Staff Turnover at Andiamo Trattoria

This research focuses on addressing the reasons for high staff turnover at Andiamo Trattoria and discussing its effects. The study includes chapters on introduction, literature review, research methodology, data analysis and findings, and conclusion and recommendation. The research aims to understand the meaning and concept of employee turnover, comprehend the causes of employee turnover at Andiamo Trattoria, and discover the consequences of employee turnover at the organization.

Travel and tourism
STAFF TURNOVER AT ANDIAMO TRATTORIA
JANUARY 12, 2019

Executive summary
The main aim of this research is to address the reasons for High Staff Turnover in Andiamo
Trattoria and to discuss the effect of High Staff Turnover. This study consider different
chapters that are known as the Introduction, Literature review, Research methodology, Data
analysis and findings, and Conclusion and Recommendation. The introduction section could
be effective in getting the information towards the research aim and objectives, research
background, research questions, and industry overview. It could be effective for the
researcher as it leads to comprehend the research in the least time and facilitates to meet the
aim and objectives of the research matter. Moreover, LR (literature review) chapter could
support to critically review the research concern. Besides this, it could lead to the investigator
for collecting the information from the different sources named academic sources, journals,
books, online and offline sources. The literature review section could be imperative to
comprehend certain things like meaning and concept of employee turnover, causes, and
consequences of employee turnover. The research methodology could also support to select
different tools with respect to the research issue and supported to make a reliable decision. In
this research, many research tools have practiced by the researcher to collect the feasible
information towards the research matter named inductive research approach, mixed research
design, descriptive research design, primary data collection method, secondary data
collection method, qualitative and quantitative data analysis method. Under this study, the
investigator has practiced the statistical data analysis method by considering the MS-Excel
software to present the collected data to meet the aim and objectives. At last, a researcher has
presented used many strategies to improve the employee turnover form the organization
named training and development, employee engagement program, effective compensation
plan, and health and safety policy.

Table of Contents
Chapter 1: Introduction & Research problem............................................................................3
Research title..........................................................................................................................3
Research background..............................................................................................................3
Overview of the industry........................................................................................................4
Research seeks to resolve.......................................................................................................4
Research aim and objectives..................................................................................................4
Research questions.................................................................................................................4
Report structure......................................................................................................................5
Introduction.........................................................................................................................5
Literature Review...............................................................................................................5
Research Methodology.......................................................................................................6
Data Analysis and Findings................................................................................................6
Conclusion and Recommendation......................................................................................6
Chapter 2: Literature review...................................................................................................6
RO1: To understand the meaning and concept of the employee turnover..........................6
RO2: To comprehend the causes of employee turnover in the context of Andiamo
Trattoria..............................................................................................................................7
RO3: To discover the consequence of employee turnover in the context of Andiamo
Trattoria..............................................................................................................................9
Chapter 3: Research methodology...........................................................................................10
Research design....................................................................................................................10
Research approach................................................................................................................11
Research strategy..................................................................................................................11
Research types......................................................................................................................12
Data collection method.........................................................................................................12
Data analysis method............................................................................................................13
Sampling method..................................................................................................................13
Research limitation...............................................................................................................14
Ethical consideration............................................................................................................14
Close-ended interview questions..........................................................................................15
RO1: To understand the meaning and concept of the employee turnover...........................15
RO2: To comprehend the causes of employee turnover in the context of Andiamo Trattoria
..............................................................................................................................................16
RO3: To discover the consequence of employee turnover in the context of Andiamo
Trattoria................................................................................................................................17
Chapter 4: Data analysis and findings......................................................................................19
Introduction..........................................................................................................................19
Demographic factor..........................................................................................................19
RO1: To understand the meaning and concept of the employee turnover...........................22
RO2: To comprehend the causes of employee turnover in the context of Andiamo Trattoria
..............................................................................................................................................26
Chapter 5: Discussion..............................................................................................................31
RO1: To understand the meaning and concept of the employee turnover...........................31
RO2: To comprehend the causes of employee turnover in the context of Andiamo Trattoria
..............................................................................................................................................31
RO3: To discover the consequence of employee turnover in the context of Andiamo
Trattoria................................................................................................................................33
Chapter 6: Conclusion and recommendation...........................................................................34
Conclusion............................................................................................................................34

