can't be said to be operational in the keeping money area which
requires that both the pioneer and subordinates have a contribution to the decision-making
process and completion of tasks to ensure the success of the organisation.
In the contradicting view of Phillips and Gully, (2017) The charismatic leadership is also
one of the style which is being used by the leader. This style is a stand-out amongst the most
customarily esteemed administration styles leader who toxic on their identity qualities. The
alluring pioneers have vision and an identity that urges and spurs adherents to accomplish a
dream. Charismatic leadership is encircled by the intentional consistence of devotees. This
recommends workers or supporters just need to take after the pioneer. Be that as it may, this
could be a potential issue to the association when the pioneers who are at the steerages of issues
leave as the association will seem rudderless and with no type of bearing. Charismatic leadership
as being not able lead themselves. In spite of the fact that the magnetic administration style is
said to be identified with the transformational initiative style since they both work at inspiring
representatives to accomplish comes about, there is however a contrast between the two. He
expresses that the distinction between transformational administration and charming authority
lies in the pioneer's aim. The goal of the transformational pioneer is focused towards the
fulfilment and accomplishment of the group and association objectives and dreams while the
charming pioneers are more cantered around themselves and they are less inclined to impact
changes in the groups or associations to whom they are appended. This customary style can't be
connected in the focused associations of today particularly in the saving money industry where
9

