Case Study: Employee Turnover in Transport and Logistics at Lussotrans

This dissertation presents a case study focused on Lussotrans SRL, a transport and logistics company, examining the causes, effects, and impacts of high employee turnover. The study delves into the company's background, operational structure, and the significance of employee management for economic development. It explores the research aim, objectives, and questions, along with a comprehensive literature review utilizing secondary sources. The methodology encompasses research philosophy, strategy, and approach, including data collection methods like interviews and questionnaires, and analysis techniques such as frequency distribution and thematic analysis. The findings highlight the factors contributing to low motivation, the effects of motivation on employee turnover, and the importance of staff retention strategies. The study concludes with recommendations for improving employee management and proposes areas for future research, along with a personal development plan for the researcher.

Cause effects and impacts of high turnover in
transport and logistics companies case study
of Lussotrans SRL
1

Abstract
Main purpose of this dissertation is to identify the existing barriers and needs and propose
strategies in employee management for the economic development of the company. This is the
main purpose of conducting this dissertation in a successful manner. There are different activities
used by the researcher for attaining this purpose in a successful manner. The introduction is a
first activity that was done by developing research aim, objectives, and questions as well as
identifying the significance and rationale of the dissertation. A literature review is another
activity or chapter that was completed by using secondary sources such as articles, magazines,
books, journals, and many more. All these are major sources that helped the researcher in
attaining research aim as well as the fulfillment of the research gap.
The research methodology is another activity that was done by using different types of
methodology such as research philosophy, research strategy, research approach, research choice,
sampling, close-ended and open-ended research questions, and many more. All these are main
methods that helped the researcher in the collection as well as evaluation of appropriate data
about the topic. This turn to impact in achieving of aim and each objective of the dissertation
successfully. Data analysis was done for evaluating the qualitative and quantitative information
gathered from interviews and questionnaires. For this, frequency distribution analysis and
thematic analysis were applied as an analytical technique. In this, frequency distribution analysis
helped the researcher in evaluating quantitative information gathered from close-ended
questions. Thematic analysis was applied for evaluating the information collected from open-
ended questions. As both techniques helped the investigator in evaluating qualitative as well as
quantitative information in a systematic or successful manner. Conclusion and recommendations
have been completed by explaining information about the entire activities in a systematic and
clear manner. This helped the investigator in the accomplishment of each objective of the
dissertation in a successful manner.
2

Acknowledgments
Throughout my career path, I faced different challenges, taking from all of them the positive
side and the skills and knowledge that I have today in my experience. This MSc in International
Business Management has been one of the most challenging experiences of my life, as I studied
in Portugal for 15 years, and suddenly I came to the UK and I applied for this master,
challenging myself. I would like to say, firmly, that this master has helped me to go through my
fears and to meet new a very special people. This research wouldn’t have happened without the
support of my husband, family, and friends which I’m deeply thankful for all the support and
patience, as without their support this research and all this experience wouldn’t be the same. I
would like to express my deepest and sincere appreciation for all my lectures, especially to the
module leader, Muhammad Azam, which has been our biggest support and motivator to all of us.
From the start of this master, Muhammad has been sharing with us the most valuable advice and
always showed a profound belief in our work and skills. I cannot begin to express my thanks to
my supervisor, Alessandro Ferrazza, who has supported me from the start, explain with patience
and practical suggestions, which has been the most helpful contribution and advice. For that, and
the knowledge and patience that cannot be underestimated, I couldn’t be more grateful.
Nonetheless, a special thank you to all my colleagues who I will never forget their support,
pieces of advice, and all the useful information that was shared throughout this year of a great
and beautiful experience.
3

List of figures
FIGURE 1: HERZBERG’S THEORY.............................................................................................................24
FIGURE 2: MASLOW’S HIERARCHY OF NEEDS..................................................................24
FIGURE 3: ERG THEORY...........................................................................................................26
FIGURE 4: MCCLELLAND THEORY.......................................................................................27
FIGURE 5: VROOM STUDY ON PERFORMANCE.................................................................27
FIGURE 6:ADAMS’ EQUITY THEORY OF MOTIVATION...................................................28
4

List of abbreviations
SRL: Super Religare Laboratories
HRM: Human resource management
PDP: Personal development plan
5

Table of Contents
Abstract............................................................................................................................................2
Acknowledgments............................................................................................................................3
List of figures...................................................................................................................................4
List of abbreviations........................................................................................................................5
Table of Contents.............................................................................................................................6
Chapter 1........................................................................................................................................10
1.0 Introduction and Background...............................................................................................10
1.1 Background of company.................................................................................................10
1.2 Research Background.....................................................................................................10
1.3 Problem statement..........................................................................................................12
1.4 Aim and Objectives of the research................................................................................12
1.5 Scope and Importance....................................................................................................13
1.6 The objectives of the research will be............................................................................13
1.7 Questions to be answered in this research......................................................................14
1.8 Project Limitations.........................................................................................................14
1.9 Summary of chapter one.................................................................................................14
1.10 Looking ahead into the next chapters...........................................................................15
Chapter 2........................................................................................................................................17
2.0 Literature review............................................................................................................17
2.1 Introduction to this chapter.............................................................................................17
2.2 Causes that influence the turnover of a transport company along with its impact on human
resource.................................................................................................................................17
2.2 Motivation of the employed staff and the satisfaction of the employees important......21
6

2.3 Ways that will be essential for an organization in increasing motivation and satisfaction
among employees and their significance in reduction of high employee turnover..............23
What is motivation...............................................................................................................23
2.4 Content theory................................................................................................................23
2.4.1 Herzberg’s theory:..................................................................................................23
2.4.2 Maslow’s hierarchy of needs..................................................................................24
2.4.3 ERG Theory............................................................................................................26
2.4.4 McClelland Theory:................................................................................................26
2.5 Process Theory...............................................................................................................27
2.5.1 Vroom study on performance.................................................................................27
2.5.2 Adams’ equity theory.............................................................................................27
What is satisfaction...............................................................................................................29
2.4: Impact of the growth of the turnover of a transport company for the development of entire
sector of the economy...........................................................................................................30
2.5: Maintain the staff motivation for to be active and efficient in a company...................31
Chapter Three.................................................................................................................................33
3.0 Research Methodology...................................................................................................33
3.1 Introduction....................................................................................................................33
3.11 Primary design of the research................................................................................33
3.2 Methods of data collection.............................................................................................33
3.2.1 Primary data............................................................................................................33
3.2.2 Secondary data........................................................................................................34
3.3 Research Philosophy......................................................................................................34
3.4 Research approach..........................................................................................................34
3.5 Research strategy............................................................................................................35
3.6 Research choice..............................................................................................................35
3.6 Research’s tools..............................................................................................................35
3.6.1 Instruments.............................................................................................................35
3.6.2 Time required and type of questions......................................................................36
3.7 Sampling.........................................................................................................................37
3.8 Data analysis...................................................................................................................37
7