To understand the meaning and concept of the employee turnover.................................34
To comprehend the causes of employee turnover in the context of Andiamo Trattoria. .34
To discover the consequence of employee turnover in the context of Andiamo Trattoria
..........................................................................................................................................34
Recommendation..................................................................................................................35
RO1: To understand the meaning and concept of the employee turnover........................35
RO2: To comprehend the causes of employee turnover in the context of Andiamo
Trattoria............................................................................................................................35
RO3: To discover the consequence of employee turnover in the context of Andiamo
Trattoria............................................................................................................................35
References................................................................................................................................36
Table 1: Gender........................................................................................................................20
Table 2: Age-group..................................................................................................................21
Table 3: Experience..................................................................................................................22
Table 4: employee turnover is defined as the percentage of employee who leave a company
and are replaced by new workforces........................................................................................23
Table 5: Employee turnover can increase when employees feel treated unfairly in comparison
to other workforces..................................................................................................................24
Table 6: Main causes of high employee turnover are inequality and diversity policies in
company...................................................................................................................................25
Table 7: Unreasonable workload is key cause of employee’s turnover...................................26
Table 8: primary cause of employee turnover..........................................................................27
Table 9: major consequence of employee turnover.................................................................28
Table 10: Motivating the workforces to share the business vision and perform at higher levels
that could be complicated if co-workers and colleagues and vanishing..................................29
Table 11: employee’s relationship is the key element of the workforce satisfaction..............30
Chart 1: Gender........................................................................................................................21
Chart 2: Age-group..................................................................................................................22
Chart 3: Experience..................................................................................................................23
Chart 4: employee turnover is defined as the percentage of employee who leave a company
and are replaced by new workforces........................................................................................25
Chart 5: Employee turnover can increase when employees feel treated unfairly in comparison
to other workforces..................................................................................................................26
Chart 6: Main causes of high employee turnover are inequality and diversity policies in
company...................................................................................................................................26
Chart 7: Unreasonable workload is key cause of employee’s turnover...................................27
Chart 8: primary cause of employee turnover..........................................................................28
Chart 9: major consequence of employee turnover..................................................................29
Chart 10: Motivating the workforces to share the business vision and perform at higher levels
that could be complicated if co-workers and colleagues and vanishing..................................30
Chart 11: employee’s relationship is the key element of the workforce satisfaction...............31

Chapter 1: Introduction & Research problem
Research title
This study is emphasized on identifying the reasons for High Staff Turnover in Andiamo
Trattoria and to discuss the effect of High Staff Turnover.
Research background
In the current era, it is complicated for the firm to sustain their position in the marketplace
and make a reliable decision with respect to the particular issue. Moreover, Andiamo
Trattoria offering many facilities to their employees to retaining them for long-term.
Andiamo Trattoria has recruited both averages as well as skilled employees in the
organization that could create sometimes a problem for the firm to operate their business and
sustain their position in the marketplace (Akgunduz and Sanli, 2017). But at the same time, it
is also evaluated that if the organization takes lightly then the organization cannot survive
their position in the marketplace as it would decline the opportunity of getting a higher
outcome. It is also evaluated staff turnover is a major concern for the firm as it could make a
negative image of the company in the marketplace. Further, the organization should use
creative strategies for declining employee turnover at the working place named training and
development method, competitive compensation, hire right people and compensation policy
(Arasli, et al., 2017). It could be effective for the attainment of desire aim. The organization
could determine different policies for declining employee turnover form the organization. It
is evaluated that the key issue of inadequate awareness and authenticity of the employees
with respect to the job engagement. It could be effective for the organization to solve the
problem of the organization. Further, the organization should comprehend the reason for
employee turnover in the working place. In addition, it is also examined that the organization
could increase their knowledge towards the methods that will decline the cause of employees
turnover. Furthermore, it is evaluated motivational tools could be considered by the firm to

retain their employees for the long term. It could also directly impact on the overall
performance of the organization (Ariza-Montes, et al., 2017).
Overview of the industry
Andiamo Trattoria developed in 1997 as it delivers many Italian foods to their consumers. In
this organization, more than 23 employees were employees that could be effective for the
firm to sustain their position in the marketplace. This firm has also the capability to serve a
lunch facility to more than 80 people at the same time.
Research seeks to resolve
This study was associated with the human resources management area that is more
concentrating on employee turnover reasons and strategies for improving the same from the
organization. It can also be effective for improving reliable outcome. In addition, it is
evaluated that this research is also effective to comprehend many theories related to the
employee turnover for meeting aim and objectives in less time and cost. It would also be
effective for meeting the expectation of the individual and personal growth (Boella, 2017).
Research aim and objectives
The main aim of this research is to address the role of employee turnover on organizational
performance.
There are creation objectives that will be accomplished by the researcher to meet the
particular aim of this study:
 RO1: To understand the meaning and concept of the employee turnover in the context
of Andiamo Trattoria
 RO2: To comprehend the causes of employee turnover in the context of Andiamo
Trattoria
 RO3: To discover the consequence of employee turnover in the context of Andiamo
Trattoria

Research questions
 RO1: what is the meaning and concept of the employee turnover in the context of
Andiamo Trattoria
 RO2: what is causes of employee turnover in the context of Andiamo Trattoria
 RO3: What is consequence of employee turnover in the context of Andiamo Trattoria
Report structure
Dissertation structure could play an effective role in making the outline for making an outline
of the report for completing the research in the least time and cost. There are certain factors
that are considered in the report structure named introduction, literature review, research
methodology, data analysis and findings, and conclusion and recommendation.
Introduction
This section is imperative for the researcher as it could be effective for increasing the
knowledge towards different factors like research background, an overview of the industry.
These factors could be effective for systematically conduct the research (Brown, Thomas, and
Bosselman, 2015). This chapter could be effective for collecting depth information towards
the research matter. This chapter will lead to meet the aim and objectives of the research and
reach at the reliable conclusion.
Literature Review
Literature review section facilitates to the researcher to critically evaluate the theoretical data
and leads to get a favorable result. It could also support the researcher for evaluating the
research issue and make reliable data. This section critically evaluates concepts, models, and
theory for getting reliable information. Moreover, there are different tools and techniques,
which are practiced for collecting theatrical data towards the research matter named journals,
articles, books, and online and offline sources. The literature review could be imperative for