banks need to consistently endeavour to be over rivalry where the accomplishment of group and
association objectives is critical to sustenance.
As per the view of Pradhan and Pradhan, (2017) the another style of leadership which is
being used by the leader is democratic leadership style. This style is also known as the
participative style of leadership. Leader have focus on both of the aspect that is performance and
the people. When the leader or manager is making any decision, at that time leader motivates
employee to take part in the different activities of the decision making. In other words it can be
said that leader encourages the employees to think in innovative ways and serve the different
alternative in order to make the decision of specific issue. In order words it can be said that
leader delegates the different authority and responsibilities to the employees in order to take the
decision effectively and on the time. Employees takes the decision according to the authority
which is assigned by the management. This helps the leader to create motivation among the
employees. As they feel that they are also the part of the venture. Democratic leader as one who
delegates
authority to subordinates or employees, encourages contributions from employees and
depends
on the knowledge of the subordinates to complete tasks as well as on their respect for
influence. This type of leadership style is not highly centralised with that leader expect that all
the employees gives the high performance to the organisation.
In the contradicting view of Corstjens and Krumm, (2017) On the other hand it can be
said that when the employees do not take the decision effectively, the all the responsibilities are
being made by the leader. This is because leader is the person who have delegated all the
responsibilities. Thus, it can be said that employee retention is easily made with this leadership
styles. As the employees are free to take their own decision so they feel that they are important
for the venture. But opposite can also be arise that if the employee is not able to make the
decision in proper way then this can also cause employee’s turnover. Thus, it can be said that
there is high risk in this type of leadership style but when the decision need to be taken urgently,
then this type of leadership style can be implemented.
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Transactional leadership or transformational leadership style best encourages employee retention
According to the view of Sarpong and Nsowah-Nuamah, (2017) The transactional and
transformational leadership styles are the current leadership organisational styles. This type of
leadership is basically focused in the society and creating the relationship with the people rather
than keeping the aim at the form of command. This society is the 21st century society where the
organisations of today operate. When it comes to transformational leadership is one in which one
or more
persons engage with others in such a way that leaders and followers raise one another to higher
levels of motivation and morality. It is the leadership style where leader find the needs and
wants of the employees and then serve their need which creates satisfaction amongst the
employees. Leader motivates their employees in order to put their maximum efforts so that they
can performance can be done at high level. With that leader creates the good relationship with all
the employees and due to this relationship, leadership is done in proper manner. If the followers
is rude and focus on task completion, at that time employees will not be able to work. And if the
relationship is not made, then employees find problems in communicating with the leader. So
this style of leadership is very much effective in retaining the employees to the long period of
time. A clear vision is being made by the leader and that vision is being communicated to the
people in the organisation. This helps the leader to appeal to work hard and smart.
In the contradicting view of Truxillo and Garcia, (2017) Other than that this leader also
have focus on the reward system, leader serve different monetary and non-monetary rewards to
the employees who are able to achieve the high level of target. There are 2 types of reward
which can be given by the leader, that are tangible and intangible incentives. Such intangible
incentives include vision, shared values and ideas to build
relationships, give larger meaning to different activities and, make the followers or employees
involved in the change process.
Impact of leadership style on employee retention in the Tesco
According to the view of Ezeuduji and Mbane, (2017) The impact of leadership style on
employee retention cannot be overly emphasized in the
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organisations of today. Leaders and leadership style play a crucial role in the retention of
employees in organisations. There are different styles that have been used by the leader which
can result into negative or positive as well. If any negative impact created then the employee can
leave the organisation and if the positive impact is being created when employee can stay in the
firm for the longer period of time. It can be said then that, the breath can either encourage
retention or allow employees to
terminate their appointment with the organisation. The role of the leader is to create the good
relationship with the employees, motivate, guide, lead them, solve the different dispute and
delegate the authority and responsibilities. If the leader is able to fulfil these all responsibilities,
then he or she can easily retain the employee in the organisation for the long period.
In the contradicting view of Rissanen, (2017) it can be said that leadership style have the
great impact over the commitment of the employee with the leader and organisation. There are
different styles and skills that can posses by the leader which help him or her to retain the
employees. Worker will always try to stay in those organisations where he or she feels that he or
she is being important for the organisation. Selection and implementation of the leadership style
is being dependent on the different factors such as skills and abilities of the employees,
behaviour of the leader, organisation structure etc. basically skills and abilities of the employees
decided that which leadership style being applicable to the employees. From the effective
leadership style, employees can able to create the good relationship with the leader. Ultimately
leader can influence and persuade the employee to stay in the organisation.
Other factors that influence employee retention in the Tesco
According to the view of Breaugh, (2017) there are several factors that can have great
impact over the employee retention in the organisation. Most of the important factor that can
influence the employee retention that is business environment. There are different policies, rules,
regulation, process etc. that are being made by the organisation which have great impact over the
working of the employees. If the employee is satisfied with these factors then he or she can stay
in organisation for the longer period. Rather, if the employee is not able to adopt this
environment then he or she can leave the organisation as soon as he can do.
In the contradicting view of Danner, (2017) compensation is also major aspect which can
leader to employee retention or turnover. It is the factor for which people join the organisation.
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As this is the era of competition, employee who found more pay in any organisation, then he or
she will switch to those venture. So the organisation need to cater the wages or salary
accordingly by which he or she can not switch to the other venture.
As per the view of Shah and Sarkar, (2017) rewards is also another factor which have
great impact over the employee retention. The person who is doing hard work and not getting
any reward from the organisation or leader, then he gets demotivated. If this activity done on the
continuously basis then it might happen the employee leaves the organisation. Rather, reward is
given on the continuous basis then employee will get motivated and will stay for the longer
period.
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CHAPTER 3: RESEARCH METHODOLOGY
It is very important chapter of the dissertation which helps the researcher to collect and
analyse the data in the effective and efficient manner so that appropriate result can be collected
in order to solve the problem. There are different methods that are included in the research
methodology, that are research philosophies, research approach, research design, data collection,
data analysis, sampling, research techniques etc. In the present dissertation, researcher has used
various methods of the research methodologies to analyse the impact of leadership styles on the
employee's retention. In simple words it can be said that research methodology is the systematic
plan which is made by the researcher in order to collect the information for the purpose of
making effective decision in the business or country. In the present dissertation, scholar has used
various tools and techniques for analysing the impact of leadership styles on employee retention.
These methods are as follows:
Research Strategy
It is the most important chapter in the dissertation which help the researcher to collect
and analyse the data in an effective and efficient result cab be concluded. There are two methods
of research strategy, that are qualitative and quantitative. When it is concerned about the
qualitative research strategy, it consists the different theoretical aspects. In this method,
investigator followed a depth analysis along with the theory and concepts. On the other hand in
the quantitative research methodology, researcher use different techniques to analyse the data
that are regression, correlation, t- test, a nova test and standard deviation etc. selection of
research strategy is dependent on the aim and objectives of the researcher and the subject at
which the research is going to conduct (Abou Khadra and Chen, 2017). The key aim of the
researcher is to analyse the impact of leadership style on the employee retention. In order to
attain this objective, researcher have selected qualitative research strategy
Research Approach
It is also one of the important chapter in the research methodology and dissertation which
helps the researcher to analyse and interpret the data in an effective and efficient manner. There
are two types of researcher approach that are inductive and deductive. When it concerned about
inductive research approach, a new theory is being generated with the help of different data and
information. This is being implemented with the qualitative research approach. Other than that it
does not have any place for the hypothesis as well as researcher is free to design and alter the
14