3.9 Ethical considerations.....................................................................................................38
3.10 Limitations of the research...........................................................................................38
Chapter Four..................................................................................................................................39
4.0 Data presentation and analysis.......................................................................................39
4.1 Introduction....................................................................................................................39
4.1.1 Data analysis and presentation of close-ended questions.......................................41
4.1.2 Data analysis and presentation of close-ended questions.......................................53
Chapter 5........................................................................................................................................58
5.0 Discussing the results.....................................................................................................58
5.1 Introduction to this chapter.............................................................................................58
5.2 Analysing the collected data...........................................................................................59
5.2.1 Description of the process...........................................................................................59
5.3 What effects does motivation have on turnover.............................................................59
5.3.1 Reflection of the relationship between motivation and turnover............................60
5.4 Discussion of the results.................................................................................................60
Chapter 6........................................................................................................................................62
6.0 Conclusion and recommendations..................................................................................62
6.1 Introduction....................................................................................................................63
6.2 Summary of the findings................................................................................................63
6.3 Conclusions....................................................................................................................63
6.3.1 Factors that trigger low motivation.............................................................................65
6.3.2 Effects of motivation on employee turnover..........................................................66
6.4 Significance of the research............................................................................................66
6.5 Limitations of the research.............................................................................................67
6.6 Further research opportunities........................................................................................67
6.7 Researcher’s recommendations......................................................................................67
Chapter 7........................................................................................................................................69
7.0 Personal development plan.............................................................................................69
7.1 Prior to this research.......................................................................................................71
7.2 Skills attained through the research................................................................................71
7.3 Career outlook and aspirations.......................................................................................71
8

7.4 What next?......................................................................................................................72
Bibliography..................................................................................................................................73
Appendix........................................................................................................................................76
Close-ended questions..........................................................................................................76
Open-ended questions..........................................................................................................77
9

Chapter 1
1.0 Introduction and Background
1.1 Background of company
Lussotrans Project SRL is located within Gorban, Romania, and is part of the Truckload
Carrier industry. In this project number of total employees is 16 that generates $1.66 million in
sales. Some functional areas will be required within the current project including managers,
admin, and normal visitors. Lussotrans Project SRL has a liner organization structure. In this
structure, the company requires to include staff in their project that will be beneficial for them in
attaining competitive advantages. Lussotrans Project SRL is Romania based organization and its
head office is in GORBAN This firm mainly operated in the General Freight Trucking industry.
In the year 2019, Lussotrans Project SRL reported net sales revenue to enhance of 8.32% and
total assets are recorded negative growth of 8.2%.
The main focus of this organization is to enhance the performance level by hiring well-qualified
and experienced employees at the workplace. This company also works on enhancing the
motivation level of staff members by appreciating them, provide them a positive working
environment, and others. From this, they are focused on attaining the set objectives and sustain at
the workplace for a longer period (Woo, Kwon and Yuen, 2020). On the other hand, the main
issue is faced by the transport industry is related to different freight transport firms apply various
methodologies to calculate transportation cost. Change constantly in tax amount that the private
industry transport agents need to pay the state. In regards to this, development of transport
industry in-country by enhancing on gradually basis enhance a number of the economic agents.
1.2 Research Background
Employees are the main part of the company and they play a necessary role in
enhancing the productivity as well as the profitability of the business. The main focus of an
organization is to hire well-qualified and well-trained employees so that they can perform in a
better manner by attaining set objectives. Employee management is a process that mainly helps
the employee to perform at their best and attain business objectives (Jędrzejczak-Gas and
Wyrwa, 2020). This is a holistic process that mostly covers everything concerned with human
resources for instance payroll management, new employee recruitment, and performance
10

management. Managing the employee at the workplace is important for business in enhancing
employee motivation and enhancing productivity. Employee management is an effort to assist
the staff members to do the best work every day to attain the objectives of the firm. It can make
or break the success of the company. Hard-working and happy employees will be catapult the
company to success while the lazy will bring down from inside. Navigating performance and
social aspects related to managing staff members can be a daunting task specifically when the
company has various generations of staff members who have different views, goals, and
motivations. Logistics is a detailed firm and execution of complex operations. It is the
management of the flow of the things among origin points to consumption to meet the needs of
consumers.
Logistic management consists of determining distributor as well as supplier’s perspective and
identifying accessibility. In the transport and logistic company, management is one way to aids
turn underperforming the staff members around or prevent in the high performing staff. This is a
variety of strategies and procedures which can assists to measure, monitor and also communicate
with a workforce that plays a big role in the organization. The company requires proper
management of human resources for maintaining HR resources to use properly and also get
better for what they mainly pay (Özdemir, 2018). In context to this, the employee’s required to
feel that managers should be careful regarding wellbeing. Other than this, businesses are mainly
driving economic growth as well as stability through offering valuable products and services
which contribute directly to the health of the community. They mainly provide jobs,
strengthening the economic health of the community where the business is based. In economic
development, the role of the business cannot have overstated. Success in the business translated
to the economic well-being of an organization and employees through job creation. The transport
and logistics business provides better job opportunities to the business that helps in enhancing
the sales along with gathering more taxes that translate towards better offerings.
The main rationale behind conducting a present investigation is that it examined the
existing barriers and need and propose strategies in employee management for the economic
development of the company. Employee management helps enhance the profitability as well as
the development of business (Grabara, Dabylova and Alibekova, 2020). The present
investigation helps a learner in a personal and professional context. In the personal context, the
understanding of a learner enhanced employee management that helps in the economic
11

development of an organization. This will examine the issues regarding employee management
and in which manner it impacts the productivity of an organization. It also helps in the
professional context as enhancing the skills as well as core competencies of a learner. This helps
in providing the proper guidance regarding performing the research-related activities in a
detailed manner. Conducting proper investigation helps in providing better or positive outcomes
in a significant.
1.3 Problem statement
High employee turnover is a major issue faced by logistic and transport organizations. The
main purpose of conducting this dissertation is to overcome the issue of high employee turnover
within the workplace of transportation and logistics companies. This is the biggest issue because
it hurts the business performance and productivity of the company. This will also impact the
company by reducing its brand image and sales. High turnover of employees at the workplace is
not good for the company because it develops their negative impact in the marketplace that
results in decreased sales, reduced brand image, decreased customer base, decreased employee
satisfaction, reduced motivation, etc. These are major and negative impacts of high employee
turnover for logistic and transport organisations. To overcome this issue, the present dissertation
will be conducted systematically and effectively.
1.4 Aim and Objectives of the research
Research aim
The main focus of the research project is expressed in the context of aim and objectives.
Research aim mainly shows intention or aspiration of study of an investigation. The research aim
provides the answer to the research question. This generally summarises in a single sentence
what needs to be attained at the research project end. The aim must be clear, specific, and also
phrase in such a manner that this is possible to determine what needs to be attained. Other than
this, the research aim expresses the intention of the research study. This summary in a single
sentence what needs to be accomplished at end of the research project.
The main aim of this research is “To identify the existing barriers and need and propose
strategies in employee management for the economic development of the company.”
Research Objectives
Research objectives are generally divided into the research aim into the different parts and
then address every part separately (Tan, Yan and Chan, 2020). This specifies what requires to be
12

studied and the research objectives are comprised of steps that address how to attain the research
aim. In regards to this, research objectives explain concisely what an investigation is trying to be
attained. They mainly summarise accomplishments an investigator wishes to attain by project
and give proper direction to study.
· Analysis of the aspects that influence the turnover within a transport company.
· Determining the role of employees in decreasing the company's turnover.
· Identify the elements that influence motivation and equally trigger employee dissatisfaction and
the subsequent turnover.
· To evaluate the mechanisms that trigger turnover and the subsequent steps to improve
employee loyalty.
· To analyze how motivation can influence performance and employee retention.
1.5 Scope and Importance
The present investigation is based on identify the existing barriers and need and propose
strategies in employee management for the economic development of the company. Managing
the staff members at the workplace is helpful in work effectively and attain the set objectives.
The company mainly uses the employee management system that assists in properly maintain
details of staff members and also the workforce process of the company. The scope of
conducting a present investigation is wider because this provides the better understanding
regarding existing barriers and need and propose strategies in employee management for the
economic development of the company in a detailed manner (Lakshmi and Swapna, 2019).
Managing the staff members at the workplace is helpful in provide them satisfactory services at
the workplace and also enhance their motivation level. This study helps in enhancing the
understanding as well as knowledge regarding workplace management and in which manner it
mainly contributes towards the economic development of business. This helps enhance
organizational productivity and sustain the staff members at the workplace for a longer period.
1.6 The objectives of the research will be
There are some objectives that will be attained in a successful manner. These objectives will be
defined as below:
 To improve the business performance by decreasing high employee turnover at
workplace.
13

