A Study of Employee Retention Management at Emirates NBD Bank

This report is a comprehensive study of employee retention within Emirates NBD, a major banking group in the UAE. The research delves into the crucial aspects of employee retention, including the impact of leadership styles, the effectiveness of training and development programs, and the role of incentives in motivating and retaining talented employees. The study examines the background of employee retention, its significance, and the research questions guiding the analysis. The literature review explores existing research on employee retention, leadership styles, incentives, and training programs. The methodology outlines the research approach, data collection methods, sampling techniques, and data analysis strategies employed. The data analysis chapter presents the findings, potentially including questionnaire responses and interpretations. Finally, the conclusion and recommendations chapter summarizes the key findings and suggests strategies for improving employee retention within Emirates NBD, offering valuable insights for organizational improvement. The report is available on Desklib, a platform dedicated to providing AI-powered study tools and resources for students, offering past papers and solved assignments.

A STUDY OF
MANAGEMENT AND
MEASUREMENT OF
EMPLOYEE RETENTION
AT EMIRATES NBD

Table of Contents
CHAPTER -1 ..................................................................................................................................4
INTRODUCTION...........................................................................................................................4
Background .................................................................................................................................4
Aims and objectives ....................................................................................................................4
Research Questions .....................................................................................................................5
Rationale .....................................................................................................................................5
Significance..................................................................................................................................5
Structure ......................................................................................................................................6
CHAPTER-2....................................................................................................................................7
LITERATURE REVIEW................................................................................................................7
CHAPTER-3..................................................................................................................................13
RESEARCH METHODOLOGY ..................................................................................................13
Research type.............................................................................................................................13
Research approach.....................................................................................................................13
Research philosophy..................................................................................................................14
Data collection...........................................................................................................................14
Sampling....................................................................................................................................15
Data analysis..............................................................................................................................15
Ethical consideration..................................................................................................................16
Validity and reliability...............................................................................................................16
Research limitations ..................................................................................................................17
CHAPTER-4..................................................................................................................................18
DATA ANALYSIS .......................................................................................................................18
CHAPTER-5..................................................................................................................................31
CONCLUSION AND RECOMMENDATIONS..........................................................................31
REFERENCES..............................................................................................................................34
APPENDIX....................................................................................................................................37

CHAPTER -1
INTRODUCTION
Background
Employee retention refers to an organizational goal of retaining the talented employees
and in reducing the turnover through fostering positive work environment for the purpose of
promoting their engagement and participation. It is been done by showing an appreciation to the
employees and in facilitating the competitive pay and the benefits in order to maintain a healthy
balance in the work life. In other words it means several practices and the policies that lets an
employees stick towards an enterprise for the longer period of the time. Almost every
organisation invests the money and the time in grooming a new candidate, making him ready as
the corporate material and in bringing him at the equal level of an existing employees. In other
sense it referred as an ability of the company in retaining its employees within the organization
or at the workplace for a longer period.
The present research study is based on Emirates NBD, a biggest and largest banking
group within the region that was formed on 16th October 2007 at the time when shares of
Emirates were been officially listed on Financial market of Dubai. The merger of Emirates NBD
2007 took place between the EBI and the National Bank of the Dubai that became as regional
consolidation for the finance as well as banking sector. This company believes well being of
their employees that is directly tied with achieving healthy balance in the work-life. At the
Emirates NBD, employees are been encouraged in taking off with the respect to bound with their
respective newborns and in supporting the spouses at the time of the important life event.
Furthermore the study highlights the methods and reviewing impact of the leadership styles and
the development programs towards managing and measuring for an employee retention.
Aims and objectives
Aim
To assess the management and the measurement of an employee retention within the
management of NBD at the Emirates
Objectives
 To determine the role and impact of leadership style pursued by the management of Emirates
NBD in managing and retaining talented employees.

 To determine the role of training and development programs provided by the management of
Emirates NBD in enhancing the KSAs (knowledge, skills and abilities), and retaining the
talented employees.
 To determine the role and impact of incentives provided by the management of Emirates
NBD in motivating and retaining talented employees.
Research Questions
Q1: Does the leadership style pursued by the management of Emirates NBD impacts the
motivation and job commitment of its talented employees?
Q2: Does the provision of incentives that are given by Emirates NBD to the talented employees
helps the company to retain them in the long-run?
Q3: Does the training and development programs provided by Emirates NBD helps it to retain its
talented staff successfully?
Rationale
The reason behind conducting this study is to analyse the ways in which company
manages retention of the employees at the workplace. This had become a current issue in
Emirates that is been faced by the employers and it is crucial for them to overcome this issue as
it is seen as more effective and efficient in retaining a productive employee rather than
recruiting, orienting and training the replacement employee of a similar quality. As per the
current trend it has been seen that employees that are based in UAE are changing employers in
the year 2015 with a rate as 57% intending in doing so in the year 2016 and a greater rate than
global one. The main grounds regarding leaving an employment are seen as universal mainly
because of low perceived salary, lack of the job security and the prospects of poor career are
counted as the major drivers.
Significance
It sees as very critical in retaining a positive and the motivated employee for achieving
organizational success. Higher rate of employee turnover results in increasing expenses and is
also having a negative effect on the morale of an enterprise. Executing programs for employee
retention is counted as an effective manner in making sure that pivotal workers remains as
employed at the time of employing and maintaining the productivity and the performance of the
job.