direction of the subject and study. With that this research approach is less structured because
hypothesis is not being created. When the researcher is implementing the small sample of project
and small number of sample is being selected at that time, inductive research have been selected
by the investigator (Hayes, 2017). Other than that when it concerned about the deductive
research approach, hypothesis is being generated by the researcher and this is more systematic as
compare to the inductive. As the qualitative research strategy have been selected by the
researcher, inductive approach will be applied.
Research philosophy
This chapter also plays very significant role in the research methodology and dissertation.
. It is the term which have different aspects that are value, assumption, beliefs related to the
particular topic. As well as it also deals with the source, nature and development of the
knowledge. It has great impact over the researcher assumption, value and beliefs. It has different
branches which are related to the wide range of discipline. There are two types of research
philosophy, that are interpritivism and positivism. In the interpritivism research philosophy, then
single fact is being described by the several facts. On the other hand when it is concerned about
the positivism research philosophy, the researcher is dependent on the different facts and finding
for the subject (Goldstein and Semedo, 2017). The key aim of the researcher is to analyse the
impact of leadership styles on the employee retention. In order to achieve the aim and objectives,
researcher have selected positivism research philosophy. Which assist him to collect the relevant
outcome about the topic.
Research Design
This is also one of the important chapter of the dissertation as well as for the research
methodology which helps the scholar to collect the proper outcome of the study. It is very
significant for the scholar to gain the appropriate outcome and result so that researcher's problem
can be solved. There are two types of research design that are descriptive and exploratory. When
it is concerned about the descriptive research design, investigator explore and explain the
different situation, circumstances, problem, people and group. With that this type of research
design is also called statistical research design where the information is being described in the
way of population (Premarathne and Perera, 2017). In this research design, probabilistic
sampling is being used, thus it is more systematic than the exploratory. On the other hand, when
it comes to the exploratory research design different ideas and thoughts can be generated by the
15

researcher. Non-probabilistic sampling is being done in this research design, thus it is less
systematic as compare to the descriptive research design. The key aim of the researcher is to
analyse the impact of leadership styles on the employee retention (Ambrosius, 2018). In order to
achieve this aim, researcher have selected the exploratory research design. With the help of this
high quality of outcome have been gathered by deeply analysing the information collected by the
researcher.
Data collection
Data collection is one of the important aspect of the dissertation, which helps the
researcher to collect the relevant data and information. It is being known that without data
collection, research can not be done properly. It is the base at which the data is being analysed
and results is collected. There are two types of data collection, that are primary and secondary
data collection. When it is concerned about the primary data collection, it is the way by which
data is being gathered from those sources where the data have never being collected. There are
different sources at which primary data can be collected, that are interview, survey, personal
observation etc. On the other hand when it is concerned about the secondary data collection, it is
the way by which data is being collected from those sources where the data have already being
collected that are book, journal, internet, websites, magazines. The key aim of the researcher is
to analyse the impact of leadership styles on the employee retention (Basu, 2017). In order to
attain the aim, researcher have collected the primary data with the help of survey. Questionnaire
have framed by the researcher to collect the opinions regarding the leadership styles and
employee retention
Sampling
It is also one of the important technique for the researcher and dissertation. Where
different samples have been drawn by researcher to collect the information. It is not possible for
the researcher to collect the information from large population, thus sampling is significant for
the researcher. There are different methods of collecting the samples that are probabilistic and
non probabilistic sampling. When it is concerned about the probabilistic sampling, it is way by
which samples is being drawn which represent the whole populations. It consists of simple
random sampling where sampling is being drawn systematically. On the other hand non-
probabilistic sampling is the then it is not representative. It is less desirable than probability
16