comprehending research and make reliable information. This section could also be imperative
for the researcher as it support to identify gaps and make accurate solution in the favor of
specified research matter (Darvishmotevali, Arasli, and Kilic, 2017).
Research Methodology
The research methodology chapter could be effective for selection of a particular tool to get a
favorable outcome with respect to the research issue. In addition, it is also examined
research methodology could consider different tools and techniques like research strategy,
research approach, research philosophy, research design, research types, data collection, data
analysis method, ethical consideration, sampling, and research limitation. It could be
imperative for getting reliable information towards the research concern (Deery and Jago,
2015).
Data Analysis and Findings
In this section, the organization would be capable to determine the collected data by
considering different tools of data analysis named qualitative and quantitative data analysis
method. Further, it is evaluated that the qualitative data analysis method could evaluate
conceptual information about the research issue. In addition, the qualitative data is collected
by considering certain sources like literature review method, content analysis method, and
case study analysis method. Moreover, the quantitative data analysis method could be
imperative for evaluating numerical information towards the research issue. It is also
addressed that the quantitative data evaluation method consider creation sources like chart,
bar, table, and graph. It could be effective for the presentation of the collected data and
getting reliable data (Deery and Jago, 2015).
Conclusion and Recommendation
This section could be effective for concluding the whole research into summarizing form. It
could be a short form of the whole study. In addition, it can also recommend many strategies

for improving employee turnover from the organization to reach a valid conclusion. It could
also be imperative for the attainment of the organizational task (Gatling, Kang, H.J.A. and
Kim, 2016).

Chapter 2: Literature review
RO1: To understand the meaning and concept of the employee turnover
According to Guchait, Cho, and Meurs, (2015) employee turnover is defined by the
percentage of an employee who leaves the firm and is replaced by the new workforces.
Measuring the employee turnover can be effective for managers that want to assess the reason
for turnover and assess the cost to hire for budget intentions. In addition, it is examined the
high turnover means a firm is losing a moderately high percentage of workforces each year as
compared to numbers of people that are hired and employed by the company. Guchait,
Paşamehmetoğlu, and Madera, (2016) stated that the effects of high employee turnover are
negative in case of poor performance.
On the other side, Guchait et al. (2016) defined as the employee turnover can be referred to as
an employee who voluntarily leaves their jobs and can replace the job. Employees leave their
companies for getting higher pay but there are many other factors that contributed as well and
unfavorable effects of employee turnover should encourage managers to gain retention.
Measuring employee turnover could be effective for employers that want to assess the reason
for turnover and estimate the cost to hire for budget intentions.
RO2: To comprehend the causes of employee turnover in the context of Andiamo Trattoria
Causes of employee’s turnover
According to Han, Bonn, and Cho, (2016) employee turnover can increase when employees
feel treated unfairly in comparison to other workforces. When an employee feels
disadvantaged in comparison to other workforces because of factors outside of the control of
employees then, it would have negative effects on their overall performance and motivation.
The main causes of high employee turnover are inequality and diversity policies in the
company. When employees are disadvantaged because of gender, race and religion

discrimination at the workplace and breaches of equal pay act 2010 then, they can leave the
company.
On the other side, Hofmann, and Stokburger-Sauer, (2017) evaluated that unreasonable
workload is a key cause of employees turnover. Employees felt they were unable to attain
their workload in the time they were given. This may lead to gain job dissatisfaction for
workforces and high staff turnover rates for managers. Unorganized workloads may create
frustration and stress as well as can result in a high level of stress-related absence and gained
employee turnover rates.
According to Hofmann, and Stokburger-Sauer, (2017) lack of career opportunities is also
causing high employee turnover. An ambitious workforce has a vision and wants to continue
to grow. When an organization does not offer any hope to scale the career ladder then the
company can slowly lessen, worsening the high employee turnover rates between motivated
workforces.
On the other hand, Hom et al. (2017) stated that when employees feel that they are not being
recognized and rewarded for their work then they get dissatisfy and leave their jobs. Nothing
is more annoying as compared to working hard on the job without being given credit. As a
human being, employees need recognition from bosses, and if they do not get then they
dissatisfy and leave the company.
As per the view of Jang and Kandampully, (2018) bad line management is a key cause of
high employee turnover. There are a high amount of employees who will have a bad boss
experience. One bad line manager can effectively deteriorate high employee’s turnover rates
and may affect the business. When an employee does not get an expected job then it may
cause employees turnover. Employees create a picture of the company through websites, job
advertisement, and interview procedure. In this case, a negative factor can make feel fooled
and unhappy with the actual roles that employees have been placed in. This workforce is far

