Imperial Hotel Employee Turnover Report: Semester 1, 2019

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Introduction to management

TABLE OF CONTENTS
Introduction......................................................................................................................................1
Analysis of the individual problem..................................................................................................2
Justification for current solution to problem...................................................................................7
Conclusion.......................................................................................................................................8
References........................................................................................................................................9

LIST OF FIGURES
Figure 1: Vroom theory...................................................................................................................3
Figure 2: Herzberg theory................................................................................................................4

Introduction
Imperial Hotel is one of the leading Hotel operating on the international level mainly in UK. The
Hotel is successful brand chain in 4 star markets that is being located in different locations. It is
the old Hotel and is running from nearly 100 years. With years, staff, activities and decisions of
the organisation keeps on changing. Currently, Hotel is facing with different workplace problems
that directly impact on the operations of the business. One of the problems occurs in the form of
increasing rate of staff turnover in different departmental operations that impact on the growing
organisational productivity. Employee turnover is concerned as number of percentage who of
workers that is leaving the organisation due to some reasons. Currently, problem of turnover is
being faced due to different workplace problem that includes lack of poor working culture,
improper use of management styles, improper training, etc.
Rising employee turnover mainly effect on lowering down the organisational productivity and
also it is degrading the morale of workforce. This might impact on lowering down the market
reputation and with this concern management is required to take effective decisions to overcome
with this problem. Management is concerned about solving the problems that is leading to
increased turnover and are finding corrective solutions to manage the workplace conditions.
Report highlights about analysing the individual problem and finding corrective solution to
manage such problem. In addition to this, report will show application of suitable theory of
management.
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Analysis of the individual problem
Review of management theory
Employee turnover is concerned as the voluntary turnover that mainly occurs when the employee
decides to leave the workplace for the personal reason or being unsatisfied from the conditions of
the workplace. Employee turnover impose extensive cost at both organisational and individual
level. This mainly increases three types of cost that includes cost of staffing, vacancy cost and
also offering training to the workforce (Mowday et.al.2013). However, Imperial Hotel is leading
organisations that is facing turnover in the Front line staff. Due to some of the reasons,
employees are not happy with the workplace conditions and follow of suitable plans and policies.
Problem is mainly causing issue on increasing staffing budget and staff cost. Moreover, Imperial
Hotel is facing rise in cost of induction that is provided to employees that are continuously
changing. Impact of such problem is being observed on degrading the quality of the service and
guest are not happy with the experience and behaviour of the staff.
As per the theory of Vroom expectancy, human strength acts in certain ways mainly link to the
strength of the expectancy that the act will be observed by the suitable outcome and on the
attractiveness of the outcome. In addition motivation of the individual changes as per the
situations that mainly impact on the outcome. However, changes in perception of the employees
due to certain change in the working conditions will automatically degrade the employee
performance (Estes and Polnick, 2012). Considering example of Imperial Hotel, some of the
improper structure of pay, poor working conditions and unknown benefits to the organisation is
the result of increasing turnover and also degrading the customer satisfaction. This theory
support that conditions of workplace must be as per the level of expectation of the workforce for
achieving productive outputs.
Efforts of the employees are based on the level of expectancy. Such expectancy might turn
negative if the employees are not satisfied from the workplace. Within this, rewards are one of
the important factor that individual is mainly concerned about. However, this theory shows the
clear link between efforts of the employees that result in effective performance and offering
rewards will enhance the satisfaction of individual (Nasri and Charfeddine, 2012).
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Figure 1: Vroom theory
(Source: iedunote.com, 2018)
Along with this, review of theory conducted by Herzberg two factor theories, it can be assessed
that there are two factors that have employee satisfaction. One of the factors includes the
motivation factor that drives motivation of the employees and also another factor includes the
Hygiene factor that causes dissatisfaction among the employees. Motivation factors include
promotion, opportunities for growth, recognition, responsibility, achievement, etc. Another
hygiene factors include quality of supervision, policies, physical working, relationships and also
job security (Yusoff et.al. 2013). This theory mainly claims that these two factors are not simply
opposite to each other. This conveys that if employee is dissatisfied from the working conditions
it will result in degrading performance of the employees. Turnover is observed when working
conditions mainly become unpleasant. Employee mainly starts believing that its job is no more
stimulating in terms of growth and advancement. Therefore, retention strategies need to seek
employee satisfaction with the help of using some of the motivation factors that would lower the
level of employee turnover in the workplace.