 To increase motivation and satisfaction among employees, with purpose of attaining
competitive advantages.
 To attract larger customer base by increasing employee retention for longer time.
1.7 Questions to be answered in this research
Research question mainly formulates the research issue that the researcher wants to be
investigated. Scope of questions is to informed through research aim and objectives. A better
research question is necessary to guide the research project. Thus pinpoints what needs to find
out and provides work clear purpose and focus. all the research questions must be properly
focused on a single issue.
· What are the causes that influence the turnover of a transport company along with its impact on
human resource?
· Why is the motivation of the employed staff and the satisfaction of the employees important?
· What are the ways that will be essential for an organisation in increasing motivation and
satisfaction among employees and their significance in reduction of high employee turnover?
· What is the impact of the growth of the turnover of a transport company for the development of
the entire sector of the economy?
· How we maintain the staff motivation for to be active and efficient in a company?
1.8 Project Limitations
There are different limitations of the current project such as lack of period, an insufficient
amount of capital, un-ethical behavior of the respondents, secondary data not accurate and out of
data, etc. These are major limitations that harm the performance of the researcher while carrying
out a present investigation. Apart from this, different methods will be used for systemically
overcoming all limitations. For example Gantt chart will be applied for reducing the issue of
time, following all principles of research ethics, etc. These ways or sources help the investigator
in systematically reducing all limitations.
1.9 Summary of chapter one
The introduction chapter is the first and main chapter of starting the dissertation
systematically. This chapter help investigator by providing accurate information about the aim,
objectives, scope, questions, limitation, etc. of the research. This will be beneficial in carrying
out the next chapters systematically and accurately.
14

1.10 Looking ahead into the next chapters
It is a necessary area of research as this is imperative in giving an effective understanding
regarding various chapters that are included in the project. Research can be effectively
represented as systematic investigation in context to a particular study area. The present
investigation is generally encompassing the particular aspects which assist research in the right
direction. The different chapter included in the dissertation mention below:
Introduction
This is explained as a fundamental and imperative aspect of an investigation as this is
significant in examining ideas regarding research to developing the background of the topic. In
the given chapter, the aim and objectives are mainly explained over an investigation is based.
The introduction chapter mainly explains the scope and importance, the rationale of the research.
This mainly underlined advance through that an investigator can identify exploration issue.
Literature Review
It is the second chapter in an investigation as this is explaining the research issue in a
detailed manner. The main purpose of the literature review is to examining research issues and
attaining all the objectives effectively. For a collection of information and data in the literature
review, the secondary method of data collection is more useful for instance books, scholars,
journals, and internet sources.
Research Methodology
This chapter of a dissertation is a necessary aspect of the study as this is relay over
different procedures as well as applications that are supportive in helping an investigator in
collecting and effectively examining information. This helps in developing positive outcomes
regarding the specific subject area (Otieno, 2020). In context to this, the selection of the
methodology provides the detailed analysis which is supportive for a particular study in the right
direction. The research methodology chapter covers research philosophy, research approach,
research strategy, data collection method, sampling, research limitations, and ethical
considerations.
Data Presentation and Analysis
It is one of the most necessary pieces of the research under which the data is mainly
assessed in light of the research-related objectives and questions. In context to this, research is
based on the primary method of data collection in which a questionnaire will be created. The
15

main reason behind using this method is that it is time-saving and cost-saving. About this, data
will be analyzed by using the thematic analysis method where the charts, themes are developed
and also interpret.
Results and Discussion
It is an imperative aspect that significant in conducting effective analysis over information
that accumulated within the literature review section. The discussion chapter mainly examined
the information collected over the research aim and objectives of an investigation. This gives an
effective summary of the understanding of an investigator. This chapter of the dissertation
generally represents the discussion over aspect which is linked widely with questions mentioned
in the literature review chapter.
Conclusion and Recommendations
This chapter of research is one of the imperative aspects of an investigation where the
conclusion is developed as per the research aim and objectives. This chapter will consider the
summary of the whole project, limitations in results, and might be improved. There will be
recommendations developed on an evaluation basis.
16

Chapter 2
2.0 Literature review
A literature review is the critical review of secondary information about a specific topic or
subject. There are some essential sources of secondary data that will be beneficial for an
investigator in the gathering of secondary data about the existing topic. Name of these sources
are articles, magazines, books, publication studies and many others. All are important and useful
sources for an investigator in attaining of all objectives of the dissertation in successful manner.
2.1 Introduction to this chapter
A literature review has the purpose of identifying the gap within an existing study. In the
current investigation, main gap is the existing barriers and need and propose strategies in
employee management for the economic development of the company. In previous
investigations, there were a lot of data available about the cause, effects, and impacts of high
turnover in transport and logistics companies, but there was missing information regarding the
strategies for overcoming the impact of high turnover (Kurniawaty, Ramly and Ramlawati,
2019). To overcome such gap, different themes according to the research questions will be
prepared that are defined as below:
2.2 Causes that influence the turnover of a transport company along with its impact on human
resource
According to Atz (2019), Employee turnover is included as an important aspect for
business organizations because it is related to one or more employees are leaving the company. It
may increase the result of resignation, dissolution or release from the company, and many more.
Retention of workers is a major issue for all HR managers of businesses that reduce the overall
performance of transport companies in the marketplace. In case the employee turnover ratio is
less, workers may leave the business for some motive and whose replacement is required to be
determined so because of this it does not get negatively affect the company. In this context, it
also includes not only the loss of skilled workforce but also may increase cost on hiring,
recruitment, training, and development activities. Furthermore, turnover of the company is
outlined to a specific situation wherein workers leave the firm for different reasons, and
therefore, it negatively affects the company by increasing its overall expenditure and capabilities
to allocate the lowest obligatory facilities. In addition to this, the overall efficiency and success
17

level of a business is depending on its ability to hold its workforce. As, High turnover of the firm
may result negatively as the company not being able to meet its predetermined goals and
objectives, reduction of business performance, reduce the base of customers and it can also spoil
the positive and competitive goodwill of company at the market place. About this, some major
causes directly influence the overall turnover of transport company at the competitive market
place. These causes can be understood by following points:
 Paying less as compare to industry standards: Is one of the major causes that directly
affect the employee turnover of the company. This organization is not paying them fairly
as per industry standards. As employees are paying less as compared to their performance
within the company (Brymer and Sirmon, 2018). This is the reason that workers are
leaving the organization as a result company faces the issue of high employee turnover.
Thus, employees need to keep themselves updated about the current industry standards
and at the same time also analyze where they stand as per trends and criteria set by the
company. By this worker easily evaluate their current performance along with its paying
system so that proper analysis about the paying system can be easily determined.
 Cutting pays: It is also an important factor that causes employee turnover of the company
in this organization may not be making proper revenue and also turn towards pay cuts of
employees. This will demotivate workers in the working area and result in attrition within
the business. In addition to this, there are various reasons in which firms adopt pay cuts
and also avoid any kind of reaction. Due to this employee cannot be able to give their
best efforts for the attainment of their targets and also leaving their job role within the
company. In this regard, it is significant for businesses to develop appropriate HR
policies and at the same time also allow workers access to employee handbooks. This
will directly contribute to improving as well as promoting ethical practices within the
company. It may assist in reducing attrition and overall turnover ratio of transport
business organizations in the marketplace (Gadi and Kee, 2018).
 Impractical and unfeasible expectations: In a business organization, expecting
productivity from employees is justified for the company in the attainment of all the set
goals and objectives in a stipulated time frame. For attaining the same, the manager of the
company is able and has a right to push their employees for giving their efforts for
achieving their targets in the allotted period. It is possible when HR manager follows
18