sample. The researcher have selected the non-probabilistic sampling on order to draw the
samples.
Data analysis
This is one of the important chapter of the dissertation which helps the researcher to analyse and
interpret the data so that information can be collected and further results can be gathered. There
are two ways by which data can be analysed and selection of method of analysis is dependent on
the research strategy (Chandrasekara and Perera, 2017). When it is concerned about the
qualitative research design, then thematic data analyse is being done where different graph and
charts represent the data. On the other hand, when it is concerned about the quantitative research
design, then SPSS is being used which consist of T-test, Z-test, regression etc.
Ethical consideration
This is also one of the important aspect of the dissertation which states that researcher
need to conduct all the activities in ethical manner. There are different operations that are
conducted by the researcher when he or she is doing investigation on particular subject such as
data collection, conducting survey, data analysis etc. As the researcher is collecting information
with the help of survey from the managers of Tesco, he or she should seek permission from the
top level of management of the organisation (Phillips and Gully, 2017). Other than that when the
research consist secondary data, proper citation should be done so that sources can be attached.
Research Limitation
It is being known that there are several activities done by the researcher but somewhere
some hurdles can arise which can reduce the accuracy of the investigation. The different
activities conducted by scholar are data collection, data analysis, critically analysing the data etc.
they need proper time to conduct these activities. Researcher do not have proper time to conduct
the investigation. In order to solve this problem, researcher have prepared the Gantt chart
method under which each activities of the research can organise according to the time ( Pradhan
and Pradhan, 2017).
17

CHAPTER 4: DATA ANALYSIS
Data analysis assumes extremely critical part in the entire thesis on which after-effect of the
examination is needy. Without information examination, exposition can not be finished on the
grounds that it is a phase at where every gathered datum can break down in legitimate way so as
fitting result can undoubtedly get as per the examination. In this exposition subjective analyst
strategy have been chosen by the specialist, consequently topical investigation is being arch.
With that scientist have influenced organized survey where diverse inquiries to have been
confined keeping in mind the end goal to gather the data from the respondent. Information
examination is a part inside the examination which help with breaking down the every single
gathered datum in the examination. It is very significant for the researcher to outline the research
design in fitting way with the goal that viable result can be attained. The key aim of the
researcher is to analyse the impact of leadership style on the employee retention in the Tesco.
Investigator can able to collect the various views, opinion, suggestion of the topic about the
research. Researcher have selected 10 managers from the Tesco in order to conduct the survey.
Theme 1 Respondents are both male and female
Gender Number of respondents Percentage Total respondents
Male 5 50 10
Female 5 50 10
Theme 2 leader leads by acting rather than
telling in the Tesco
Factors Number of respondents Percentage Total respondents
Strongly agree 3 30 10
Agree 3 30 10
Neutral 2 20 10
Disagree 1 10 10
Strongly disagree 1 10 10
18

Theme 3 Type of leadership style is being used by the leader in the Tesco
Factors Number of respondents Percentage Total respondents
Laissez faire 1 10 10
Bureaucratic 1 10 10
Charismatic 1 10 10
Democratic 4 40 10
Transactional and
transformational 3 30 10
Theme 4: Leader provides an appropriate model
of leadership in the Tesco to follow
Factors Number of respondents Percentage Total respondents
Strongly agree 3 30 10
Agree 3 30 10
Neutral 2 20 10
Disagree 1 10 10
Strongly disagree 1 10 10
Theme 5: Leader encourages the group in the Tesco to work
together to achieve the same goal.
Factors Number of respondents Percentage Total respondents
Strongly agree 4 40 10
Agree 2 20 10
Neutral 2 20 10
19

Disagree 1 10 10
Strongly disagree 1 10 10
Theme 6: Do leader always gives the positive
feedback when employees perform well in the organisation Tesco
Factors Number of respondents Percentage Total respondents
Strongly agree 3 30 10
Agree 3 30 10
Neutral 3 30 10
Disagree 1 10 10
Strongly disagree 0 00 10
Theme 7: Democratic leadership styles helps in catering the needs and wants of the employees
and serve high level of employee's satisfaction in the Tesco
Factors Number of respondents Percentage Total respondents
Strongly agree 3 30 10
Agree 3 30 10
Neutral 2 20 10
Disagree 1 10 10
Strongly disagree 1 10 10
Theme 8: Democratic leadership style of the leader has influenced employee's to stay in Tesco
for long period
Factors Number of respondents Percentage Total respondents
20