likely to connect with an organization as compared to workforces who feels the job matches
the offer they get at the workplace.
In contrast to this, Jung and Yoon, (2015) evaluated that the recruitment of high amount of
employee using untrustworthy activity would lead to tremendously high employee turnover
rate and will unfavorably impact longer term current staff at the workplace. It is stated that
roles may change over time because of reorganization and smaller alteration may stack up
over time, and leaving the workforces in a position they did not wish to be placed into.
As per the view of Kalidass and Bahron, (2015) when employees do not get training
opportunities then they get frustrated and leave their organization. Hence, a company should
provide training opportunities to employees and it can involve both short-term and long-term
training program because this may lead to decline the high employee turnover. Training can
involve the smallest of efforts such as coaching and simple approach together with, the
company can use constructive feedback from management and allocated time in order to
practice and learn. When workforces feel they are not getting the support then they need to
develop themselves. They may not see the benefit to stay with high staff turnover.
On the other side, Kandampully, Zhang, and Bilgihan, (2015) evaluated that lack of faith
towards business is the key cause of employee turnover within an organization. When
employees do not feel like the business is going to provide long-term opportunities and
exciting new projects then it may dissatisfy to them. Moreover, employees can worry
regarding redundancies and pay cuts and it will make feel them like they do not have any
personal growth and development. As a result, an employee can resign the job due to their
frustration and stress.
RO3: To discover the consequence of employee turnover in the context of Andiamo Trattoria
Effects of high employee turnover

According to Kang, Gatling, and Kim, (2015) high turnover could be expensive for
corporations to manage. In addition, losing workforces may bring costs like administrative
tasks and severance pay like exit interviews. The company can go through the selection,
recruitments, and hiring procedure all over again. It is evaluated that once a company
addresses new workforces then it provides training for them. It could be costly and time-
consuming. In addition, the company has an opportunity cost that results because a new
workforce cannot immediately create the same sales and production outcomes as the previous
one.
In support of this, Karatepe (2016) stated that Low morale can be consequences of high
employee turnover. Organizational culture is the shared values and norms of a set of
workforces who work together. Motivating the employees towards sharing the vision of
business and performances at a high extent is complex when co-workers and colleagues are
vanishing all around them. In addition, workplace relationships are the key aspect of
employee’s satisfaction with work. As co-workers and friends leave then remaining
workforces constantly have to cycle via the procedure of getting to know new workforces.
On the other side, Kim, Im, and Hwang, (2015) illustrated that High turnover indicates the
basic level of experience across the business is lower. Workforces with less understanding
and experience in business will not produce effective outcome due to high employee
turnover. In a company, the efficiency of production will be lower due to high employee
turnover and it may affect the sales and service satisfaction rating. The key challenge is that
high employee turnover may contribute to the downward spiral. Since poor performance may
lead the poor business outcomes and that may force the company to freeze salaries and cut
back on the training.

Chapter 3: Research methodology
The research methodology could be effective for selecting a suitable method to collect data
and reach a valid conclusion. A researcher could use different tools and techniques for
making reliable decision that is associated with the specified research issue. These are known
as the research design, research approach, research strategy, research types, and research
design. Others are research types, data collection method, data analysis method, sampling
method, research limitation, and ethical consideration. These are discussed as below:
Research design
The research design is crucial part of research as it facilitates to get reliable data. Under the
research design different methods has been considered by the investigator named qualitative,
quantitative and mixed research design. Further, the qualitative research design could lead to
the researcher for collecting conceptual information towards the research issue. Apart from
this, the quantitative research design could obtain numerical information towards the specific
research matter. It is also evaluated that mixed research design could be effective for the
researcher to get non-numerical information and numerical information towards the research
issue (Kraak, et al., 2017).
For this study, a researcher has used a mixed research design to collect the information
towards the research issue and reach a reliable conclusion. In addition, it is also examined
that mixed research design could lead the researcher to take advantages of both qualitative as
well quantitative research design. In this, a researcher has capable to get conceptual as well as
theoretical information towards the research issue. Moreover, the researcher would also be
capable to meet the aim and objectives of research in limited time and cost.
Research approach
In the research study, two different factor are employed in the research approaches like
inductive and deductive approach. The inductive approach is effective for gathering data

form the existing or available information and meet the aim and objectives (Lee and Ok,
2016). In addition, it is also examined that the deductive approach is effective for making a
hypothesis on behalf of research issue. In addition, it is also examined that if the research is
subjective nature then the researcher has considered the inductive approach than the
deductive approach. Moreover, a deductive approach is not practiced by the researcher to
conduct this study, as there is no need to make a hypothesis. Thus, it is also evaluated that the
inductive approach is more suitable hence investigator has more considered this method and
meet the research aim and objectives.
Research strategy
Research strategy entails certain methods survey through questionnaire, content analysis
method, literature review method, observation method, and case study analysis method.
These methods are practiced for evaluating the collected data and meet the aim and objectives
of the research matter. In addition, it is examined that the researcher has used survey through
questionnaire method for evaluating opinion and views of researcher towards research issue
(Lee, Back, and Chan, 2015). Moreover, it is also examined that survey through questionnaire
could be effective for getting reliable information towards the research matter. Hence, the
researcher has given more preference to select this method. Moreover, it is evaluated that the
researcher has also considered the literature review method to evaluate the conceptual
information towards research matter. Thus, it can be said that both survey through
questionnaire method and literature review method that could be imperative to meet the aim
and objectives of the research issue.
Research types
The research could consider different kinds of methods like explanatory, exploratory, and
descriptive research design method. The explanatory research design could be effective for
collecting the first time data that could be a quite complicated process as compared to other