appropriate procedures for managing their workers at working area. In addition to this,
getting the best employees is a different way that used to set up impractical expectations
for workers. This will put a negative impact on workers as it disappoints employees in the
working area. Due to this, employee reduces their performance and also increase the
employee turnover ratio of business organizations.
 Lack of recognition and growth opportunities: In the working area, every employee wants
to get recognition, promotion, and appreciation so that they can give their efforts for
achieving all the set goals and objectives in the allotted period. One of the main
advantages of providing all these aspects, short and long-term relationships between
employer and employee can be managed (Nassar, 2018). In case, workers are not
appreciating their work and achievement then it leads to the discouragement of
employees in the working area. Along with this, if employees are not provided with
enough opportunities to grow in their profiles them they feel insecure as their scope
becomes limited in the working area. This is the reason that employees leaving the
company and find another for attaining future growth. Due to this, transport company
faces high employee turnover issue at the market place that also reduces its overall
performance level.
According to Reynolds, (2020), Human resource management plays a significant role in a
business organization as it focuses on managing employee’s activities to improve the overall
performance of workers at the workplace. In this context, the manager of human resource
management is also considered an important part of the company because it assists workers and
also tries to engage employees towards the set goals and objectives. In business organizations,
employees leave the company due to several reasons including improper paying scale,
inappropriate training, lack of appreciation, rewards, and many more. This may reduce the
employee turnover of the company and at the same time also reduce its overall performance.
Along with this, HR managers of businesses also formulate policies and ways to engage and
manage their workforce in which employees become able to execute their task activities. For
attaining the same, managers provide roles and responsibilities to their employees as per their
task activities and abilities. If employees do not get an effective role as per their capabilities, then
they fail in giving their best efforts for attaining their targets. Thus, it is significant for HR
managers of businesses to encourage their employees and also influence them to take participate
19

in organizational activities. With the assistance of this, the company may reduce the chances of
increasing employee turnover and also retain their workforce for a longer period frame. As there
are some aspects in which HRM can affect the turnover of business organizations. All these can
be understood by following points:
Recruitment: It is one of the important roles of human resource management in which the
manager of the company focuses on selecting the right and potential workers for executing task
activities. This is because skilled and potential workers who can perform all the allotted task and
activities. If an employee is satisfied with the allotted job role, then they feel more comfortable
in effectively executing task activities. Along with this, HR also tries to invite as well as attract
great employees within the business organization to enhance their overall performance. This will
also contribute to managing employee turnover by recruiting talented workers for their vacant
job position.
Training: To retaining workers for a longer period, an HR manager is responsible for providing
proper training and development activities to its workers to improve their skills and knowledge
based on specified job activities within the business. When employees are effectively learning
their job roles and requirements them they are capable to execute their job and also attain their
set targets in a stipulated time frame. With the help of this. HR personnel can increase their
productivity level by empowering their workers to find ways of improving certain job functions
(Schmidt and et. al., 2018). This can be contributing to increasing employees' interest and
satisfaction in their jobs, and it is an essential element in eliminating the turnover of the
company.
Compensation: Loss in productivity and increase high employee turnover is a major issue for the
company as it becomes significant when workers feel that they are not adequately compensated
for their working activities to do their tasks. About this, human resource personnel is crucial in
business as it helps in ensuring about the pay scale of workers including periodic wage increases,
surpass competing businesses, and many more. The HR manager of the company is also
overseeing health and another benefit to employees to make them productive towards their tasks
and activities. At the time, HR managers ensure that workers are being fairly rewarded for their
performance and their giving efforts. It may lead to improving productivity level of employees at
working are and also reduce the possibilities of increasing its employee turnover.
20

Tracking: The HR manager of a business can implement tracking methods that assist in
evaluating as well as identifying the main causes for downturns (Ijadi Maghsoodi and et. al.,
2019). Along with this, it also helps in determining the productivity of employees in the working
area. For this, the manager of a business organization uses tracking spreadsheets or software
designed for a specific purpose. This can assist to quickly and effectively address all the
necessary concerns. Apart from this, it also helps the company in reducing the employee
turnover that can be followed by logging hire dates, the position of employees, length of
employment, and appropriate reason for termination.
Thus, it is stated that human resource management plays a vital role in business organizations in
managing workers' activities. In this, HR managers set or formulate appropriate policies and
strategies to retain their employees within the company for a longer period. This can be
beneficial in reducing employee turnover and at the same time also increase the productivity
level of a business organization in the working area.
2.2 Motivation of the employed staff and the satisfaction of the employees important
According to Ashton (2018), retention of staff members is an important activity for
business as it assists in encouraging their workers towards their job roles in the working area.
Mainly, it includes various steps taken by the HR manager to retain their employees in a business
organization. In this relation, motivation also plays a crucial role in proving satisfaction to staff
members that eventually contribute to retaining workers for a longer period. As motivation act as
a catalyst to employee success in which the manager and leader of the company constantly
motivating its employees to extract the best out of them. If workers are performing in the
working area, then the manager motivates them to improve their efficiency so that they do well
and also tries to improvise their performance. Along with this, employee’s motivation and
satisfaction is important and significant part of the business success and growth. As motivated
employees played an important role in motivating other staff members that result in higher
employee’s retention at the workplace. Satisfied employees are a main and important part of
business growth. They played a significant role in attracting a larger customer base. This turn
impacts an organization by increasing their sales and profitability. This will further help the
company by improving their brand image in the marketplace as well as in customer’s minds.
There is different importance of employee’s motivation and satisfaction that will be explained as
below:
21

Handle uncertainty in an effective and better manner: Motivated employees are much more
engaged and have confidence in the workplace. They are able in handling any difficult situation
in an easier manner and without wasting tie. This will be beneficial for the company in saving its
cost and also provides better outcomes that result in the improvement of its business performance
successfully.
Increase innovation and creativity at the workplace: Satisfied and motivated employees
played an important role in the workplace. They are more confident and do their work more
innovatively and creatively that output in improved business productivity within minimum time
and insignificant manner (Pang and Lu, 2018). For example: when employees are engaged and
motivated, they think regarding innovative ideas, which could assist them in positively
optimizing their business performance.
Understand the company’s goals better: Motivated employee’s world towards the attainment
of organizational goal and objectives. They have accurate knowledge about the business that
turns to impact in the attainment of business goal within minimum time and a successful manner.
For example, motivated employees want or require to know how their work adds to the overall
organizational growth and success. Thus, they always require to know what the business’s
vision, objectives, and mission are (Hitka, Kozubíková and Potkány, 2018). This will be
beneficial for the business organization in the attainment of its competitive advantages within
minimum time.
Customer satisfaction: This is one of the main importance of satisfied customers within the
workplace of an organization. Satisfied employees played an important role to understand the
needs and want of customers towards the business products. This will have increased customer
satisfaction towards the brand which is only possible with the help of satisfied customers.
Therefore, satisfied customers are the important and main part of business development and
success.
Employee retention: This is another benefit of satisfied employees within the workplace.
Satisfied employees played an important role in the workplace by increasing satisfaction among
other workers. Satisfied employees helped other workers to work effectively and without an
issue this turn to increase satisfaction in other employees that result in a reduction of high
employee turnover and also increasing employee retention for a longer period.
22

