Addressing Employee Turnover: A Management Analysis for Imperial Hotel

This report analyzes the issue of high employee turnover within the hospitality sector, using Imperial Hotel as a case study. It begins with an introduction to management principles and then identifies key problems contributing to employee turnover, such as unclear job expectations, poor communication, lack of flexibility, and an unhealthy work environment. The report reviews relevant management theories and models, including Management by Objectives, Maslow's Hierarchy of Needs, and Expectancy Theory, explaining how these can be applied to address the problem. The core of the report presents outcomes for effective management, focusing on clear job roles, training, scheduling, a positive work environment, and career development opportunities. Finally, the report concludes by summarizing the key findings and emphasizing the importance of implementing the proposed solutions to improve employee retention and overall business performance. The report highlights the impact of employee turnover on sales, guest satisfaction, and the costs associated with staffing and recruitment. The report is contributed by a student to be published on Desklib. Desklib is a platform which provides all the necessary AI based study tools for students.

Introduction to
Management

Contents
1. INTRODUCTION.......................................................................................................................1
2. ANALYSIS OF THE INDIVIDUAL PROBLEM......................................................................1
2.0 Review the management theories and models relative to employee turnover problem........1
2.1 Describe and present outcomes for effective management of the problem...........................2
2.2 A justification of key proposals for the solutions of employee turnover problem in
company.......................................................................................................................................3
3. CONCLUSION............................................................................................................................4
REFERENCES................................................................................................................................5