Structure
Chapter 1: Introduction
In the first chapter, the study describes background relating to employees retention and
the overall aims and the objectives that are been framed in accordance to the research issue or
topic. It also involves the main reasons behind conducting the research study and the scope of the
research report.
Chapter 2: Literature Review
After providing an overview about the project, in the next chapter various themes are
been prepared on the basis of the objectives framed. It includes review of all the measures and
effect of different factors that leads to management and the measurement of an employee
retention in the organization. It states the better view regarding various aspects that are
incentives, leadership style and development programs that helps in retaining the employees in
the company for the longer time period.
Chapter 3: Research Methodology
In this chapter, several appropriate methods and the tools are been used for making the
research study more reliable and meaningful. Under this, the reasons are also been stated of
choosing the most suitable method in assessing the research problem adequately.
Chapter 4: Data Analysis
By employing different methods, in the next chapter data is been analysed by structuring
the questionnaire and framing themes based on the responses of the participants. Moreover,
graphs and an interpretation has been stated based on previewing the literature and the answers
of the respondents.
Chapter 5: Conclusion and Recommendation
It is the last chapter that provides for a summary of the research report by concluding all
the important elements of the study so that a summarized statement could be prepared in respect
of overall or an entire study. Moreover, it facilitates the steps that need to be taken by the
company in terms of the corrective measure for improving the employee retention within the
firm.

CHAPTER-2
LITERATURE REVIEW
Theme 1 : Understanding concept of Employee Retention
In view of Ahammad and et.al., (2016), it has been represented that for retaining the
talented work force, an organization has to create positive work environment for the conducive
or an efficient working. A study assessed that the successful enterprises shows a high dignity and
respect to their employees and seeks for making flexible policies for the betterment of an
employees so employee engagement level could be achieved. It has been seen that employee
retention is the practice that employer takes for preventing job switching of their respective
employees. It is the described that the retention refers to an effort through which an employer
makes for some good policies in retaining the talented employees in achieving goals and success
of organization. Talented workforce is having a high worth to an entity because of their expertise
over knowledge, experience and the skills. It has been stated that organization treats it as an
assets and agrees that an effective strategies for employee retention results to the larger time span
in an entity and also encourages them in doing their respective job adequately and appropriately.
Theme 2 : Identifying role and an influence of the leadership style adopted by management
in retaining the talented employees
Anitha, (2016), stated that leaders plays an important role in gaining success of an
enterprise in terms of their quality that has been motivated inducing the subordinates in
performing task in an effective manner. This in turn enables the company in retaining the best
talent for the longer time in the future periods. For instance- subordinates and the leaders are
very much correlated to each other in respect to their engagement level. Positive engagement
with the employees is gained when the leaders supports behaviour of the staff in the task of
delegation and in performing activities. Transforming the leaders with the great vision regarding
their followers creates a history in field of the subordinate retention.
Aguenza and Som, (2018), reflected that perception of the managers in relation to the
retention level of an employees in case he thinks about a followers with considering that this will
be motivating the subordinates in doing the task in a better way. Employee retention explored

that the leadership styles also has the great effect on the retention level as it directly impacts
cognitive state of an employees.
As per the Tanwar and Prasad, (2016), leadership style is been indicated as the way in
which functions of the leadership are been carried out and the way is been chosen by the
managers in behaving towards their employees. There are different theories of the leadership that
had introduced various styles of the leadership. There are mainly two major styles of the
leadership that is task oriented and the relationship oriented style of leadership. The primary
concern of the leaders who are task oriented is to achieve the defined targets of their firm.
Kossivi, Xu and Kalgora, (2016), argued that task-oriented leaders motivates their
employees in achieving its objectives by providing them an exact definition about their
respective roles, setting objectives and the evaluation criteria by specifying an instructions and
the direction with setting up of the time schedules and identifying ways through which goals
need to be achieved. Such leaders apply one-way technique in communicating with the staff
regarding their responsibilities and the duties in fulfilling their own tasks.
Presbitero, Roxas and Chadee, (2016), specified some of the activities like clarifying the
roles and the responsibilities, performance measurement, defining objectives, controlling and
planning for the short run period as of the main behaviour of these leaders. Assigning and
defining the roles with specifying the instructions or directions for the subordinates might be
considered as the motivator for the staff depending on the type of staff to which an individual is
dealing with and might be de-motivation for the others.
On the other side, main concern of the relationship-oriented leaders majorly emphasize
on developing and building an interpersonal relationship. Nica, (2016), argued that besides the
task-oriented leaders, the relationship-oriented leaders opts for a two way technique in
communicating with its staff. This is done for supporting their employees emotionally and
socially by making them feel very comfortable in workplace and in developing their careers.
One of the most critical role of the management is to create such a work environment that
endear an organization towards an employees. It also involves inducing employees decisions in
committing and remaining within the firm even in case when other types of job opportunities
existed outside the company. It has been observed by the Al Mamun and Hasan, (2017), that
leadership role and the supervisor role is critical in retention of the staff and also argues that an
employee leaves an employer and not an organization.

In viewpoint of Fletcher, Alfes and Robinson, (2018), corporation could no longer
affords to leave a responsibility in keeping an employees well performing in hands of HR
departments. Accountability and the responsibility in retaining the talent needs to bring out
towards the front line and into hands of the leaders. Skills of the leaders in developing a retention
climate, creating a culture that conveys to an employee in such a way that motivates them for
staying in the organization. Therefore, the leaders are counted as the secret weapons in respect of
keeping the valued talent for a longer term. Two-way communication is been regarded as the
core management competency and the key responsibility of the management. Leaders should
opts for a style that establishes and confirms their authority of the leadership by way of
appearing a trustworthy and the competent role. Effective leaders must guide the members in
such a manner that allows them in contributing towards an achievement of an overall group goal.
Ma, Mayfield and Mayfield, (2018), agues that an employees are seen as more likely
towards remaining with the company in case if it believes that its managers shows an interest and
the concern for them, as of they knows expectation of the superior, if they are been given the role
that fits to their capabilities and in case they are receiving a regular positive recognition and the
feedback. Quality of the relationship that is present between employee and employer depicts the
stability of an employee in the firm.
Younge and Marx, (2016), also affirms that an incompetent leaders leads to poor
performance of an employee, high stress, turnover intent, lower level of job satisfaction and job
commitment. Transformational leadership style is counted as key factor in mitigating and
reducing the turnover intentions. Thus, as per the research made, it has been evident that the
leadership style is critical in the staff retention and therefore, takes an additional care at the time
of hiring the managers along with the professional competence, managers should be tested
thoroughly for their adopted leadership style.
Theme 3 : Determining the role of the training and the development programs for inducing
an employee to work for a longer period
Seng and et.al., (2017), indicates that good exercises in relation to training and the
development could increase the retention rate as by training they could achieve their own and
also the goal of an entity in a specified time period and this in turn benefits to the rewards. In
today's dynamic world, knowledge based company focuses on training activities in order to
induce retention among the employees. For achieving competitive advantage, comprehensive