Public acknowledgment: Employee satisfaction supports developing evangelists for the
company. Review of the employees regarding the business is positive that help an organization
in making its positive brand image in the marketplace (Sabbagha, Martins and Ledimo, 2018).
This will help the company in increasing its brand awareness among customers, employees, and
many other organizations that result in improved business growth and development in customer’s
minds and also national as well as international marketplace.
Therefore, above mentioned all these are major importance of employee’s satisfaction ad
motivation in the workplace. These are essential for the company in the accomplishment of
competitive advantages and benefits successfully and essentially.
2.3 Ways that will be essential for an organization in increasing motivation and satisfaction
among employees and their significance in reduction of high employee turnover.
What is motivation
Motivation refers to the process used by an organisation for motivating their employees at
workplace. In simple word, motivation is an effective process that guides, initiates and maintains
goal oriented behavior. This is important for an organization to retain their employees for a
longer time. It is only possible to increase motivation among their employees. There are different
theories of motivation that are essential for the company in improving of employee’s motivation
in a systematic manner (Nazirova, 2018). These theories are: Maslow’s hierarchy of needs,
Herzberg’s theory, ERG Theory, McClelland Theory, Vroom's study on performance. All these
are effective and useful theories of motivation that will be beneficial for an organization in an
increment of motivation level among employees. This turn impacts the company by reducing the
high employee turnover and also supported them in the improvement of its growth and success.
All these theories will be explained as below:
2.4 Content theory
2.4.1 Herzberg’s theory:
This is an important theory of motivation that helps the company to motivate its
employees at the workplace (Alrawahi and et. al., 2020). There are two factors within this theory
are known as motivating factors and hygiene factors. Motivation factor includes the presence of
motivators that causes employees to work with each other and harder.
23

Figure 1: Herzberg’s theory
According to the Panait and Panait (2018), this will be essential within the actual job of
employees. The hygiene factor is another in such theory that will help employees in working
harder and safely. Both factors are essential and important for an organization in increasing
employee’s motivation in the workplace. Thus, motivated employees help business organizations
in the attainment of their long-term goals and objectives within minimum time.
2.4.2 Maslow’s hierarchy of needs
This is another and main theory of motivation that will be important for the company in
motivating their employees effectively. There are five categories of needs that will be important
for the company in the improvement of its success (Hopper, 2019). These needs are
physiological, safety, love and belonging, esteem and self-actualization. All these are main needs
that will be important in motivating the employees towards the job and in the workplace. All
these needs will be explained as below:
Figure 2: Maslow’s hierarchy of needs
 Physiological: This introduces the basic physical requirements like eating when hungry
and drinking when thirsty. In this, workers require access to opportunities and vital
24

services whereas at work to sense their most basic requirements and being met. In this,
employees require access to a restroom, breaks to eat snacks and meals, a place to get
drinking water, and a comfortable working environment. This is the role of the company
to provide all services to their employees as it will help in increasing employees'
motivation.
 Safety: This is another important need, which can positively impact employee’s overall
satisfaction within the workplace. For fulfilling this need of the employee, the company
must ensure that working place is safe and secure (White, 2020). For example: Covid 19
is a pandemic situation and in this safety is important for every workforce. This will be
essential for the company in securing their employees for the job. This will be important
for the company in retaining employees for a longer period.
 Love and Belonging: This is an important need that is a part of Maslow’s hierarchy of
needs. Organizations that organize social activities as well as offer more chances for
relationship-building external the office tend to have advanced rates of workers
engagement than companies that do not have an emphasis on these features of a work-life
balance. Providing love and belongingness to the employees is important and essential
for the business organization because it facilitated them in reducing the high employee
turnover as well as support them in the accomplishment of competitive advantages in a
successful manner.
 Esteem: It is the belief that an employee is paying to an advanced goal as well as that
contribution make the recognized. Within the workplace, it is essential to feel that they
are advancing, growing, and attaining outputs (Abbas, 2020). This is significant for a
company to fulfill the esteem needs of their employees that result in improved reduced
employee turnover and improved brand image in the marketplace and customer mind.
 Self-actualization: This is the last part of Maslow’s hierarchy of needs that will be
essential and effective for the company in retaining employees for a longer period. An
employee eventually needs to sensation they are undertaking the greatest they can within
their position, which supports them feel motivated or encouraged to remain on their
success and career path. A self-actualized worker feels trusted and empowered that
encourages growth as well as engagement (De Vito and et. al., 2018).
25

2.4.3 ERG Theory
This is another theory of motivation that will be essential for a company in motivating their
employees towards the job (Shin and Kim, 2019).
Figure 3: ERG Theory
The above-mentioned ERG Theory includes three types of needs which are existence
needs, growth needs, and relatedness needs. These are the main needs that must be fulfilled by
the company for attracting and retaining employees.
2.4.4 McClelland Theory:
This is a motivation theory that will be significant for the company to motivate its employees
in the workplace (McClelland and et. al., 2020). This theory helps employees to determine the
dominant motivators of employees on their team.
Figure 4: McClelland Theory
26

In this theory, the company must collect feedback from the employees about their
motivation in the workplace. This turn impact business performance and productivity. This is
also effective for the growth and success of an organization at the national as well as
international marketplace.
2.5 Process Theory
2.5.1 Vroom study on performance
This is another theory of motivation that will be essential and useful for the company in
motivating their staff members towards the job (Sohl, Vroom and Fitza, 2020). This will help the
company in retaining employees for a longer time period that results in improved business
performance and productivity.
Figure 5: Vroom study on performance
This theory of motivation is based on three beliefs such as valence, expectancy, instrumentality.
These are important for the company in identifying the employee’s emotion that results in higher
employee retention at the workplace.
2.5.2 Adams’ equity theory
This is an important and effective theory of motivation that will be used by transportation and
logistics organization for motivating their all employees towards the job. This theory says that
when employees perceive that they are discriminated against on the basis of salary, rewards, and
many other benefits. Following this theory at the workplace help an organization in an increment
of motivation among employees.
27

Figure 6:Adams’ equity theory of motivation
From the above mentioned Adams’ equity theory, some different inputs and outputs
define the fair balance or equality at workplace. inputs are loyalty, hard work, commitment and
trust that outputs are increased salary, increased benefits, better recognition and achievements.
This will be essential for company in increasing the motivation among employees that result in
accomplishment of long term goals and objectives within minimum period.
There are different types of motivational theories used for motivating employees at workplace.
Process and content two main types of motivation theories that also includes some significance
theories such as Herzberg’s theory, Maslow’s hierarchy of needs, ERG Theory, McClelland
Theory, Vroom study on performance, Adams’ equity theory etc. Main purpose of all these
theories is to increase motivation among all employees at workplace. Therefore, all these are
considered major theories of motivation that will be suitable and essential for the company in
increasing of motivation among employees towards the job (Lee and et. al, 2020). All motivation
theories are important and useful for the transport company in improving the motivation among
employees as well as reducing the high employee turnover. All theories of motivation support
business organisation in improving of employee’s motivation in the workplace that result in
reduction of high employee turnover.
28

