The Impact of Motivation on Employee Turnover: Research Project

This research project examines the impact of motivation on employee turnover within organizations, using Credit Suisse as a case study. The introduction highlights the importance of motivation in fostering employee engagement and retention, and its influence on productivity and organizational success. The research aims to understand how motivation affects employee mindset, and strategies to improve employee retention. The objectives include recognizing staff turnover rates, scrutinizing its effects on performance, and identifying strategies to reduce turnover and stabilize performance. The report emphasizes the significance of addressing employee grievances and implementing motivational strategies to enhance production and achieve organizational goals. The research underscores the relevance of the topic to business management and the importance of proactive approaches to address staff turnover. The report concludes with a list of references supporting the research findings.

Running head: RESEARCH PROJECT
The impact of motivation in reducing employee turnover in working organization
Name of the Student
Name of the University
Author’s Note

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Introduction
Motivation is the factor that develops a need and energy in an individual to achieve a goal
and fulfill a purpose of an endeavor. Motivation works on many levels in a business organization
(Maslow 2013). A company conducts various events and meetings in order to keep in touch with
the resource and in the way also keep them motivated to work. It is an abstract vision which
drives a person to achieve better results it can be from the senior to junior level it can be from the
point to achieve sales margin or profit margin (Elliot, Dweck and Yeager 2017).
Employees are the strength of an organization regardless of the scale, industry or the
market value of the company. It is important for an business organization to make efforts of
retaining trained and skilled employees. Employee turnover is the amount of resource that leaves
and joins the organization in a specific period of time. The cost bearded by the organization in
this transition of a person enrolling in an organization and leaving the organization for whatever
reason it may be is sometimes huge and effects the operation of the institution in a large way. It
is calculated by a simple formula which states is employee turnover = number of people who
leave / average number of employees. There are two types of employee turnover the voluntary
where the resource is willingly leaves the organization and the involuntary turnover where an
individual is terminated from the contract by the organization (Easterby-Smith, Thorpe and
Jackson 2012).
Some of the basic impact of large employee turnover is in terms of productivity, decline
in customer services, profit in the long run and increased cost (Hausknecht and Holwerda 2013).

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About the organization
Credit Suisse is a multinational financial institution that has it headquarters based in
Zurich. It was established in the year 1856 and now it has its branches in around 50 countries.
There are almost 47,170 employees who work in the organization all over the world. There are
three divisions in the institution that serve the clients according to their needs. The three
divisions are Swiss Universal Bank, International Wealth Management and Asia Pacific. Since
inception the organization has gathered goodwill from the clients and also as a workplace form
the employees (Stanley 2013).
Purpose of research
The purpose of this research is to understand the way motivation affects the mindset of
the employees. The research will discuss how motivated and inspired employees can have a
positive impact on the resources that are unhappy with the organization (Coşar, Guner and
Tybout 2016).
An employee who is unhappy or is planning to leave the organization invariably will
have a low production and will also make others think in a similar way. It is up to the
management to look after the welfare of the employees and to discuss the reasons for their low
performance so that decisions can be made to reform and enhance the productivity of the
workforce (Herman, Huang and Lam 2013).
The workforce of an organization is its backbone and hence attention should be paid to
their grievances and complains. Actions should also be taken so that no resources feel negatively
about the company.

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This report aims to understand the affect of motivation on staff turnover on organizational
performance where Credit Suisse is the subject of case study. The following are the objectives
that are to be inferred by the end of this study:
1. To recognize the amount of staff turnover at Credit Suisse
2. To scrutinize the effect of resource turnover on the performance of Credit Suisse
3. To understand the improvement and strategy plan that can be implemented by the
management of Credit Suisse to decrease the amount of employee turnover and stabilize
the overall performance of the organization
4. To determine how motivation and inspiration acts a benefactor regarding the staff
turnover issue
This topic is significant to me as I am interested in business management and want to be an
entrepreneur in the future. The staff turnover issue is a relevant problem which is often
neglected by the management until the issue has aggravated to a point where it has severe
effect on the production and profit of the company. Weather an organization is small or big
the resource turnover is a very sensitive and tricky situation to handle. There should be
proper methods and approaches set by the management to deal with such a criteria. It has
been observed that motivated and inspired employees offer a greater production and helps the
organization to reach its goal.

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Reference List:
Coşar, A.K., Guner, N. and Tybout, J., 2016. Firm dynamics, job turnover, and wage
distributions in an open economy. The American Economic Review, 106(3), pp.625-663.
Easterby-Smith, M., Thorpe, R. and Jackson, P.R., 2012. Management research. Sage.
Elliot, A.J., Dweck, C.S. and Yeager, D.S. eds., 2017. Handbook of Competence and Motivation:
Theory and Application. Guilford Publications.
Hausknecht, J.P. and Holwerda, J.A., 2013. When does employee turnover matter? Dynamic
member configurations, productive capacity, and collective performance. Organization
Science, 24(1), pp.210-225.
Herman, H.M., Huang, X. and Lam, W., 2013. Why does transformational leadership matter for
employee turnover? A multi-foci social exchange perspective. The Leadership Quarterly, 24(5),
pp.763-776.
Maslow, A.H., 2013. A theory of human motivation. Simon and Schuster.
Stanley, L., Vandenberghe, C., Vandenberg, R. and Bentein, K., 2013. Commitment profiles and
employee turnover. Journal of Vocational Behavior, 82(3), pp.176-187.