development and the training programs needs to be applied. Good and effective training
programs results to the higher rate of an employee retention. In the ever changing world, present
knowledge considers as inadequate in meeting up with a technical and the dynamic business
world. Therefore, it is the major priority of an organization in acquiring skills towards in coping
up with the changing technologies. This is the main reason that most of the companies takes a
proactive measures in maintaining the reservoir of the high technology staff through a
continuous restraining and the training of their respective staff. Training facilitates an employees
with the specific skills or in correcting the deficiencies in its performance, however,
development refers to an effort in providing an employees with the abilities that an organization
will be required in future periods.
Sow, Anthony and Berete, (2016) provides a job security and the training by an
enterprise are the essential determinants of an employee retention. Practices of the human
resource like training positively correlates to employee retention as practice locks an employees
in working on their jobs and this is called as an employee retention.
Ambrosius, (2018), asserted that training and development is the only strategy for an
entity in radically improving the productivity of the workforce and in enhancing their retention
by optimising the workforce. For achieving retention objective, they require to plough back the
resources into training of their personnel in order to become competitive in near future. The
employees that are not trained appropriately, there is no chance of getting promoted and has the
future that seems as bleak and this makes some of the employees looking for an alternative job
where training is been guaranteed.
As stated by Steigenberger and Mirc, (2019), employees counts education, development
and training as critical towards their entire growth and the goal achievement. They seems to be
remain motivated and build the career path in an enterprise that offers for such an opportunity. In
case if the staff training is been funded by an organization, an employee might develop moral
obligation in giving its money as worth to the company by a commitment for staying on job.
Training helps in increasing firm's specificity in relation to their employee skills that in turn rises
productivity of the staff and reduces the job dissatisfaction which contains bearing on the staff
retention. Development and training of an internal employees minimises cost that incurred in
selection, internalising, hiring the suitable people from labour market. This needs reciprocity
especially in case when an entity increases market value of its employees through using proper

training methods, staff become motivated in maintaining their jobs and in accepting more and
more responsibility.
Mitchell, Ozminkowski and Hartley, (2016), made a comparison of the rapid growth
and slower growth of the firms, through this it has been founded that the firms having rapid
growth uses training of the staff in achieving its objectives. This reflects putting more focus on
the development of the staff to the greater extent as compared to the counterparts of the slower
growth. These contributions made by the researcher that training positively relates to the job
satisfaction and retention of the staff.
Theme 4 : Role of incentives in motivating and retaining the skilled staff
Incentive refers to an act of the promise for the greater action that is called as the
stimulus to the greater action. It is something that is been given as extra or additional to the
wages. In other words, it refers to an additional remuneration or the benefit that is been
facilitated to employee in recognition of achieving better work. It provides fro a zeal or the spur
in an employees for attaining better performance and making them stable in the workplace. It
means the natural thing that no one acts without the purpose behind and therefore hopes for the
rewards is counted as a powerful incentive in motivating the employees. This type of motivation
leads to more and more employee retention in the company as higher the employees remains
motivated, greater an employee is retained in the work environment. Therefore, hope for the
reward is counted as the powerful incentive in motivating the employees. Besides the monetary
type of incentive, there present other stimuli that could drive the person in performing the task in
the better way. This involves job security, job satisfaction, job promotion and pride for an
accomplishment of the goals.
Kundu and Lata, (2017), determined that managers all over the world constantly search
for the motivational variables that enables the workers in performing optimally for attaining an
organizational goals. They make use of the monetary as well as non-monetary incentives in
ensuring an employed effectiveness at the workplace. Effectiveness of the staff involves
attainment of the goal, willingness in carrying out the assigned duties, contentment with job,
discovery and creativity, increase in the selflessness and the productivity. There present a
functional relationship between the workers effectiveness and motivation.
Khalid, (2017), reflected that effectiveness of the staff could be enhanced through an
application of the management policies that ensures a proper promotion of an associates. This

assist the company in gaining higher level of satisfaction and motivation among the staff which
in turn results in overcoming the problem of employee turnover. Employers could increase an
employee retention and an engagement through applying variety of the practical strategies that
are people focused. An effective program relating to retention embraces a variety of the policies
and the practices for creating a comfortable workplace for the employees. Reward programs or
incentive are been paid by an enterprise for retaining the potential talent in the firm. Most of the
studies noted that financial reward is counted as major extrinsic reward that covers basic needs
of an individual in earning income fro surviving, a feeling of the consistency and stability is been
developed in employees in staying for the longer time period in an enterprise.
In perspective of Nafeesa Begum and Brindha, (2019), employee incentives are been
designed for getting maximum and best performance from the staff and enables in retaining the
most productive and the talented employees. An entity could consider number of ways in
rewarding their staff with respect to their task performance, but requires to consider best
incentive for an employee in getting desired results. The three main examples of an employee
benefits includes bonus money, vacation time and the flexible schedule. Money is counted as the
strong motivator and in using the bonus money in form of incentive is seen as one way in getting
the most from the staff. Company could rewards the sales and the non-sales staff along with the
cash bonuses on the basis of an individual performance as is measures against an enterprise
determined metrics. A corporation could emphasize on the bonus program by making payment of
the bonus money on a separate basis from the base pay and an individual incentives are seen as
more and more effective than the group incentives.
Allen, (2017), suggested that an enterprise should create the system where an employees
could be able track their progress on a routine basis towards their incentive relating bonus
payments and this motivates the staff in asking the way an employee could improve its working
habits for taking an advantage of bonus payment programs.