Strongly agree 4 40 10
Agree 2 20 10
Neutral 2 20 10
Disagree 1 10 10
Strongly disagree 1 10 10
Theme 9: Democratic leadership style have positive impact over the staff retention in the Tesco
Factors Number of respondents Percentage Total respondents
Strongly agree 3 30 10
Agree 3 30 10
Neutral 3 30 10
Disagree 1 10 10
Strongly disagree 0 0 10
Theme 10: Positive changes in employee retention after implementation of democratic
leadership style
Factors Number of respondents Percentage Total respondents
Strongly agree 4 40 10
Agree 2 20 10
Neutral 2 20 10
Disagree 1 10 10
Strongly disagree 1 10 10
21

Theme 11: Employee are able to take effective decision which democratic leadership style is
being applicable or own decision making can lead to employee retention
Factors Number of respondents Percentage Total respondents
Strongly agree 3 30 10
Agree 3 30 10
Neutral 1 10 10
Disagree 2 20 10
Strongly disagree 1 10 10
Theme 12 Other most important factors which can leads to employee retention
Factors Number of respondents Percentage Total respondents
Compensation 3 30 10
Reward 2 20 10
Business environment 4 40 10
Communication 1 10 10
Data Analysis and Interpretations
Theme 1 Respondents are both male and female
22

Male Female
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
5
Column B
Interpretation and analysis: There are 10 managers that have been selected in order to
analyse the subject. From this graph it can be said that 10 managers there are 5 males and 5
females. Thus, it can be said that the collected information defines the different views and
opinion of the females and male. The major objective of this survey is to analyse the impact of
leadership style on employee's retention. This is the researcher have selected the 10 managers of
Tesco. It can be said that there are both kinds of workers that are male and females which have
given their view on the different success factors of the expatriate in the UK. Thus, it can be said
that there are equal number of male and female that are sharing their view regarding the
leadership style and its impact over the employee's retention.
Theme 2 leader leads by acting rather than telling in the Tesco
23

Strongly agree
Agree
Neutral
Disagree
Strongly disagree
0 0.5 1 1.5 2 2.5 3
Column B
Interpretation and analysis: There are 10 managers that have been selected in order to
analyse that the leader are acting or just telling to leads the members in the organisation. From
this graph it has been analysed that leader are acting while motivating and guiding the people in
the firm. 3 out of 10 managers have stated that leader are very much effective in their job, this is
because they are acting as a leader and fulfilling their roles and responsibilities, they just don't
tell work and activities to the employee but work with them. Other than that 1 out of 10
managers have states that leader is not acting in good manner, they just tell to the employees. In
order to change this taught of the manager, leader need to work in more effective and efficient
manner.
Theme 3 Type of leadership style is being used by the leader in the Tesco
24

Laissez faire
Bureaucratic
Charismatic
Democratic
Transactional and transforma-
tional
Interpretation and analysis: There are 10 managers that have been selected in order to
analyse that which type of leadership style that have been used by the Tesco in order to guide
and manage employees in the organisation. There are different style that can be used by the
organisation such as Laissez faire, Bureaucratic, Charismatic, Democratic, Transactional and
transformational. 4 out of 10 managers have stated that democratic leadership style have been
implemented by the leader which helps them to delegate authority and responsibilities to the
employees. Most of the employees take their own decision at their level and according to the profile.
Other than that 3 out of 10 have stated that transactional and transformational leadership styles have
been used by the leader in order to guide and manage people. This will helps them to create effective
relationship as well as task can be completed on time.
Theme 4: Leader provides an appropriate model of leadership in the Tesco to follow
25

Interpretation and analysis: There are 10 managers that have been selected in order to
analyse that an appropriate model of leadership in the Tesco to follow by the employees. 3 out of
10 managers have stated that they are strongly agreed that appropriate model have been used by
the leader in order to guide them. Other than that 3 out of 10 managers agreed leader is using the
proper model of leadership which helps them to motivate them to work in effective and efficient
manner. With that 1 out of 10 managers have stated that they are strongly disagreed that leader
are not using the appropriate model. Thus, leader need to communicate with those managers who
are not agreed, find the cause and find those ways to convert disagreement with agreement.
Theme 5: Encourages the group in the Tesco to work together to achieve the same goal
26
Strongly agree Agree Neutral Disagree Strongly disagree
0
0.5
1
1.5
2
2.5
3
Column B