What is satisfaction
Satisfaction is important process of satisfying employees within a workplace. There are
certain methods that will be essential in increasing of satisfaction among employees such as be
flexible, stop micro environment, promote good health, job rotation etc. Different ways are
essential and useful for company in increasing the job satisfaction among employees at
workplace (Shepard, Penuel and Pellegrino, 2018). These ways will be explained as below:
Development of healthy and productivity work environment: This is an important and
useful way of increasing satisfaction level among workforce. As various workers shift to remote,
their strong relationship with working environment change. Along with this, healthy and
productive working environment help company in increasing staff satisfaction that urn to impact
over brand image of company.
Role clarity and growth opportunity: This is another way that is important for business
organisation in increment of satisfaction level among employees. For this, business organisation
must provide role and responsibility to their employees as per their job role. This will impact in
increasing employee’s satisfaction that result in higher employee retention and improved
business performance (Islami, Mulolli and Mustafa, 2018). Providence of growth opportunities is
important and effective for company in increasing the employee’s satisfaction. Growth
opportunity help employees in retaining at workplace for longer time that is only possible with
the help of satisfaction.
Collect feedback on frequent basis: This is essential for the company to collect
feedbacks from their employees about their motivation and sat faction at workplace. in this
employees are fee in giving their opinion about the job and working environment. By identifying
the employee’s needs, company can easily fulfil that requirement that result in increased job
satisfaction among workers. This turn to impact on business by improving their productivity and
performance level (Lasisi and et. al., 2020).
Thus, all these are effective ways of improving job satisfaction of employees at workplace.
it has been determined that job satisfaction and motivation among workers are important part of
the business growth and development. All these ways and theories help company in reduction of
high employee turnover easily.
29

2.4: Impact of the growth of the turnover of a transport company for the development of entire
sector of the economy
According to the, Bulavskaya and Reynès (2018), employee turnover within the workplace
has negative impact on business performance and brand image. Employees turnover refers to the
situation where workers exist the company voluntarily for different reasons and are relieved by
the business on entire. This is not good for the growth and development of company as well as
not essential for the economy. There are some negative impacts of turnover over growth of
transport company that will be explained as below:
It is expansive: Employee turnover at workplace is more expansive because hiring cost of
workers are required maximum amount of capital. Employee turnover can be very expansive for
transport company, specifically is it is a voluntary acknowledgement for human capital
investment as of the company as well as subsequent replacement process. Cost of this
replacement may covers the selection between competing substitutes, search of the external
labour market for a conceivable substitute, induction, formal and informal training of the
replacement etc. Therefore, employee turnover is a biggest issue for transport company by
reducing their market ratio as well as have negative impact on their brand image.
Negative effects on productivity: This is another issue of employee turnover that impact
on growth and development of transport company (Liu, Liu and Lin, 2018). Productivity of
employees and performance of company can be affected negatively when there is high turnover
of employee. Employee turnover at workplace leads to loss of experience as well as trained staff,
which understand the goals and policies of the business and their roles or responsibilities in
attaining these goal.
Therefore, employee turnover at workplace has negative effect over performance and
productivity level of company.
Reduction in marketing return on investment: High employee turnover within an
organisation has negative impact on marketing return on investment. Even if expenses related to
the marketing remain consistent within efforts to attract new clients, the return on investment
(ROI) is lowered if an organization is down customers and customer’s referral because of
inexperienced employee or lower-quality products. This turn to maximize the cost of single
customer that result in lowering marketing ROI. This is not good for company because it reduces
30

their brand image and also negatively impact on their sales ratio. This will have negative and
direct impact on transport company for the development of entire sector of the economy.
Reduce the growth and development of entire sector: This is another impact of high
employee turnover that is not good for the entire sector because it increases negative brand
image in marketplace. Dissatisfied employees at workplace not played effectively that turn to
increase employee turnover. This turn to impact on entire sector by reducing the number of
employees.
Therefore, all these are considered major negative effects of turnover on business growth and
development. This will further impact over their brand image and goodwill that is not effective
for them in its development and growth.
2.5: Maintain the staff motivation for to be active and efficient in a company
According to the Panait and Panait (2018), Motivation is the important concept which is
useful to smooth functioning and running of company regarding the effective operations of an
organizations. In relation with this, motivated workforce tends to make effective difference when
it comes to the effective meeting for the business objectives. For this, every organization tends to
find effective ways to make sure that their employees need to be stay motivated to put their best
efforts towards the effectively achievement of goals and objectives of company. Motivation is
the valuable skills which is should be present in both the manager and leader of respective
company as it tends to depict the ability that challenge and involve the individuals for the
employment functioning. It effectively tends to recruit the suitable team to work in right manner
and also tends to manager their workforce to perform with full potential. In regard of this, there
are various ways to keep staff members motivated and efficient in terms of performing towards
the achievement of objectives which are mentioned as:
Develop positive environment: It represent that the manager and leader both need to
effectively develop positive and healthy working environment for the workforce as by they tend
to work with full potential without facing any sort of restrictions. It depicts the majority for
working for the professionals to spend their working hours at the workplace and for this the
working environment need to be effective to put their subordinates at their comfort zone as it
tends to effectively enhance the productivity and overall performance of company. In terms of
creating healthy working environment, employer need to motivate their workforce to share
31

suitable knowledge and information among their workforce as by this, they feel that they are
important for company.
Encourage teamwork: It represent that the manager and leader of company need to suitably
motivate their workforce to work in team and group regarding the suitable working and also
tends to improve the overall of company. In regard of this, it effectively depicts keeping focus
towards the significant response that belongs to the team. It suitably represents the effective
working of team to gain their trust among each other. It also tends to look towards the healthy
competition which is useful in terms of keeping their staff members motivated.
Recognize and reward: It is undertaken as the effective and most suitable method to keep
staff members motivated and work with full potential. For this, employer need to develop and
start reward programs for their workforce in terms of fulfilling the prominent expectations for
having an effective motivator. They should be provided on regular or quarter basis to remind
employees that they are being appreciated for their work and also tends to keep them motivated
regarding their job role and effective performance of assigned task in proper manner.
Provide supportive leadership: This is another way that will be essential and significant for
transport and logistic company in maintaining the motivation among employees. Providence of
leadership to each employee will help them in increasing their teamwork and guidance about the
business. As it turns to impact on business organization in improving effectiveness of their
employees. Proper leadership will be essential for company in maintaining motivation among
workers that result in improved brand image and goodwill of the company in national as well as
international marketplace.
32

Chapter Three
3.0 Research Methodology
A research methodology is a main section of the dissertation as it helps the researcher in
achieving of project aim and objectives successfully. The main purpose of this chapter is to
gather and analyse suitable data according to the specific area of study.
3.1 Introduction
There is the number of methodologies that are essential within a dissertation for collecting
and also evaluating o data about the existing barriers and need and propose strategies in
employee management for the economic development of the company. Some effective and
useful methodologies according to the present investigation.
3.11 Primary design of the research
Different types of research design are essential in conducting the present dissertation
effectively. These are descriptive, experimental, and exploratory. All these are the main types of
research design but following the present investigation, the descriptive design is more valuable
and essential. This will help the investigator in the identification of the research problem and also
collecting, analyzing, using primary and quantitative data within a minimum period. As it is
effective and valuable for carrying out the current dissertation systematically and successfully.
3.2 Methods of data collection
This is the essential process of gathering the information about the topic and through
primary and secondary sources.
3.2.1 Primary data
In case of primary data collection, questionnaire is useful because it not takes more time
and also benefited researcher by providing numerical or quantitative type of data within less time
of period.
33