CHAPTER-3
RESEARCH METHODOLOGY
It means the particular techniques and the procedures that are been used for determining,
selecting, processing and assessing an information about the research problem. This section
allows the scholar in studying overall reliability and the validity of the study. In other words, it
refers to the process of collecting an information and the data with an objective of making
suitable business decisions. Methodology might involves a publication research, surveys,
interviews and the other research tools that included historical as well as the current or present
information. There are several tools that are been used by the researcher at the time of
conducting the study are as follows-
Research type
It refers to systematic and the scientific process of gathering data, interpretation,
compilation analysis and an implication in respect to any of the business problem. There are
mainly two types of the research that an investigator uses in studying the nature and attributes of
the study that are qualitative and the quantitative methods (Bresler and Stake, 2017). Qualitative
method referred as the study of emotions, feelings, non-numerical and the components that are
non-quantifiable. On the other side, quantitative method describes, resolves and infers the
problem by making use of the numerical figures.
The present research report is based on the qualitative research method through which
researcher has made the analysis of all the qualitative characteristics in relation to the problem
that is analysing the measures regarding employee retention in company. This research method is
used fro providing a detail or an in-depth analysis of the recording attitudes and behaviour as per
the ranking made. It also helps in encouraging the people in expanding their responses and could
open up to the new topic that would not have been counted previously.
Research approach
It is the plan and the procedure that comprises of steps relating to broad assumption
towards detailed technique of the data collection, interpretation and the analysis. Therefore, it is
based on nature of research problem that is been addressed. The approaches in the research are
classified into two main categories that includes inductive and the deductive approach. Inductive
approach begins with an observation & theories hat are proposed towards an end of of research
processes as the result of an observation. It shows the patterns, regularities and the resemblances

in an experience are been observed for reaching to the conclusions or in generating the theory
(Fletcher, 2017). However deductive approach is seen as just reverse of the an inductive
approach as it starts with the social theory that the scholar finds compelling and thereafter test an
implication of the data. It is the approach that typically attached with an scientific investigation.
Referring to this study, an investigator has make use of inductive approach as it best suits
to the qualitative research and it is found as most suitable for studying the factors that influence
or impact the retention of an employees. This approach helps in getting the research to working
out with the probabilities and fuels for more explanations with the particular inferences and the
observation.
Research philosophy
It is the belief regarding the way by which data relating to phenomenon needs to be
gathered, used and analysed (Wiek and Lang, 2016). The two major philosophies are
interpretivism and positivism where interpretivism is stated as subjective interpretation and an
intervention in the reality while positivism is the philosophy that reflects objective viewpoint of
the study and observations.
In accordance to this study, scholar has used interpretivism philosophy as it helps in
making subject study in a better way by studying all the phenomena within their natural
environment along with acknowledging that the scientist could not avoid impacting all those
phenomena that are included in the study. The data generated regarding managing employee
retention may be attached with high level of the validity as data in such type of research tended
as honest and trustworthy.
Data collection
It is the practice of collecting and measuring an information on the variables of an
interest in established proper fashion that helps the respondent in answering the research
questions, evaluating outcomes and testing the hypotheses (Cuervo‐Cazurra and et.al., 2017). An
investigator collects the data by using mainly two sources that are primary and the secondary
data source. Primary data stated as the first-hand information that is been collected In direct
contact with the participant and also called as fresh data. On the other state, secondary sources is
counted as the data gathered from already published sources that are books, articles, journals and
the internet media.

In this report, scholar has gathered the data by using both the sources that is primary and
secondary by way of the personal interview, structuring questionnaire, survey, social media,
articles, books, magazines etc. Through these sources, researcher could be able to develop
appropriate inferences relating to an employee retention within the firm and also helps in making
the study more valid and meaningful for the other scholars and the authors.
Sampling
In terms of the research methodology, sampling refers to the group of the people, items
and the objects that are been taken from the larger population for the purpose of measurement. It
represents the population in ensuring that the findings could be generalised from research sample
to the overall population. There are majorly two types of the sampling technique that includes
probabilistic and non-probabilistic sampling. Probabilistic sampling means a tool where sample
is been taken from the larger population based on the probability theory. However, non-
probabilistic technique means where samples are collected in process that do not provide all
individuals an equal chance of getting selected.
While conducting this study, scholar has adopted purposive sampling which is classified
as the non-probabilistic sampling within which equal chance has not been given to all the
members present in the population. It is the suitable technique for identifying the various factors
that induces employee stability as it squeezes lot more information from the data that they had
been collected. It also allows the researcher in describing main impact of their findings that it
must be having on population. For this report, 20 managers are been taken as the sample acting
as the respondents in the making the study and drawing the inferences.
Data analysis
It means the systematic process that involves an application of the statistical or the logical
techniques in describing, illustrating, evaluating, condensing and recapping the data. Data could
be analysed by using two major methods that are SPSS and thematic analysis. SPSS is an
abbreviation of the statistical package for the social sciences and is been used by the researcher
in making the statistical analysis. On other note, thematic analysis is the method in analysing
qualitative data by framing various themes or the patterns within the data.
At the time of making this report, an investigator has used thematic analysis within which
different themes are been prepared in relation to the research problems that is measuring
employee retention within the business corporations. It helps in making the analysis of various

