Research Report: Analyzing Staff Turnover at Andiamo Trattoria (2019)
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This report investigates the issue of high staff turnover at Andiamo Trattoria, a restaurant established in 1997. The research encompasses an introduction, literature review, methodology, data analysis, and conclusions. The study aims to identify the reasons behind staff turnover and its effects, utilizing both primary and secondary data collection methods, including surveys and interviews. The report explores the meaning and concept of employee turnover, its causes (such as inequality, unreasonable workload), and consequences, supported by statistical data analysis using MS-Excel. The findings are discussed in detail, and the research concludes with recommendations for improving employee retention, including training and development programs, effective compensation plans, and employee engagement strategies to address the challenges and improve organizational performance. The report also includes tables and charts to visually represent the data collected.
Travel and tourism
STAFF TURNOVER AT ANDIAMO TRATTORIA
JANUARY 12, 2019
STAFF TURNOVER AT ANDIAMO TRATTORIA
JANUARY 12, 2019
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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.
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
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
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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
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
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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
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
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
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Do you want full access?
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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
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
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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 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).
also be imperative for the attainment of the organizational task (Gatling, Kang, H.J.A. and
Kim, 2016).
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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
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
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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
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
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
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