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Figure 2: Herzberg theory
(Source: iedunote.com, 2018)
Apart from this, the situation of Imperial Hotel is concise with the scientific management theory
by Taylor. This is the suitable approach for managing operations and bringing change in the
workplace. This theory supports to analyse workflows and managing process in effective manner
with eliminating task that mainly do not offer customer value. As per this theory, workers are
required to listen to the actions of the managers. In addition, this theory suggests that each of the
organisational departments need strict manager that will overview the operation of department
(Bell and Martin, 2012). Each of the manager goals in the organisation is based on improving the
working conditions, standardising the use of technology, providing scientific selection of training
of the workforce and also financial incentives must be given to the workers to boost the
productivity that would motivate them to perform well.
However, the above suggested theories are necessary to be understood by the managers and are
needed to be applied in case of imperial Hotel. For example, increasing turnover can be
effectively controlled with matching the workforce conditions with the level of expectancy of the
workforce that in turn in result to enhance performance of employees to offer more guest
satisfaction. On the other hand, Herzberg theory or motivation is based on focussing on the
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motivational factors that would lead in High retention of workforce. Overall, imperial Hotel need
to improve the workplace conditions and benefits are required to be provided to the employees.
Solutions to the specific problem
There are high retention strategies that are required to be adopted by the Imperial Hotel in terms
of reducing the main problem of Staff turnover. These strategies are explained below:
Managing workplace culture: Managers in the imperial Hotel is required to manage culture by
offering value to the employees. It is required to involve employees in decision making and
discrimination case might be avoided by taking fair and equal decisions. Team working task can
be offered to the employees that would lead to develop workplace relationships and positivity
among workforce is observed (Van der Aa et.al. 2012).
Flexible working conditions: HR manager of imperial Hotel is required to design suitable
workplace timings according to the suitable shifts. Additional Holidays can be offered to the
employees to spend some time with their family and balancing the personal and professional
lives. This mainly makes employee mentally satisfied and keep working in the workplace for
long run. Flexible time is required to be offered where the employees have the right to work a set
number of hours per week. For example, employees one day must be allowed to leave early
whenever they want to increase their morale and having long term stability with them.
Appropriate pay and rewards: As per the case of Imperial Hotel, foreign nationals from the
European Union are generally working for the low pay and salaries are giving low as compared
to the industry rates. It requires HR manager to strictly follow the employment law that is
concerned with offering minimum wages and salaries according to the different job position.
Opportunities are needed to be provided through offering promotion and incentives on achieving
suitable targets or quality of performance (Ghosh, et.al. 2013). Rewards, promotion, bonus, etc
mainly offer direct motivation to employees that will work hard to achieve both personal and
organisational targets. Managers need to organise plans for achieving targets by offering suitable
level of incentives packages, this will attract employees to work hard for achieving those
incentives.
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Transportation facilities: It is necessary for HR managers to take decisions in providing
transportation facilities for the individual that travel at night and accordingly the salary packages
can be offered. This includes concerning about the health and safety of the employees for having
high retention of workforce and also providing mental satisfaction to the employee.
Improving performances: Performance of the employees is needed to be monitored that will
help in achieving the productive goals. Proper involvement of the managers would be done with
the activities of the employees and proper guidance would be given to achieve directive results.
On the other hand, regular training would be organised for the employees that would sharpen the
skills to enhance the level of customer satisfaction (Lee et.al. 2012). Managers need to ensure
that workload is fair and balanced that will overcome the exhaustion among the employees.
Regular feedbacks are requiring to be taken from the employees to match their satisfaction level
with the workload offered.