factors or an indicator that leads to the the problem of employee turnover and the corrective steps
that need to be taken by the firm for retaining their employees.
Ethical consideration
It is counted as most essential part of the research study where the scholar needs to take
care that the research participants are not been subjected to be harm in any of the manner.
With regards to this study an investigator has seek for all the ethical aspects at the time of
making the report (Liamputtong, 2016). The respondents are given full respect for dignity and
full consent has been obtained from participant by making them signed a consent form that in
turn states that no pressure has been putted on participants while filling the questionnaire.
Adequate level of the confidentiality has been ensured while conducting the research and it has
also ensured an anonymity of an individuals and the firms participating in research. The use of
an offensive, discriminatory and an unacceptable language requirements are been avoided in
framing formulation of the interview, questionnaire and group questions. Scholar had seek for
maintaining highest level of the objectivity in the discussions and an analysis throughout a
research. An Acknowledgement of the other authors work are been used in the dissertation with
use of the Harvard references in accordance to dissertation handbook.
Validity and reliability
It is stated as the concept that is been used for evaluating quality of the research and
indicates techniques, methods that are been applied in the making the study useful. Reliability is
an extent towards which same answers could be obtained by using same instruments for more
than one point of time. It is the concern where each and every time an observer is counted as the
source of the data as no certain guard over impacts subjectivity of an observer. Issues in relation
to reliability for majority of time is closely associated with a subjectivity and once researcher
adopts subjective approach regarding the study then reliability of work is seen as compromised.
However, validity relates to an extent at which the needs of scientific methods had been followed
in the process of generating the findings.
In respect of this research report, an investigator associated a high level of the reliability
by generating similar results by using various methods under the similar circumstances. This
ensures the reliability of the report in context of employee retention in an enterprise. Appropriate
methods has been adopted that provides for an accurate results which in turn enhances the
validity of the study. In order to ensure validity, scholar had chosen an appropriate time scale,

methodology and the most suitable method of sampling for making the study. The respondents or
participants are not pressurised in any of the ways for selecting the particular choices among
answer sets. Thus, it is very important for the researcher in understanding that although the
threats to the research validity and the reliability could never be eliminated entirely. On the other
side, researcher strives in minimizing the threat as more as possible.
Research limitations
It means the factors that a researcher encounters that inadvertently narrowing scope of
study. Researcher has faced difficulties in the formulation of aims and objectives and executing
the method of data collection (Page and et.al., 2017). Selecting the sample size is also been
considered as the major limitation for the scholar but by using appropriate sampling technique
that is purposive sampling, a sample has been chosen effectively. Implementation of data
collection methods because have an external and limited experience in primary data collection as
well as in secondary data. This is the great the nature of implementation of data collection
method is flawed. On the other side, scope of discussion this is very critical and another
limitation of the research. Because, researcher have not any experience for of conducting
research and producing academic paper of such a large size individually the scope and depth of
discussion in their aspects is compromised in the ample level of compared of work experience.

CHAPTER-4
DATA ANALYSIS
Theme 1: Yes, retention of employees leads to the development of an enterprise.
PARTICULARS NUMBER OF
RESPONDENTS
% OF RESPONDENTS
Yes 14 70%
No 6 30%
TOTAL 20 100%
Yes No
0
0.1
0.2
0.3
0.4
0.5
0.6
0.7
70.00%
30.00% % OF RESPONDENTS
Interpretation: From the above conducted research study from 20 managers of the
Emirates NBD tends to establish the fact among which 70% states that, retention of employees
plays a very crucial role in the development of an enterprise. Retention of employees who in turn
are highly skilled and motivated tends to play a crucial role because it helps in improving the
performance and productivity of the employees. Retention of the employees tends to benefit the
organization at the greater scale because it helps in reducing the turnover hassle and also leads to

improved morale for the employees of the organization. Retention of the employees tends to
result in effectively reducing the training time to the new employees of the company and also
helps in reduction in acquisition. It also leads to better consumer experience and reduction in cost
which leads to attainment of economies of sale and leads to higher profit for the company.
Employee retention tends to result in supporting higher productivity for the business. On the
other hand, 30% established the fact that, retention of employees within the organization tends to
result in retention of non- performing employees, group-ism within the workplace, bad working
environment, etc. Retention of old employees does not lead to development of the organization
because it does not encourage fresh blood into the organization who have innovative ideas and
skills which in turn could be beneficial for the growth of the business.
Theme 2: Strongly Agree, employee retention plays a crucial role in enhancing the
productivity.
PARTICULARS NUMBER OF
RESPONDENTS
% OF RESPONDENTS
Agree 6 30%
Disagree 4 20%
Strongly Agree 8 40%
Strongly Disagree 2 10%
TOTAL 20 100%

30.00%
20.00%
40.00%
10.00%
Agree
Disagree
Strongly Agree
Strongly Disagree
Interpretation: From the above conducted research study from 20 managers of the
Emirates NBD tends to establish the fact among which 70% (30%+40%) agreed on the fact that,
employee retention plays a very crucial role in enhancing the productivity of the organization.
Employee retention helps in reducing the training cost and also helps in improving the morale of
the employees. This in turn leads to improved quality of work and helps in reducing turnover in
order to attain organisational benefits. Employee retention leads to higher productivity because it
leads to high morale to the employees. It is very useful in attainment of higher operational goals
and also leads to lower cost associated with the training. Employee retention is useful in
retaining dedicated experts who in turn leads to higher growth and sustainability. On the other
hand, 30% (20%+10%) disagreed and stated that, employee retention tends to lower the
productivity because it leads to repetitive ideas and work. This not leads to adaptation of more
skilled and experience worker which in turn hampers the performance and productivity of the
organization.
Theme 3: Yes, training and the development programs helps in improving the skills and the
competencies of your employees.
PARTICULARS NUMBER OF
RESPONDENTS
% OF RESPONDENTS
Yes 17 85%

