University of X - Aviation Industry Employee Turnover Analysis Report

This report delves into the critical issue of employee turnover within the aviation industry. The analysis, based on secondary and primary data, highlights a significant lack of trained personnel and managerial shortcomings. The study reveals that managerial negligence, corruption, and unequal distribution of workload contribute to employee dissatisfaction and turnover. Low pay is also identified as a key factor. To address these issues, the report recommends improving managerial effectiveness, ensuring fair distribution of work, and establishing open communication channels. Furthermore, the report suggests implementing on-the-job training programs and conducting joint workshop sessions for both managerial and ground-level employees to enhance communication, foster healthy competition, and improve employee performance. Annual assessments incorporating employee feedback are also recommended to mitigate communication issues and address training inadequacies.

Running head: EMPLOYEE TURNOVER IN AVIATION INDUSTRY
EMPLOYEE TURNOVER IN AVIATION INDUSTRY
Name of Student
Name of University
Author Note

1EMPLOYEE TURNOVER IN AVIATION INDUSTRY
Conclusion
The secondary data analysis and subsequent primary data analysis indicates that the
aviation industry is subject to a situation where there is an acute lack of trained individuals.
Adding to that it was perceived that incapacity in managerial levels of the organization arising
out of either negligence or corruption or both act to put pressure on employee, inciting them to
leave the organization. The primary data analysis suggested that participant managers lacked the
willingness to take responsibility for the turnover and failed to provide adequate insight
regarding what their organizations were doing to keep track and mitigate concerns of the
employees. A key finding from the secondary analysis highlights that the workers in aviation
primarily happen to come from low income backgrounds and hence are liable to exploitation by
the manager who take advantage of their elevated position over the desperate employees and
shun their own responsibilities. Therefore, there is an unequal distribution of workload putting
too much pressure and eventually burnout on some while none at all on a privileged few.
Additionally, low pay is also recognized as a cause for turnover as suggested by both secondary
and primary analysis. All this contributes to dissatisfaction among the employees and that
coupled with the high competition in the market leads to employees tending to leave the job
whenever other opportunities arise, which are plenty.
Recommendations and Implementation
It is felt that perhaps focusing on the effectiveness of the managerial and putting up
checks which even the playing field for the managerial and ground level employees could serve
to strengthen the operational efficiency and thus ease the workload of the employees by making
sure that there is even distribution of work and more open lines of communication allowing for

2EMPLOYEE TURNOVER IN AVIATION INDUSTRY
equal scopes for recognition of those who are performing well or may be showing the potential
to do better if given the chance to do so. Additionally, lack of proper training being yet another
issue, the organization could organize some contingency on job training plan, which could act to
provide real time training to the employees, in handling the high pressure, high workload
environment in a balanced and efficient way.
Keeping in mind these two recommendations, the organization could plan and conduct
periodic joint workshop sessions for its managerial and ground level employees. Engaging the
old and new staff for both managerial and ground level staff could act to boost communication
and healthy competition within the organization, strengthening bonds while providing learning
opportunities for all. Furthermore they could conduct annual assessments and take into account
employee feedback to regulate the performance of all its levels. This could work to mitigate the
communication issues and issues that newcomers face due to inadequate training.