research methods. This method will be vital for the researcher to meet the research aim and
objectives (Lee and Mitchell, 2017). Moreover, it is also examined that the descriptive
research design could be imperative for evaluating two or more variables. In this, the
researcher has evaluated the relationship between staff turnover and organizational
performance.
Data collection method
In the research, mainly two kinds of methods are considered by the researcher to get the
information with respect to the research issue like primary and secondary data collection
method. Moreover, the secondary data collection method could be effective for obtaining the
non-numerical data towards research matter (Lu and Gursoy, 2016). Apart from this, primary
data collection could lead to getting fresh information towards the research matter. The
primary data collection method could consider different sources to get fresh information
towards research issues like survey through questionnaire method and observation method. In
addition, it is examined that the secondary data collection could consider creation sources
named online and offline sources, articles, books, and academic journals. It could also lead to
getting the information from the existing sources. It could also be effective for getting
accurate information towards the research issue. Moreover, it is also examined that the
researcher has considered both primary data collection method for as well as secondary data
collection method for collecting data and meet the aim of the research objectives. Moreover,
it is examined that both primary and secondary data collection method could be effective for
the accomplishment of the research issue (Lu and Gursoy, 2016).
Data analysis method
The data analysis method could be effective for evaluating the collected information and
reach a valid conclusion. There are different methods that are considered by the researcher
evaluate their data named Statistical data analysis method, case study, and content analysis

method. For conducting this study, the researcher has considered the statistical data analysis
and content analysis method that could be part of the qualitative and quantitative data
analysis method (Lu, et al., 2016). The statistical data analysis method is effective for
evaluating numerical information by considering different sources like bar, graphs, and
charts. It could be effective for collecting reliable information towards the research issue. The
content analysis method could be effective for evaluating conceptual information towards the
research issue and meet the research aim and objectives of the research matter.
Sampling method
Sampling method could lead the researcher to select an appropriate sample size for
conducting the research. Sampling method could consider different methods like probability
and non-probability sampling method. Moreover, the probability sampling method could give
an opportunity to the researcher to randomly select research participants to conduct the
research. In addition, it is also examined that researcher also provide an equal opportunity to
each research candidates to become a part of the research and share their opinion and views
of the research candidates towards the research issue (Luo, Marnburg, and Law, 2017). Apart
from this, the non-probability sampling method could enable to select research candidates by
considering different factors like age, gender, education, experience, and region. For this
study, the researcher has considered the probability sampling method to conduct the research
and meet the aim and objectives of the research matter. This sampling method is more
suitable as compared to the non-probability sampling method as compared to other research
matter. It is because this method could be more imperative as compared to other research
matter. For this research, research has selected 23 employees of ANDIAMO TRATTORIA to
complete their aim and objectives. Through this, the researcher will also be capable to
comprehend the opinion and views of employees towards research matter. In addition, it is

examined that the researcher could also be capable to comprehend the research issue in the
least time and cost (Mansour and Tremblay, 2018).
Research limitation
Research limitation could negative impact on overall performance and result of the reserach.
There are certain factors, which could be restrain investigator to conduct their study and
systematically conduct the research such as time, cost, and resources. Moreover, it is
evaluated that such factors could lead to declining the opportunity of getting a reliable result.
Moreover, it is evaluated that specified time could bounded to researcher for performating the
research activities and meet their aim in the least time that could decline opportunity to
accomplish their task in limited time and cost (McPhail, et al., 2015).
Ethical consideration
Ethical consideration could lead to operating the business in the systematic matter. In
addition, it is examined that there are certain factors that could be considered by the
investigator like university guidelines, plagiarism, and references. Research has also used the
ethical norms 2008 wherein researcher has been capable to secure personal information of the
research participants and make a reliable decision in the context of current matter (McPhail,
et al ., 2015).
Close-ended interview questions
Survey through questionnaire
Demographic factor
Please tick mark your gender
A. Male
B. Female
Please mark on your age-group
A. Under 24

B. 25-29 years
C. 30-34 years
D. More than 34
Please mark your experience
A. Less than 1 years
B. 2-5 years
C. 6- 11 years
D. More than 11 years
RO1: To understand the meaning and concept of the employee turnover
Do you agree that employee turnover is defined as the percentage of an employee who leaves
a company and is replaced by new workforces?
A. Strongly disagree
B. Disagree
C. Neutral
D. Agree
E. Strongly agree
In your opinion, high turnover means a company is losing a moderately high percentage of
workforces each year as compared to numbers of people that are hired and employed by the
company?
A. Yes
B. No
Do you believe that employee turnover is defined as the percentage of employees who leave
the company and are replaced by new workforces?
A. Strongly disagree
B. Disagree