Strongly agree
Agree
Neutral
Disagree
Strongly disagree
0 0.5 1 1.5 2 2.5 3 3.5 4
Column B
Interpretation and analysis: There are 10 managers that have been selected in order to
analyse that weather the leader is encouraging the employee to work together in the effective
manner in the group. It is very significant for every member to work collectively in the
organisation. Thus, leader need to implement those strategics by which they can able to motivate
employees to work in the group. 4 out of 10 managers have stated that leaders are working in
effective manner to guide and motivate employees in order to work in collective manner. Other
than that 1 out of 10 managers have stated that, they are not guiding employees to work in group
or collective manner.
Theme 6: Do leader always gives the positive feedback when employees perform well in the
organisation Tesco
27

Interpretation and analysis: There are 10 managers that have been selected in order to
analyse that positive feedback have been given, when employees perform well in the
organisation. 3 out of 10 managers have stated that they are strongly agreed that proper feedback
is given by the leader when the employees are working in the effective manner. Other that 3 out
of 10 managers have also stated that they are agreed at the same view. With that only 1 out of 10
managers have stated that he or she is disagree to the point. Thus, it can be stated from the
analysis that leaders are serving proper feedback at the high performance of the worker.
Theme 7: Democratic leadership styles helps in catering the needs and wants of the employees
and serve high level of employee's satisfaction in the Tesco
28
Strongly agree
Agree
Neutral
Disagree
Strongly disagree

Strongly agree Agree Neutral Disagree Strongly disagree
0
0.5
1
1.5
2
2.5
3
Column B
Interpretation and analysis: There are 10 managers that have been selected in order to
analyse that Democratic leadership styles helps in achieving the needs and wants of the
employees and serve high level of employee's satisfaction in the Tesco. It has been known that
decision are being taken by the employees so the feel they are important for the venture. By this
way their needs and wants can be achieved. 3 out of 10 managers stated that he or she agreed at
the same view but 1 manager have stated that he or she disagrees to the point. At the end it can
be stated that most of the managers are agreed to the same view.
Theme 8: Democratic leadership style of the leader has influenced employee's to stay in Tesco
for long period
29

Strongly agree
Agree
Neutral
Disagree
Strongly disagree
0 0.5 1 1.5 2 2.5 3 3.5 4
Column B
Interpretation and analysis: There are 10 managers that have been selected in order to
analyse that leadership style influence the employee to stay in the organisations. 4 out of 10
managers have stated that they are strongly agreed at the point, but one of the manger have
stated that he or she is not agreed to the point. Ultimately most of the managers are agreed so it
can be said that democratic leadership style is very much effective for the venture.
Theme 9: Democratic leadership style have positive impact over the staff retention in the Tesco
30

Interpretation and analysis: There are 10 managers that have been selected in order to
analyse that democratic leadership style have positive influence over the staff retention in the
organisation. 3 out of 10 managers have stated that they are agreed to the point, this is because
employees get chance to take the decision. Other than that another 3 managers at agreed at the
same view. But 1 out of 10 managers have stated that he or she is not agreed.
Theme 10: Positive changes in employee retention after implementation of democratic
leadership style
31
Strongly agree
Agree
Neutral
Disagree
Strongly disagree

Strongly agree Agree Neutral Disagree Strongly disagree
0
0.5
1
1.5
2
2.5
3
3.5
4
Column B
Interpretation and analysis: There are 10 managers that have been selected in order to
analyse that Positive changes in employee retention after implementation of democratic
leadership style. 4 out of 10 managers have stated that they are strongly agreed to the same point,
that there are several changes that have taken place such as reduce in employee turnover. Other
than that one manager have stated that he or she does not find any changes after the
implementation of the democratic leadership style.
Theme 11: Employee are able to take effective decision which democratic leadership style is
being applicable or own decision making can lead to employee retention
32

Strongly agree
Agree
Neutral
Disagree
Strongly disagree
0 0.5 1 1.5 2 2.5 3
Column B
Interpretation and analysis: There are 10 managers that have been selected in order to
analyse that employees are able to make the decision effectively and this activity helps them to
be in the organisation for long time. 3 out of 10 managers have stated that all the employees are
able to make the decision effectively and this helps them to be in the organisation for the long
time.
Theme 12 Other most important factors which can leads to employee retention
33