No 3 15%
TOTAL 20 100%
Yes No
0
0.1
0.2
0.3
0.4
0.5
0.6
0.7
0.8
0.9 85.00%
15.00%
% OF RESPONDENTS
Interpretation: From the above conducted research study from 20 managers of the
Emirates NBD tends to establish the fact among which 85% states that, training and development
is considered to be as an effective activity which is very useful in enhancing the skills and
knowledge of the workers present in the company. Training and development programs like
quality training, professional training, managerial training, technical training, quality training,
soft skills training, safety training, etc. is considered to be very useful in improving the
individual skills which in turn helps in delivering the best possible services in order to attain
higher operational goals. Training and development programs tends to be more expensive which
is very useful in improving future performance and employee growth. Training and development
programs are considered to be beneficial because learning new competency skills helps in
increasing job satisfaction and morale of employees. It also tends to result in financial gain and
helps in adaptation to new technology which also results in increased innovation in product
strategies. Remaining 15% said that, training and development programs are considered to be the
time consuming process and is also considered to be one of the most expensive process.
Employees in the organization do not coordinate and also people do not have the motivation to

learn and adapt to new things. Some employees in the organization do not find training and
development programs valuable.
Theme 4: Every Quarterly employees have been rewarded for their excellence and
achievements in the organisation.
PARTICULARS NUMBER OF
RESPONDENTS
% OF RESPONDENTS
Monthly 6 30%
Quarterly 7 35%
Half yearly 3 15%
Annually 4 20%
TOTAL 20 100%
30.00%
35.00%
15.00%
20.00%
Monthly
Quarterly
Half yearly
Annually
Interpretation: From the above conducted research study from 20 managers of the
Emirates NBD tends to establish the fact among which 35% states that, employees in the
organization has been rewarded and appreciated every quarterly for the excellent performance
and achievements within the company. Employees in the organization can be rewarded both in
monetary and non- monetary rewards. Non- monetary rewards in the company mainly includes

appreciation, praise, recognition, holiday package, etc. Monetary rewards like additional bonus
shares, wage incentives, pay allowances, bonus, co- partnership, perquisites, retirement benefits,
etc. in order to appreciate employees of the organization in order to feel motivated. This way
helps employees feel they have been appreciated and in turn feel motivated to improve their
performance on particular work. Rewarding employees tend to result in rise in job satisfaction
and rise in the productivity levels. Employee recognition and rewarding is considered to be one
of the most powerful way of feedback and appreciate employees with the organizational setting.
This in turn helps in boosting up their motivation which leads to higher productivity. This also
helps in retaining prospective and skilled employees within the company to attain higher
operational productivity. Other 30% employees have been rewarded monthly. Also, 15%
employees has been rewarded half- yearly and remaining 20% have been rewarded annually.
Theme 5: Employees within the workplace are highly satisfied with the facilities which are
provided by an entity.
PARTICULARS NUMBER OF
RESPONDENTS
% OF RESPONDENTS
Satisfied 5 25%
Dissatisfied 4 20%
Highly satisfied 8 40%
Highly dissatisfied 3 15%
TOTAL 20 100%

25.00%
20.00% 40.00%
15.00%
Satisfied
Dissatisfied
Highly satisfied
Highly dissatisfied
Interpretation: From the above conducted research study from 20 managers of the
Emirates NBD tends to establish the fact among which 65% (25%+40%) states that, that the
employee is the most important asset in company and it is necessary to ensure that they work in a
satisfied manner. They further stated that incentive are not the only role players in increasing the
satisfaction and motivation level of the employees. The facilities and the work culture is also a
major role players. They stated that developing flexibility in the working practices such as
working from home, facilities to women and giving leave allowances such as maternity and
paternity leaves are also an additional factor in increasing the flexibility of working.
Contrary to the point above, there are around 15% employees who are highly dissatisfied
and have reflected that these facilities should not be provided in every situation as it tends to
make employee less disciplined where they think that this flexibility will help them in addressing
every situation that they might face in the workplace. they further stated that this these policies
should be adopted only when there are some genuine p0robles that the employees are facing and
this will help them in understanding that the flexibility can be used only in some selected cases.
Theme 6: Lower career growth, is considered to be one of the most influencing factor for an
employee to leave the firm.
PARTICULARS NUMBER OF
RESPONDENTS
% OF RESPONDENTS

Lower salary 4 20%
Negative behaviour of
supervisor
5 25%
Lower career growth 8 40%
Work load 3 15%
TOTAL 20 100%
20.00%
25.00% 40.00%
15.00%
Lower salary
Negative behaviour of
supervisor
Lower career growth
Work load
Interpretation: From the above conducted research study from 20 managers of the
Emirates NBD tends to establish the fact among which 40% states that, that there are certain
aspects which always tend to impact the employees working in the organisation in a negative
manner. The respondents stated that lower or unsatisfactory wages, lack of any cooperation or
assistance form the supervisors and mentors, negative work culture, unnecessary punishments
and penalties are some of the factors that create a negative work environment and force an
employee to leave the companies with such toxic work environment. The 15% employees even
stated further stated that an organisation should try to avoid exerting the employee too much and
the environment should always be friendly where the employee does not hesitates to approach
their senior when faced with any difficulty. However, there were certain respondents who state

that these punishments and a stricter environment helps in improving the work quality of the
workers where they try to maximize the productivity so that no penality are imposed. It can be
suggested that there should be an appropriate balance between the strictness and the learning
environment in the workplace so that the employees can learn without loosing the discipline.
Theme 7: Yes, organisation pays more and more attention to the incentive plans that is been
offered to your employees.
PARTICULARS NUMBER OF
RESPONDENTS
% OF RESPONDENTS
Yes 13 65%
No 7 35%
TOTAL 20 100%
Yes No
0
0.1
0.2
0.3
0.4
0.5
0.6
0.7 65.00%
35.00%
% OF RESPONDENTS
Interpretation: From the above conducted research study from 20 managers of the
Emirates NBD tends to establish the fact among which 65% states that, organization tends to pay
key attention to the various incentive plan which is very useful in motivating employees in order
to exceed their expectations and in turn is useful in future growth of the business. Incentive plans
are considered to be very useful in effectively promoting exceptional behaviour for the particular