C. Neutral
D. Agree
E. Strongly agree
RO2: To comprehend the causes of employee turnover in the context of Andiamo
Trattoria
In your opinion, employee turnover can increase when employees feel treated unfairly in
comparison to other workforces?
A. Strongly disagree
B. Disagree
C. Neutral
D. Agree
E. Strongly agree
Do you believe that the main causes of high employee turnover are inequality and diversity
policies in the company?
A. Yes
B. No
Do you agree that unreasonable workload is a key cause of employee’s turnover?
A. Strongly disagree
B. Disagree
C. Neutral
D. Agree
E. Strongly agree
Do you believe that which one is the primary cause of employee turnover?
A. Unreasonable workload
B. Lack of career opportunities

C. Inappropriate line management
D. Lack of training opportunities
E. Lack of faith in business
RO3: To discover the consequence of employee turnover in the context of Andiamo
Trattoria
In your opinion, which one is a major consequence of employee turnover?
A. High Costs
B. Low Morale
C. Poor Performance
D. Management Frustration
E. Distractions
Do you agree that motivating the workforces to share the business vision and perform at
higher levels that could be complicated if co-workers and colleagues and vanishing?
A. Strongly disagree
B. Disagree
C. Neutral
D. Agree
E. Strongly disagree
Do you think that employee’s relationship is the key element of workforce satisfaction?
A. Yes
B. No

Chapter 4: Data analysis and findings
Introduction
The data analysis section could be effective for evaluating the collected information towards
the research matter. There are certain tools and techniques that could be effective to reach the
valid conclusion like statistical data analysis method and non-statistical method. In this, there
are creation sources that might be considered by the investigator like bar, table, and graphs
(Megeirhi, et al., 2018).
Demographic factor
The demographic factor could be effective for collecting personal information towards the
research scholar. In this, the researcher asks the research participants towards the age, gender,
and experience. These questions will help the researcher to make a positive relationship with
them. The obtained result is discussed by following table and chart:
Table 1: Gender
Gender
Mal
e 12
Fem
ale 11
Chart 1: Gender

50%50%
Gender
Male Female
The above table and chart depicted that the researcher has selected both female and male for
conducting this research. In this research, the researcher has selected 12 male and 11 female
to conduct this study.
Table 2: Age-group
Age-group
Under 24 3
25-29 years 5
30-34 years 13
More than 34 2
Chart 2: Age-group

Under 24 25-29 years 30-34 years More than 34
0
2
4
6
8
10
12
14
Age-group
With respect to the above table as well as chat, it is also examined that the researcher has
selected the 24-34 age group of employees for conducting this study and obtain a reliable
result. In this, the researcher has mainly considered employees who are under age group of
24. The researcher has also considered a consumer who is lying between the age group of 30-
34 years. In this, 13 out of 23 research candidates are comes in the age group of 30-34 years.
This age group of people are mainly considered due to getting reliable information.
Table 3: Experience
Experience
Less than 1 years 1
2-5 years 6
6- 11 years 15
More than 11 years 1
Chart 3: Experience

Less than 1 years 2-5 years 6- 11 years More than 11 years
0
2
4
6
8
10
12
14
16
Experience
As per the above table and chart, it is evaluated that the researcher has mainly considered an
employee who has 1 year to more than 11yeras of experience. In addition, it is examined that
the researcher has selected 6 out of 23 employees from age group of 2-5 years. In addition, it
is examined that the researcher has selected 15 out of 23 employees who have 6 to 11 years
of experience to conduct this study and collect their opinion towards the research issue.
RO1: To understand the meaning and concept of the employee turnover
In this, the researcher has asked the research participants towards the meaning and concept of
the employee turnover. The obtained outcome is discussed by the following table and chart:
Table 4: employee turnover is defined as the percentage of an employee who leaves a
company and is replaced by new workforces
employee turnover is defined as the
percentage of employee who leave a
company and are replaced by new workforces
Strongly disagree 1
Disagree 2
Neutral 1
Agree 7

Strongly agree 12
Chart 4: employee turnover is defined as the percentage of an employee who leaves a
company and is replaced by new workforces
Strongly
disagree Disagree Neutral Agree Strongly agree
0
2
4
6
8
10
12
employee turnover is defined as the percentage
of employee who leave a company and are
replaced by new workforces
As per the evaluation of above table and chart, it is also examined that 19 out of 23 research
candidates seeks that employee turnover is defined as the percentage of an employee who
leaves a company and is replaced by new workforces while 3 out of 23 research candidates
disagreed with the same statement.
Table 5: Employee turnover can increase when employees feel treated unfairly in
comparison to other workforces
Employee turnover can increase when
employees feel treated unfairly in comparison to
other workforces
Strongly disagree 2
Disagree 1
Neutral 1
Agree 7

Strongly agree 12
Chart 5: Employee turnover can increase when employees feel treated unfairly in
comparison to other workforces
Strongly
disagree Disagree Neutral Agree Strongly agree
0
2
4
6
8
10
12
14
Employee turnover can increase when
employees feel treated unfairly in comparison
to other workforces
On behalf of presented table and chart depicted that 19 out of 23 research candidates believed
that employee turnover can increase when employees feel treated unfairly in comparison to
other workforces. In addition, it is evaluated that 3 out of 23 research participants disagreed
with the same statement.
Table 6: Main causes of high employee turnover are inequality and diversity policies in the
company
Main causes of high employee
turnover are inequality and diversity
policies in company
Yes 5
No 18