As per the solutions suggested, it can be evaluated that managers need to consider the above
option stated for achieving effective organisational productivity and reducing the chances of staff
turnover.
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Justification for current solution to problem
From the stated solutions, it is required by departmental manager of Imperial Hotel to strictly
follow the options for better working performance. It can be justified from the theories stated that
motivation is one of the important factor that drive employee to work hard and achieve the
suitable level of satisfaction. Moreover, suggested options are in consideration with improving
the workforce productivity and boosting the level of employee morale. Along with reducing the
staff turnover, Imperial Hotel can also offer career development opportunities that would retain
employees.
Observing the better satisfaction of workplace and future opportunities, employees mainly take
decisions of achieving goals. It is adequate for the Imperial Hotel to maximize focus of the
employees on offering the customer satisfaction. Monitoring is required to be done on the
implemented option as offering adequate freedom to the employees might also cause trouble
with leaving the objective of organization behind. However, suggested options are effective and
will deliver productive goals of Imperial Hotel in terms of enhancing the reputation in the market
and maximizing customer satisfaction. Only it requires managers to implement in the effective
manner.
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Conclusion
As per the analysis of the above report, it can be concluded that employee turnover is one of the
serious problem that is lowering down success of imperial Hotel. It is required by managers of
Hotel to take effective decisions regarding managing the satisfaction of the workforce. This
problem not only affect the organisational profits but it overall result in the low staff morale. It is
necessary to retain current employees because they have experience and knowledge about the
organisational objectives.
As per the Herzberg theory, meeting with the human needs make them satisfied from the
workplace and they maintain the relationship for the long run. Some of the effective solutions to
manage employee turnover is concerned with offering rewards and incentives on the basis on
their performances. It is also effective for management of Hotel to offer workplace culture, better
pay and other additional benefits. Employees are one of the important assets of the Hotel that are
needed to be motivated for achieving Hotel goals in terms of enhancing customer experience and
increased sales. Imperial Hotel need to offer facilities that would mainly differentiate it from the
competitors that will help in high employee retention. From the overall report, it can be
addressed that management need to take concerned decisions soon to overcome the negative
impact of staff turnover. Positive results must be observed in terms of long run survival in the
market with the increased efficiency of workforce. For instance, workplace conditions must be
kept on priority by the Imperial Hotel to overcome staff leaving the Hotel.
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References
Books and Journals
 Bell, R. and Martin, J., 2012. The relevance of scientific management and equity theory
in everyday managerial communication situations. Journal of Management Policy and
Practice, 13(3).
 Estes, B. and Polnick, B., 2012. Examining motivation theory in higher education: An
expectancy theory analysis of tenured faculty productivity. International Journal of
Management, Business, and Administration, 15(1), pp.1-7.
 Ghosh, R., Reio Jr, T.G. and Bang, H., 2013. Reducing turnover intent: supervisor and
co-worker incivility and socialization-related learning. Human Resource Development
International, 16(2), pp.169-185.
 Lee, C.C., Huang, S.H. and Zhao, C.Y., 2012. A study on factors affecting turnover
intention of hotel empolyees. Asian Economic and Financial Review, 2(7), p.866.
 Mowday, R.T., Porter, L.W. and Steers, R.M., 2013. Employee—organization linkages:
The psychology of commitment, absenteeism, and turnover. Academic press.
 Nasri, W. and Charfeddine, L., 2012. Motivating salespeople to contribute to marketing
intelligence activities: An expectancy theory approach. International Journal of
Marketing Studies, 4(1), p.168.
 Van der Aa, Z., Bloemer, J. and Henseler, J., 2012. Reducing employee turnover through
customer contact center job quality. The International Journal of Human Resource
Management, 23(18), pp.3925-3941.
 Yusoff, W.F.W., Kian, T.S. and Idris, M.T.M., 2013. Herzberg’s two factors theory on
work motivation: does its work for todays environment. Global Journal of commerce and
management perspective, 2(5), pp.18-22.
Online
 Two factor theory, 2018 [online] [Accessed through] <https://iedunote.com/two-factor-
theory> [Accessed on 22nd June, 2019]
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