specific period. Incentive plans are very useful because it helps in attracting potential employees
to the organization which in turn is considered to be useful in encouraging company loyalty.
Incentive plans can be classified into individual incentive plan and group incentive plan.
Individual incentive plan is an effective scene where employees in the organization have been
paid incentive on the basis of individual output and performance. On the other hand, group
incentive plan is considered to be as an effective scheme because it is very useful in promoting
team work. The bonus of the employee is highly dependent on the output and the performance of
the whole team. Remaining 35% employees within the organization states that, not much
attention has been paid to the incentive plans because it leads to disputes among the employees
and also results in several malpractices within the workforce in order to earn higher money.
Theme 8: All time, execution of 3 R's that is respect, recognition and rewards will result in
increasing retention of your employees.
PARTICULARS NUMBER OF
RESPONDENTS
% OF RESPONDENTS
Never 2 10%
Sometimes 3 15%
Most of the time 5 25%
All time 10 50%
TOTAL 20 100%

10.00%
15.00%
25.00%
50.00%
Never
Sometimes
Most of the time
All time
Interpretation: From the above conducted research study from 20 managers of the
Emirates NBD tends to establish the fact among which 50% states that, execution of 3 R's that is
respect, recognition and rewards will result in increasing retention of your employees. All these
three elements are considered to be the core pillars for retaining employees within the
organization. Every individual tends to hold self esteem or respect as the high regard. This helps
in boosting up the motivation level in order to work with full enthusiasm within an
organizational context. Respondents established the fact that, Recognition is also one of core
pillars which helps in boosting the morale of the employees. Recognizing and appreciating
employees in the organization and giving attention to their ideas helps employees feel valued
within the organizational context. Employee recognition is very useful because it helps in
supporting the goals and values attached with the organization. Appreciation is considered to be
one of the fundamental need which in turn is very useful in retention of employees within
workforce. Reward or giving extra perk to the employees is considered to be directly related with
the out and production of the organization. Setting up of the small bonuses is considered to be
one of the most pivotal role in effectively retaining employees in the organization. This in turn
helps employees to carry out their work with more passion and sincerity. Having a good reward
system is considered to be very useful in keeping employees of the organization motivated and
loyal to the company. Reward management is considered to be one of the effective measure for

retaining employees because it helps in motivating employees to work harder and attain
organizational goals.
Theme 9: Democratic style of leadership tends to be most effective in gaining stability of an
employee in the work environment.
PARTICULARS NUMBER OF
RESPONDENTS
% OF RESPONDENTS
Transformational leadership
style
3 15%
Autocratic style 5 25%
Democratic style 7 35%
Visionary style 2 10%
Laissez Faire style 3 15%
TOTAL 20 100%
15.00%
25.00%
35.00%
10.00%
15.00%
Transformational leadership
style
Autocratic style
Democratic style
Visionary style
Laissez Faire style
Interpretation: From the above conducted research study from 20 managers of the
Emirates NBD tends to establish the fact among which 35% states that, Democratic style of
leadership is considered to be one of the most effective in gaining stability of an employee in the

work environment. It is considered to be as the participative or shared leadership style, where the
employees of the organization tends to focus on sharing their viewpoints and ideas which in turn
eventually helps in attaining higher operational goals. Considering employees in decision making
process is one of the most effective measure to gain stability of employees within the work
environment. Other 25% said that, autocratic leadership style is an effective way to gain stability
of an employee in the work environment because the leaders in the organization tends to focus
on controlling all the decision and only takes little input within from the group members.
Autocratic leaders tend to focus on making effective choices which is highly based on the
judgements and ideas in order to attain higher operational goals and objectives. 30% (15%+15%)
said that, transformational leadership and Laissez Faire style are also considered to be effective
leadership styles. Transformational leadership style helps in motivating, encouraging and
inspiring employees of the company in order to create and innovate change which in turn helps
in shaping the future success of the organization. Laissez Faire style is also an effective
leadership style which is useful in gaining stability within organization by giving the least
guidance to the individual subordinates within organization in order to achieve control over
organizational practice. Remaining 10% said that, Visionary style helps individuals in the
organization to contribute towards the vision and helps in moving forward towards the shared
view.
Theme 10: Recommendation regarding the necessary measures need to be taken for retaining
an employee.
Interpretation: From the above conducted research study from 20 managers of the
Emirates NBD tends to establish the fact among which maximum number of participants states
that, employees must be given responsibilities and must be assigned those tasks which allows
each individual within the organization to grow. Employees must be respected and appreciated
which in turn helps in boosting up their morale in order to attain skilled and prospective
workforce within the organisation. In order to retain employees in the organization the most
effective way is to reward or give bonus to each employee which in turn helps in boosting up the
employee retention rate within the company. Paying employees right and offering flexible
working hours is an effective way to retain the employees of the organization. Providing higher
career growth opportunities and providing positive work culture and environment is considered
to be one of the most important measure to improve the retention of employees. Employees need

to be recognized and praised which is very useful in retaining skilled and talented employees in
the company. Providing employees with a career road map helps them in determining the future
growth opportunities of the employees within the company. Engaging employees in a decision
making process helps in retaining the employees which in turn leads to higher operational growth
and objectives. Employees must be given cross training sessions and also tends to focus on
creating sense of ownership which in turn leads to long term growth. Thus, it has been
recommended that, retaining skilled and prospective employees within the specific organization
tend to result in attainment of higher sustainable growth.