Chart 6: Main causes of high employee turnover are inequality and diversity policies in the
company
22%
78%
Main causes of high employee
turnover are inequality and diversity
policies in company
Yes
No
This table and chart demonstrated that 78% of research candidates believed that main causes
of high employee turnover are inequality and diversity policies in the company while 22% of
employees disagreed with the same statement.
Table 7: Unreasonable workload is a key cause of employee’s turnover
Unreasonable workload is key cause of
employee’s turnover
Strongly disagree 2
Disagree 3
Neutral 1
Agree 5
Strongly agree 12
Chart 7: Unreasonable workload is a key cause of employee’s turnover

Strongly disagree Disagree Neutral Agree Strongly agree
2 3
1
5
12
Unreasonable workload is key cause
of employee’s turnover
From the examination of table and chart, it is found that 17 out of 23 research candidates
believed that unreasonable workload is a key cause of employee’s turnover. Apart from this,
it is evaluated that 5 out of 23 research candidates were not agreed with the same statement
while remaining candidates were not agreed nor disagreed with the same statement.
RO2: To comprehend the causes of employee turnover in the context of Andiamo
Trattoria
Table 8: primary cause of employee turnover
Primary cause of employee turnover
Unreasonable workload 1
Lack of career opportunities 1
Inappropriate line management 1
Lack of training opportunities 1
Lack of faith in business 1
All of the above 18
Chart 8: primary cause of employee turnover

Unreasonable
workload Lack of career
opportunities Inappropriate
line
management
Lack of
training
opportunities
Lack of faith
in business All of the
above
0
2
4
6
8
10
12
14
16
18
20
Primary cause of employee turnover
As per the above table as well as chart, it is illustrated that 18 out of 23 employees were
seeking that unreasonable workload, lack of career opportunities, inappropriate line
management, lack of training opportunities, and lack of faith in business are the primary
causes of employee turnover while 5 out of 23 research candidates disagreed with the same
statement.
Table 9: a major consequence of employee turnover
which one is major consequence
of employee turnover
High Costs 1
Low Morale 1
Poor Performance 1
Management Frustration 1
Distractions 2
All of the above 17
Chart 9: the major consequence of employee turnover

High Costs Low Morale Poor
Performance Management
Frustration Distractions All of the
above
0
2
4
6
8
10
12
14
16
18
which one is major consequence of employee
turnover
On the basis of above the table and chart, it is examined that 17 out of 23 employees believed
that high costs, low morale, poor performance, management frustration, and distractions are a
major consequence of employee turnover while others disagreed with the same statement.
While, other were seek particular one factor for employee turnover.
Table 10: Motivating the workforces to share the business vision and perform at higher
levels that could be complicated if co-workers and colleagues and vanishing
Motivating the workforces to share the
business vision and perform at higher levels
that could be complicated if co-workers and
colleagues and vanishing
Strongly disagree 1
Disagree 1
Neutral 1
Agree 7
Strongly agree 13

Chart 10: Motivating the workforces to share the business vision and perform at higher
levels that could be complicated if co-workers and colleagues and vanishing
Strongly
disagree Disagree Neutral Agree Strongly agree
0
2
4
6
8
10
12
14
Motivating the workforces to share the business
vision and perform at higher levels that could be
complicated if co-workers and colleagues and
vanishing
In the context of above table and chart, it is illustrated that 20 out of 23 research participants
believed that motivating the workforces to share the business vision and perform at higher
levels that could be complicated if co-workers and colleagues and vanishing while 3
disagreed with the same statement.
Table 11: employee’s relationship is the key element of the workforce satisfaction
employee’s relationship is
the key element of the
workforce satisfaction
Yes 20
No 3
Chart 11: employee’s relationship is the key element of the workforce satisfaction

87%
13%
employee’s relationship is the key
element of the workforce
satisfaction
Yes
No
This table and chart, it is evaluated that 87% of research candidates were seek that
employee’s relationship is the key element of the workforce satisfaction while 13% of
participants disagreed with the same statement.

Chapter 5: Discussion
RO1: To understand the meaning and concept of the employee turnover
As per the evaluation of survey through the questionnaire, it is also found that a large number
of research candidates believed that employee turnover is defined as the percentage of an
employee who leaves a company and is replaced by new workforces.
These findings were favored by the opinion of Mohsin, Lengler, and Aguzzoli, (2015) as it is
evaluated that employee turnover could be determined as the workforce percentage who quit
their organization and is replaced by new employees. In addition, it is also stated that
employee turnover could be positive for one organization while negative for another
organization.
On the basis of the survey through the questionnaire, it is also addressed that a large number
of participants were believed that high turnover means a company is losing a moderately high
percentage of workforces each year as compared to numbers of people that are hired and
employed by the company.
These findings were supported by the view of Murphy, et al (2018) as it is examined that
higher turnover means an organization is a decline in their turnover rate of employees in the
years as compared to the hiring people that mean the poor performance does not affect the
employee turnover.
On behalf of the survey through a questionnaire, it is addressed that most of the research
candidates believed that employee turnover is defined as the percentage of employees who
leave the company and are replaced by new workforces.
RO2: To comprehend the causes of employee turnover in the context of Andiamo
Trattoria
These findings were supported by the opinion of Nei, Snyder, and Litwiller, (2015) as it is
examined that workforce turnover could be determined as the employee percentage that