Compensation
Reward
Business environment
Communication
Interpretation and analysis: There are 10 managers that have been selected in order to
analyse that what are the different ways by which organisation can retain employees. 4 out of 10
managers have stated that business environment helps the employees to stay in the organisation.
Other than that 3 managers have stated that compensation is also one of the important factor
which helps the organisation to retain the employees. Thus, it can be stated that compensation
and business environment are the two factors which helps the firm to retain employees for the
longer period.
34

CHAPTER 5: CONCLUSION AND RECOMMENDATION
Conclusion
It can be concluded from the research that leadership is very much significant, this is
because, if the leader is able to work in the effective manner, this will help the venture to retain
the large number of employees for the large period of time. Thus, it can be said that if the leader
is working in the proper manner and maintaining the good relationship with the employees, then
the firm can sustain in the chaining environment with the help of loyal and effective employees.
Other than that leadership is very much significant for the success of the venture. There are
several ways by which effectiveness of the leader can be measured that are absenteeism,
complaints, and request for transfers, slowdown of work and of course turnover. If have been
founded that there are several roles that are need to be played by the leader by which he or she can
satisfy the employees and retain them for the longer period such as occupies a position in a group,
influences others in accordance with the role expectation of the position, and coordinates and directs
the group in maintaining itself and reaching its goals.
Other than that it can be summarised that there is great relationship between the
employee retention and the leadership styles. When the leader is able to select he effective
leadership styles then he or she able to guide their employees in effective and efficient manner.
This helps them to gain the employee satisfaction and employees needs or wants can be achieved
which can ultimately leads to employee retention. When it comes to the leadership, it is the way
by which leader guide, motivates, leads the employees in such a way they can able to work in the
effective and efficient manner. It is being known that management and leadership is being
connected with every business and organisation. When it comes to the management, it is the
process in which different aspects are included that are planning, organising, directing,
controlling, co-ordinating etc. other than that when it comes to the leadership, it is the way by
which different functions of the organisation is being aligned with the people so that they can
work in the effective and efficient manner. The concept of the leadership was evolved in the
1940’s to the 21st century. It is being said that leader is the individual which is being responsible
for the different people in the organisation and how the different task is being done by the
employee in the firm in effective and efficient manner.
With that it can also be concluded that there are six activities which are included in the
transformational leadership, that are creating the proper vision, providing the proper model,
35

creating and implementing the goals of the group, expectation for the high performance, serving
support to the individual and individualised consideration. Transformational leader try to
motivate to employee to become and leader and create the different leadership style. He or she
focuses on the basic need of the workers such as physical needs which consist security and
safety, psychological need which include self-actualisation and self-esteem. This type of leader
inspire the employees to go beyond to their personal needs and creates such kind of skills which
helps to be a good leader in the future and wok in their effective manner. This type of leadership
style creates the sense of belongingness and pride in the business with that there is proper
communication for the importance of every individual in the organisation. When the leader is
able to create the sense of belongingness, the employees get committed to the leader and he or
she will not leave the organisation. This is the style where high level of commitment is being
created by the leader.
It can be summarised that there are different leadership styles which helps the leader to
guide and motivate the employees in the organisation. Leadership styles is said to be an
important aspect of the employee retention amongst the several factors such as career growth,
proper relationship with the workers, compensation. With that it have been founded that there is
great relationship with the employee retention and leadership style. Retention of employee not
only significant for the survival of the continuous operation of the business, but also helps in
decreasing the cost that may arise both indirectly and directly from the loss of employees as well
as in recruitment and selection of the employees. Thus, it can be said that employee retention
have given more significant in the sustained growth and development of the organisation.
Recommendation
It is being known that democratic leadership style is very much effective for the
organisation but this is the era of competition, so the venture need to implement transformational
leadership style in the firm.
 Transformational leader is the person who is capable to articulate the vision of the future
with that he or she shares his or her views to the every people in the organisation.
 It is being known that every individual is facing the different issues due to their
differences. Leader need to identify these difference and then motivate accordingly so
36

that relationship can be maintained and work can be accomplish in effective and efficient
manner.
 Higher goal have been created by this type of leader so that employees try to achieve
them by putting their maximum efforts.
37

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