1. INTRODUCTION
Management is accomplishment of organisational aims in an efficient and efficient form by
planning, organising, recruiting, directing and controlling organisational resources.
Organisational resource considers human resource, money, machines and materials. Hyman
resource development is concern with managing a needed number of people in the establishment.
They are accountable for hiring, assorting and encouraging as well as offering of needed training
and development sessions and many more. In theses accountability, there is one ore duty that the
HR division is concern for is to resolve all the issues that are associated with human resource.
Hospitality sector such a sector where it high percentage of employee turnover is found. For the
completion of the document, Imperial Hotel is the firm which is considered (Anderson and et.
al., 2018). This venture is located in London with 500 bedroom hotel and managed part of a well
acknowledged global branded chain of hotels in the 4 star market star hotels which operates 25
hotels in the UK. The respective firm is suffering with the problem of high employee turnover
which affect the business of company in diverse form like low guest satisfaction, reduction in
sales and many more. The written report will consider information about management theories
and model in context of particular problem and outcomes for effective management of problem.
Furthermore, it will explain about the solution in context of specific problem of company.
2. ANALYSIS OF THE INDIVIDUAL PROBLEM
2.0 Review the management theories and models relative to employee turnover problem
In context of dealing with the problem of employee turnover, the management of Imperial
Hotel can review such management theories and a model is as under:
Management by Objectives- The theory of MBO puts forth the premise that workers are
more encouraged by aims and objectives which they had a hand in setting. Rather than stating
instructions, quotas from above, administrators following an MBO philosophy consider workers
in strategic determination devising whenever potential, especially in determinations that instantly
influence worker’s daily routines (Abdalla and Esmail, 2019). In Imperial Hotel, by using this
management concept, the manager can set effective aims and goals of task which they allot to
employees as will assist them in encouraging and motivating workers as well as they can
accomplish them in effective manner. With the help of it they can motivate workforce and
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employees show their loyalty regarding firm. In addition to this, it will assist in retaining
manpower and overcome the issue of employees’ turnover.
Hierarchy of needs- Abraham Maslow’s hierarchy of needs concept places employees’
needs into five progressive categories, starting with basic physical demands and progressing up
to needs for personal development and career growth. Maslow views that managers must meet
each level and degree of worker’s demands for workers to really commit themselves to
workplace aims (Lidor and et. al., 2018). With the help of this concept, the management of
Imperial Hotel can fulfil the all level of needs of their workers in effective manner. If the needs
of employees are fulfilled and meet in effective manner then it encourages and empowers
workers as well as retains them till long term. This will assist in getting over from the issue of
high employee turnover to respective firm.
Expectancy Theory- The expectancy theory puts forth the premise that workers will put
forth an amount of work and commitment equal to what the desire to receive in return.
Commission compensation structures leverages this concept through permitting workers to earn
as much money because they expect, completely supported to their job execution. By
considering this concept the employers can fulfil employee’s needs in term of pay, promotion,
career growth and many more which keep them working hard to accomplish personal aims. If
workers expect little compensation and no development options in return for their work and task,
they may put and use forth only minimal effectiveness until they eventually look to a new
employer for new opportunities. If the organisation executes this concept and model then it will
assist in meeting workers need which they have to an employment and motivate them. When
they will encourage them will loyal regarding venture which assist in retaining tem.
In Imperial Hotel, the administration of the firm can execute these mentioned concepts
and models which will assist in motivating employees and when people are encouraged they do
their duties and perform their role in most appropriate manner (Williams and et. al., 2018). This
is essential in retaining workface and they show their loyalty towards firm and the problem of
high employee turnover can be resolved in more developed form.
2.1 Describe and present outcomes for effective management of the problem
Unclear job expectations: Not distinguish what they will or ought to achieve at work can
be a genuine well spring of worry for some representatives. On the off chance that activity needs
are not plainly transmitted, workers may select it’s an ideal growth option to get a new line of
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work that is all the more satisfying. Employees may likewise get unhappy in the occasion that
they feel such as the process that they are performing does not line u with what they think they
have been hired for. This dissimilarity could push friendliness representatives to get a new line of
work elsewhere (Zavolokina and et. al., 2020). At the time of enlistment process, it very well
may be attracting to just demonstrate the optimistic of work or effort and organized up the
portrayal to sound all the more involving. When this may convince a couple of people to come
ready, they apparently would not remain long.
Improper communication with manager: In certain firms, a fruitful chief just demands
to administrate processes or benchmarks. It does not make a difference on the off chance which
they ready to relate with the employees under them. It is another outcome of problem that if the
management have improper communication then they do not make interaction with workers as
well as employees also not share their issues and problems with their seniors which affect them
and the issue of employee retention maximise. Cause of improper communication, the required
and important information does not deliver to employees and they do not execute their task in
well develop manner. Managers of hotel, food servers and other help workers should have the
option to oversee the two processes and individuals. They have to understand how to deal with
strife, delegate managements and discuss uncomplicatedly with both their group and clients.
Lack of flexibility: It is another reason of problem cause of which employee’s retention is
maximise. In organisation when the management will not offer a flexible working option and
flexibility in the work then it influence the workers in unfavourable manner. The accessibility
that accompanies the process is a key drawing point for some people that require some squirm
room in their timetable. Along with this, if the firm will not offer suppleness like work from
home, extra work hour, part time work and many more. This will influence them effectively and
they work in more adequate way (Xiaorong and Tingting, 2019). But lack of flexibility can be a
reason which can arise employee’s turnover problem in Imperial Hotel.
Unhealthy working environment: The hospitality sector basically calls for high pressure
working environment which can leave even quiet and collected employees learning about
concentration. Every individual cannot deal with different kind of situation and working
condition, as crucial levels of turnover. In Imperial Hotel, diversification, discrimination,
favouritism and others are the reason of unhealthy working environment cause of which they are
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not execute their duties and task in more developed manner which affect them negatively and the
firm deal with the situation of employee turnover.
2.2 A justification of key proposals for the solutions of employee turnover problem in
company
To solve the particular issue, the management of Imperial hotel can accept and executed
following solutions:
Make job role clear at initial stage only: Be forthright about both the favourable and
unenthusiastic of the action, and make sure employees know precisely what they ought to do
during each progress. Check in with employees frequently to check whether they have any
searches of if any desires are muddled (Lee and Tang, 2018). Be certain each representative
acknowledges who they out to manage with on the off chance which they have distresses or
require help with their accountabilities. This solution is crucial as if the company will consider it
then employees are clearly aware with their roles and responsibilities which they will perform in
their particular role so that they can perform their work and accomplish set objectives.
Proper training and development programs: Be forthright about both the optimistic and
negatives of the process, and make sure employees know exactly what they ought to do during
each move. Check in with representatives ordinarily to determine whether they have any inquires
or if any needs are unclear. Be definite every responder knows that they ought to edge with on
the off chance that they have disquiet or demand assistance with their accountabilities.
Scheduling system: It is another effective solution which can be considered in term of
resolving the problem of employee turnover. By executing it, the employer is frank about both
optimistic and unfavourable actions and support employees to perform effectively so that they
perform in adequate manner. Along with this, the management should check in with agents
effectively to analyse whether they have any requests or if ant needs are weak. In addition to this,
they also make sure that each agent acknowledges that they should interface with in case they
have concerns or demands assist with their commitments.
Positive environment: It is an effective solution which can be considered by the
management of Imperial Hotel in term of dealing with employee’s turnover problem. By offering
an effective workplace culture to employees like healthy and friendly working environment so
that they can execute their duties and responsibilities in more developed form (Duke, 2018).
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Along with this, within this kind of environment, they feel safe, secure and comfortable and
accomplish their set task goals and hit establish target of the work in effective manner.
Career development option and training & development- This is most appropriate and
adequate solution which can be adopt and implement in term of dealing with employee turnover.
In Imperial hotel by offering career development opportunities to workers the firm can offer
effective chances to them so that they can feel motivation and execute their work in better form
(Cameron and Rössler, 2018). Along with this, by providing appropriate training and
development sessions to employees they can also make development in their skills and
knowledge. This will empower human resource of the firm and they will show their loyalty and
retain with the firm till long term.
3. CONCLUSION
This has been summarised from the above defined information that there are different kind
of issues faced by hospitality sector firm in term of meeting consumer demand and providing
effective satisfaction to guest of the venture. The issues like high employees turn over, less
employee’s satisfaction and many more. This has been analysed that Imperial Hotel suffered the
issue of high employee turnover that forces them to put approx 35% of their sales in staffing and
assortment activity. Some of the complexities are unclear job expectations, improper
communication with employer and administrator, lack of flexibility, unhealthy working
atmosphere ineffective communication and many more. Cause of all these complexities the
business of enterprise influence in negative manner regarding revenue, sales, market share and
others. Along with this, it has been assessed that to solve this arising issue in Imperial hotel, the
firm can accept the solution that considers make job role clear at initial stage only, effective
training and development session, secluding system, career development and training &
development programs. These mentioned solutions will assist in developing and improving
situation of the hospitality firm and retaining skilled workforce and reduce in turn over
percentage.
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REFERENCES
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