CHAPTER-5
CONCLUSION AND RECOMMENDATIONS
From the above conducted research study it has been summarized that, Employee
retention is considered to be as an effective plan which in turn results in effectively retaining
highly skilled employees who in turn focuses on retaining higher operational goals. It has been
concluded that, retention of the highly motivated, skilled, positive and motivated employees in
turn results in improving the performance and productivity of the employees with the work
environment. It has been concluded that, retention of employees leads to the development of an
enterprise because they have complete knowledge regarding the functioning of the organization.
This in turn leads to higher sustainable growth and efficiency of the company. It has been
established that, the retention of the employees tends to play a very crucial role in enhancing the
performance and productivity of the employees. On the contrary it has been investigated that,
retention of old employees does not lead to development of the company because it tends to
discourage fresh blood into the organization. Furthermore, it has been examined that, Training
and development programs like quality training, technical training, quality training, professional
training, managerial training, soft skills training, safety training, etc. helps in improving the
competency skills of the employees within the organization. It has been concluded that,
Emirates NBD focus on rewarding the employees every quarterly for their achievements and
excellence. This study has also established the fact that, lower career growth opportunities is
considered to be one of the most influencing factor for an employee to leave the firm. This study
also summarizes that, organization tends to pay major attention on encouraging incentive plans
because it helps in boosting the motivation level of employees within the work environment.
This study also concludes that, execution of 3 R's i.e., respect, recognition and rewards within
the workforce tends to result in increasing retention of your employees. These 3 R's helps in
encouraging individuals in the company to perform task with utmost accuracy and standards.
Furthermore, this study summarizes that, democratic style of leadership is considered to be one
of the most effective style of leadership in gaining stability of an employee in the work
environment because it takes into consideration the viewpoints of the employees at the time of
decision making process. This study helps in demonstrating the effective recommendation
strategies or measures for retaining employees within the organization. The employees of the
organization tends to focus on retaining employees by showing respect and sense of

responsibility which in turn helps in retaining prospective employees. Employees in the
organization must be rewarded time to time in order to perform work with utmost accuracy and
efficiency. This in turn helps in achieving long term sustainable growth and efficiency.
Employees within the organization must be treated equally and should be given competitive pay
scale in order to perform with higher accuracy and standards. Employees should be given
relaxation time and must provide them with proper work life balance in order to attain higher
goals and objectives. From the conducted research study it has been evaluated that, embracing
effective employment retention strategies tends to result in effectively carrying out several
operational task within the stipulated time frame.
From the above analysis, company is faces problem with employee retention. This is not
good for company and for its growth factors. This affect to employees performance in negative
manner by creating negative and demotivated working environment. For that here I give some
recommendation for company to stop and decrease rate of employee retention are as follows:
 This creates more effectiveness for work by maintaining proper growth of work in respective
manner. For that stopping employee retention management should provide motivation and
fair or performance based compensation. This motivation is the key of employee happiness
and enhance employees more for investing hard contribution and staying at organization for
work with in the Emirates NBD (Gan and Yusof, 2019). On the other side, providing fair and
performance based compensation is also created positive working for employees. With the
help of this, employees are feel that management is not done any unfair with each employee.
This is the effective and valuable strategy to stop employee retention within the Emirates
NBD.
 Here is also recommended for company to decrease employees retention because this make
hard pressures on management and increase work load on remaining employees. Through
that remaining employees are feel stress and take decision to leave office. For that
management should make a positive and effective employee engagement in possible manner.
The employee's engagement is help to understand the views and thinks of other employees at
workplace. With the help of this, Emirates NBD need to make attraction of employees in
positive manner. Through that employees are able to solve their working and task problem by
discussing with others. Making and building positive employee engagement in possible
manner is stop and decrease rate of employees retention.

 Here is present suggestion for company to reduce pain of employees. Most of the
organization expects more from their employees which is not good because they are not
robots, they human being and complete work accordingly (Lee and Chen, 2018). in the
baking sector have various and higher level of work load and employer gives continuous
pressure on employees. Like when employees work and life balance is out of their pain, in
that employer need to reduce their work load and offers relaxation for them. This help to
decrease employee retention in positive manner by creating more effectiveness for work in
respective manner. With the help of reducing pain of employees are help to stop employee
retention from Emirates NBD.
Those mentions recommendations are help to Emirates NBD for stop and decrease
employee retention and enhance employees for giving hard contribution for achieve goals of
organization in effective manner.

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APPENDIX
Demographic profile
Name ()
Age ()
Gender ()
1. Do you think that retention of employees leads to the development of an enterprise ?
a. Yes ()
b. No ()
2. Do you agree that employee retention plays a crucial role in enhancing the productivity?
a. Agree
b. Disagree
c. Strongly Agree
Strongly Disagree
3. Is training and the development programs helps in improving the skills and the competencies
of your employees ?
Yes ()
No ()
4. How frequently the employees are been rewarded for their excellence and achievements in
the organisation?
Monthly ()
Quarterly ()
Half yearly ()
Annually ()
5. Do the employees within the workplace are satisfied with the facilities provided by an
entity ?
Satisfied ()
Dissatisfied ()
Highly satisfied ()
Highly dissatisfied ()
6. Which among the following factor influence an employee the most for leaving the firm?

Lower salary ()
Negative behaviour of supervisor ()
Lower career growth ()
Work load ()
7. Does your organisation pays more and more attention to the incentive plans that is been
offered to your employees ?
Yes ()
No ()
8. Do you think that execution of 3 R's that is respect, recognition and rewards will result in
increasing retention of your employees ?
Never ()
Sometimes ()
Most of the time ()
All time ()
9. Among the following which leadership style tends to be most effective in gaining stability of
an employee in the work environment ?
Transformational leadership style ()
Autocratic style ()
Democratic style ()
Visionary style ()
Laissez Faire style ()
10. Recommendation regarding the necessary measures need to be taken for retaining an
employee ?