3.2.2 Secondary data
In the case of secondary data collection, there are so many sources i.e. articles, books,
magazines, journals, publication research, many others that are suitable according to the present
topic. These sources are used for literature review that will be essential in achieving of aim as
well as objectives of the dissertation successfully.
Along with this, both methods of data collection are essential and valuable for
accomplishing dissertation objectives in a successful manner (de Lira-Flores and et. al., 2018)
3.3 Research Philosophy
It refers to the significant process of data collection and data analysis, which will be done by
using positivism and interpretivism, positivism philosophy: In this, positivism philosophy is a
procedure of collecting and analyzing the quantitative type of data. Interpretivism also introduces
the effective process of collecting and also evaluating the qualitative type of data. Therefore,
both philosophies are effective, but for doing an investigation over the effects of high turnover,
positivism philosophy is more useful and valuable. The main reason behind using the positivism
type is it helps the examiner in gathering as well as collecting quantitative data without taking
maximum time and also resources (Märzinger and Österreicher, 2020). On the other hand, the
interpretivism type of research philosophy is not valuable for the investigator as it takes
maximum time in collecting and analyzing qualitative data and also not provides valid results
according to the existing topic.
3.4 Research approach
It introduces systematic and essential procedure of analyzing data through inductive and
deductive, which are two important approaches to data analysis. Both approaches of data
analysis are effective but for analyzing the information collected from the questionnaire about
the causes and impact of high turnover, the deductive approach is more valuable. The main
rationale behind selecting the deductive approach is it assists in evaluating quantitative
information easily and within minimum time (Turabian, 2018). On the other hand, the inductive
approach is not suitable according to the existing title because it only necessitates collected
qualitative information that turns to impact in consuming maximum time and also resources.
34

3.5 Research strategy
This is a significant part that refers to the procedure of gathering information via different
strategies. This section has various strategies i.e. action research, survey, experiments, survey,
case study, many others. All are essential but for collecting data about the strategies of solving
the issue associated with the high turnover, the survey is an essential and suitable strategy. This
strategy is more suitable according to the topic and facilitates the investigator in gathering as
well as analysis of numerical information within the minimum time duration. Therefore, a survey
is a chosen research strategy for the current dissertation.
3.6 Research choice
It is important for a researcher to select the best choice of the research because the entire
dissertation is based on them. There are two effective choices of the research i.e. qualitative and
quantitative. Qualitative research choice is used for getting the qualitative result, whereas
quantitative study is applied for getting the quantitative output. Both choices of the research are
important but in accordance with the existing topic, quantitative research choice is valuable and
more suitable (Towers and et. al., 2020). The main rationale behind selecting quantitative
research choice as it assists investigators in collecting the numerical type of information in the
limited time that turns to impact in the accomplishment of dissertation aim and objectives
successfully.
3.6 Research’s tools
3.6.1 Instruments
This is essential for the researcher to select the best instrument of data collection. There are
lots of research instruments including questionnaire, interview, observation, modeling, and focus
group. All these are important but for executing the current investigation, the questionnaire is
much more useful as it helps in gathering and analyzing numerical data that output in the
accomplishment of the aim of the dissertation in a successful way. According to the current
dissertation, 15 close-ended will be prepared with the purpose of getting valid information from
the respondents. Thus, the questionnaire is an effective and useful instrument according to the
current dissertation. There are two questionnaires that will be filled by the staff members and
admin. For staff members, 15 closed-ended questions will be prepared, whereas 10 open-ended
questions will be prepared for collecting data from the admin about the existing barriers and
35

needs and propose strategies in employee management for the economic development of the
company.
3.6.2 Time required and type of questions
Time is considered an important and essential part of a dissertation because it assists the
researcher in completing all activities of a dissertation within the allotted time as well as
systematic manner. there are two valuable approaches to time horizon i.e. longitudinal approach
and cross-sectional approach. The longitudinal approach helps in completing of full project in a
longer time period. The cross-sectional approach facilitates the investigator in completing all
activities in a minimum time duration (Lyu, Kim, and Gu, 2018). Hence, both approaches of time
horizon are effective, but in accordance with the existing topic or current dissertation, the cross-
sectional approach is essential and important. The main purpose behind using the cross-sectional
approach as it is based on the actual situation and also facilitates in finishing of each and every
activity of the dissertation in the given time period. Apart from this, the Gantt chart is an
important technique of time management that will be applied within a dissertation for complying
with all chapters within minimum time and successful manner. Gantt chart of the current
dissertation will be shown as below:
36

There are two types of research questions such as open-ended and close-ended
questions. Both questions will be shown as below:
3.7 Sampling
This refers to the selection process of recruiting respondents for a current project through
probability and non-probability sampling. These are two types of sampling, which will be
effective in sample selection. In order to select sample size according to the existing topic, 14
staff within Lussotrans Project SRL will be selected on a random basis. The main rationale
behind selecting random sampling as a type of probability sampling as it helps in recurring
sample base without taking additional time as well as cost. Hence, probability sampling is a
useful and valuable sampling within a dissertation (Holte, 2018). Non-probability is another type
of sampling that is not used in this dissertation because the main reason is it does not assist in
selecting the larger sample in minimum time. Along with this, 5 admin will be selected on a
random basis for open-ended questions. 10 staff members will be selected for close-ended
questions on a random basis.
3.8 Data analysis
This is an important part of the dissertation as it helps the researcher to analyze data in a
systematic manner. Frequency distribution analysis is a suitable method of analyzing quantitative
data. Frequency distribution analysis is an analytical tool that will be beneficial for an
investigator to evaluate quantitative or numerical information easily. In this technique, a
37

researcher will require in creating of frequency distribution table, which assists them in the
evaluation of quantitative data within less time as well as a systematic manner. Ms-Excel will
also be used in the current dissertation for making effective graphs in accordance with all
questions that are present in the questionnaire. This turn helps in the presentencing of
quantitative data in a tabular as well as graphical manner that output in the attainment of
objectives of the dissertation.
3.9 Ethical considerations
Ethics are played an important role in completing each and every activity of the study in an
ethical and systematic way. There are various research ethics that must be taken by a researcher
in this consideration. These are informed consent, justice, respect for a person, minimize the
despite practice, provide a right to the participants' withdrawal, confidentiality, and data
protection, and many more (May and et. al., 2018). All are important and useful principles of
research ethics that will be essential and important for the investigator in doing of the entire
activity of the dissertation in an ethical and successful manner. This will be beneficial for the
researcher in the accomplishment of the objectives of the dissertation in an effective manner.
3.10 Limitations of the research
There are several limitations while selecting best methodology of carrying out present
investigation. These limitations are limited time, ineffective selection of methodology, inaccurate
decision making etc. These are major limitations that will have negative effect on researcher
while completing full investigation.
38

Chapter Four
4.0 Data presentation and analysis
Data presentation and analysis is important part of the dissertation because it helps
investigator in achieving all objectives of the research systematically.
4.1 Introduction
Data analysis refers to the systematic process of analyzing the data collected from research
instruments. Within an investigation, two types of data were gathered which are open-ended and
close ended. To analysis open-ended question, thematic analysis as an analytical technique will
be applied. In this technique, researcher will require in making themes on each open-ended
question as it will facilitate investigator in attaining of valid outcomes within minimum period
and in systematic manner. On the other side, for evaluating the close-ended questions, frequency
distribution analysis will be applied. In this technique, investigator will require in making of
frequency distribution table along with the frequency. Therefore, both techniques are useful and
essential within an investigation for successfully achieving all objectives. Frequency distribution
analysis and thematic analysis will be explained as below:
Q1 Do you have knowledge about the causes and their influence over
turnover of a transport company?
Frequency
a) Yes 8
b) No 2
Q2 Does human resource management affect turnover within a
workplace?
Frequency
a) Yes 7
b) No 3
Q3 Is it important for Lussotrans Project SRL to motivate their staff
members?
Frequency
a) Yes 9
b) No 1
Q4 Does there is requirement of different ways that would be essential
for manager in decreasing of staff turnover?
Frequency
a) Yes 8
b) No 2
39