leaves the organization and is replaced by the new employees. Evaluating the workforce
turnover could be imperative for the workforces that want to evaluate the cause for turnover
and the budget to hire for the intention of the budget.
As per the evaluation of the survey through a questionnaire, it is addressed that most of the
research candidates believed that employee turnover can increase when employees feel
treated unfairly in comparison to other workforces.
These findings were supported by the view of Özduran and Tanova, (2017) as it is illustrated
that workforce turnover could increase is the workforces could feel treated unfairly as a
comparison to other employees. If the employee feels that the organization has not given
equal opportunity then they feel demotivated and it could negatively impact on the overall
situation of the firm.
On the basis of the survey through the questionnaire, it is also stated that some of the research
candidates also believed that the main causes of high employee turnover are inequality and
diversity policies in the company.
These findings were supported by the opinion of Paek, et al. (2015) as it is illustrated that a
higher workload could be a key cause of employee turnover. Moreover, it is also examined
that workforces felt that they were unable to accomplish their workload in the time as they
were given.
As per the evaluation of survey through a questionnaire, it is addressed that most of the
researcher could believe that there are certain causes of employee turnover named
unreasonable workload, lack of career opportunities, inappropriate line management, lack of
training opportunities, and lack of faith in business.
These findings were supported by the opinion of Pang, Kucukusta, and Chan, (2015) as it is
stated that if the organization does not provide the opportunity to the employee in the

working place they it could enhance the possibilities of employee turnover that would also
impact on the employee performance.
RO3: To discover the consequence of employee turnover in the context of Andiamo
Trattoria
As per the evaluation of survey through the questionnaire, it is found that a large number of
research candidates believed that there are many consequences of employee turnover like
High Costs, Low Morale, Poor Performance, Management Frustration, and Distractions.
Some of the research candidates also believe that motivating the workforces to share the
business vision and perform at higher levels that could be complicated if co-workers and
colleagues and vanishing. Most of the research candidates believed that employee’s
relationship is the key element of workforce satisfaction.
These findings were supported by the view of Prayag and Hosany, (2015) as it is stated that
organizational culture could share the values and norms of the workforce set that will be
worked together. An organization could inspire their employees for attaining the goal of the
organization in the least time and cost.

Chapter 6: Conclusion and recommendation
Conclusion
To understand the meaning and concept of the employee turnover
With respect to the above discussion, it can be summarized that employee turnover is defined
as the percentage of the employee who leaves a company and is replaced by new workforces.
It can also be concluded that high turnover means a company is losing a moderately high
percentage of workforces each year as compared to numbers of people that are hired and
employed by the company. It can also be illustrated that employee turnover is defined as the
percentage of employees who leave the company and are replaced by new workforces.
To comprehend the causes of employee turnover in the context of Andiamo Trattoria
As per the above interpretation, it can be summarized that employee turnover can increase
when employees feel treated unfairly in comparison to other workforces. It can also be
illustrated that the main causes of high employee turnover are inequality and diversity
policies in a company. Moreover, it can be examined that unreasonable workload is a key
cause of employee’s turnover. It can also be illustrated that there are certain causes of
employee turnover that is raised in the organization named unreasonable workload lack of
career opportunities, inappropriate line management, lack of training opportunities, and lack
of faith in business.
To discover the consequence of employee turnover in the context of Andiamo Trattoria
With respect to the above interpretation, it can be summarized that there are certain
consequences for employee turnover named High Costs, Low Morale, Poor Performance,
Management Frustration, and Distractions. It can also be concluded that motivating the
workforces to share the business vision and perform at higher levels that could be
complicated if co-workers and colleagues and vanishing. It can also be concluded that an
employee’s relationship is the key element of workforce satisfaction.

Recommendation
RO1: To understand the meaning and concept of the employee turnover
As per the view of Qiu, et al. (2015) company should hire the right people to decline the high
employee turnover. Good company culture may begin at the hiring procedure. It should
ensure job description is comprehensive and honest during the interview. It can also focus on
training and incorporating the new hires into the team.
RO2: To comprehend the causes of employee turnover in the context of Andiamo Trattoria
On the other side, Ram (2018) evaluated that a company can use employee engagement
programs in order to decline the high employee turnover. Employee recognition and reward
program can provide a near-instant outcome for business to struggle with high employee
turnover. The company can strive for something to attain the objectives.
RO3: To discover the consequence of employee turnover in the context of Andiamo Trattoria
As per the view of Saito, et al. (2015) company can provide a growth program and training
opportunities to workforces that can avoid the high employee turnover. Workforces want to
be better at their job, however sometimes need supports of managers to get on the right path.
A minor investment of time for the training program and solid growth can impact on high
employee turnover.

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