Q5 Does business manager plays an important role in influencing the
staff satisfaction at workplace?
Frequency
a) Yes 9
b) No 1
Q6 Does there is an impact of high turnover over the growth and
development of Lussotrans Project SRL within logistic and transport
industry?
Frequency
a) Yes 7
b) No 3
Q7 According to you, transport and logistic company can maintain the
staff motivation for to be active and efficient in a company?
Frequency
a) Yes 8
b) No 2
Q8 Does it is important for transport and logistic company to attract and
retain best employees for longer time period?
Frequency
a) Yes 9
b) No 1
Q9 According to you, high turnover has to impact on transport and
logistic companies?
Frequency
a) Yes 7
b) No 3
Q10 Is it being essential for Lussotrans Project SRL to reduce high
turnover at workplace?
Frequency
a) Yes 8
b) No 2
Q11 Does there is requirement for Lussotrans Project SRL in preventing
the high turnover within an organisation?
Frequency
a) Yes 9
b) No 1
40

Q12 Does communication help to reduce high employee turnover within
an organisation?
Frequency
a) Yes 8
b) No 2
Q13 Is it important for Lussotrans Project SRL to use of different
strategies, with aim of improving internal communication of an
organisation?
Frequency
a) Yes 7
b) No 3
Q14 Does reduction of high employee turnover help logistic and
transport company in attainment of competitive advantages?
Frequency
a) Yes 6
b) No 4
Q15 Does satisfaction of employees need help in retaining employees
for long period of time?
Frequency
a) Yes 9
b) No 1
4.1.1 Data analysis and presentation of close-ended questions
This is an important part of dissertation because it will help researcher in analysing the
quantitative data effectively and systematically. To present quantitative data, Ms-Excel software
will be used. This software helps investigator n making of graphs according to each question.
Along with this, data analysis and interpretation will be explained as below:
Table 1: Knowledge about the causes and their influence over turnover of a transport company
Q1 Do you have knowledge about the causes and their influence over
turnover of a transport company?
Frequency
a) Yes 8
b) No 2
41

Interpretation: From the above mentioned table or graph, it has been interpreted that
majority of staff members knew the causes of turnover within transport company. They said as
there are different causes including lack of communication, lack of leadership, no appreciation of
work etc. These are major cause that will have negative impact over business performance and
growth of company. Remaining 2 staff members not had any knowledge regarding the same.
Therefore, majority knew it means above mentioned all these are major causes of increasing
turnover in the company.
Table 2: Human resource management affect turnover within a workplace
Q2 Does human resource management affect turnover within a
workplace?
Frequency
a) Yes 7
b) No 3
42

Interpretation: It has been concluded from the above mentioned table or graph that
human resource within a workplace played different roles such as recruitment and selection,
training and development, attraction and retention etc. These are major roles played by human
resource within a workplace. In this, 7 out of 10 employees of the Lussotrans Project SRL had
idea as human resource management affect turnover in an organisation. High employee turnover
has direct effect on HRM by increasing cost of recruitment, training etc. Remaining 3 employees
said no because they not had proper understanding and knowledge about the same.
Table 3 Important for Lussotrans Project SRL to motivate their staff members
Q3 Is it important for Lussotrans Project SRL to motivate their staff
members?
Frequency
a) Yes 9
b) No 1
Interpretation: It has been interpreted from the above mentioned graph that motivating
staff members is essential and important for Lussotrans Project SRL. 9 respondents had
knowledge as motivated employees within a workplace played different roles i.e. improved
productivity, enhanced performance, reduced high employee turnover, increased sales etc. These
43

are major benefits of motivated employees at workplaces. 1 respondent not had any opinion
about the same. It means, motivation at workplace is important part of business growth and
development
Table 4: Requirement of different ways that would be essential for manager in decreasing of staff
turnover
Q4 Does there is requirement of different ways that would be essential
for manager in decreasing of staff turnover?
Frequency
a) Yes 8
b) No 2
Interpretation: From the above mentioned information or graph, it has been determined
that proper recruitment of the staff members is important for an organisation in maintaining of
staff turnover. For this statement 8 respondents had knowledge as there are different ways of
recruitment that are essential and useful for transport and logistic company in maintaining of
staff turnover. These ways are brainstorming, focus group, interview, observation etc. These are
major and effective ways of recruitment that are essential and useful for company in maintaining
high employee turnover at workplace. Remaining 2 respondents not had any idea about the same.
Table 5: Business manager plays an important role in influencing the staff satisfaction at
workplace
Q5 Does business manager plays an important role in influencing the
staff satisfaction at workplace?
Frequency
a) Yes 9
b) No 1
44

Interpretation: It has been determined from the above mentioned graph or table that
business manager within a workplace played different roles in which increasing staff satisfaction
is main. 9 out of 10 respondents had idea as business manager help employees by increasing
their satisfaction level towards the job. For this, they provided different benefits to the employees
such as job rotation, performance appraisal and many more. All these are important and essential
in increasing of employee’s satisfaction towards the job that result in improved brand image and
goodwill. Remaining 1 participant not had any knowledge regarding the same. This proofed that,
business manager become able in increasing staff satisfaction at workplace.
Table 6: Impact of high turnover over the growth and development of Lussotrans Project SRL
within logistic and transport industry
Q6 Does there is an impact of high turnover over the growth and
development of Lussotrans Project SRL within logistic and transport
industry?
Frequency
a) Yes 7
b) No 3
45

Interpretation: From the above mentioned data, it has been determined that high
employee turnover is not good for growth and development of transport and logistic industry. 7
out of 10 staff members had idea as high employee turnover decreased the sales and profitability
of Lussotrans Project SRL that turn to impact over their growth and development in negative
manner. They had idea about the negative impact of high employee turnover within a workplace
that are reduced customer base, decreased sales, decreased brand image etc. Remaining 3
participants not had any idea or opinion regarding the same.
Table 7: Transport and logistic company can maintain the staff motivation for to be active and
efficient in a company
Q7 According to you, transport and logistic company can maintain the
staff motivation for to be active and efficient in a company?
Frequency
a) Yes 8
b) No 2
Interpretation: It has been determined from the above mentioned data that maintaining
staff motivation help company in its business performance in effective and efficient manner. 8
46

respondents had knowledge as staff motivation is important for transport and logistic company in
its effective as well as efficient business performance. Motivated staff at workplace helped
company in increasing of their growth and development, improving brand image, better decision
making, increased innovation etc. All these positively turn to impact on business performance
effectively and efficiently. Remaining 2 respondents not had any knowledge or idea about the
same.
Table 8: Important for transport and logistic company to attract and retain best employees for
longer time period
Q8 Does it is important for transport and logistic company to attract and
retain best employees for longer time period?
Frequency
a) Yes 9
b) No 1
Interpretation: From the above stated graph, it has been determined that attraction and
retention of best employees for longer time period is important and effective for transport and
logistic company in its growth. 9 participants had knowledge about the effectiveness of staff
retention and attraction at workplace. There are different advantages of staff retention as well as
attraction for an organisation i.e. accomplishment of vision, retaining finest talent, succeed over
competitors, better decision making, strengthens company’s human capital, efficient and
effective performance, employee motivation, boost-up confidence and many more. These are
beneficial and essential for transport and logistic company in achievement of its competitive
advantages and also maintaining strong position at market place. Remaining 1 respondent not
had any idea regarding the same.
47

Table 9: High turnover has to impact on transport and logistic companies
Q9 According to you, high turnover has to impact on transport and
logistic companies?
Frequency
a) Yes 7
b) No 3
Interpretation: It has been concluded from the above given information or graph that
high employee turnover has negative impact on logistic and transport companies. These impacts
are decreased productivity, reduced performance, negative impact over brand image and many
more. All these are major impacts of high employee turnover for company. Remaining 3
respondents not had any opinion and idea about the same.
Table 10: Essential for Lussotrans Project SRL to reduce high turnover at workplace
Q10 Is it being essential for Lussotrans Project SRL to reduce high
turnover at workplace?
Frequency
a) Yes 8
b) No 2
48

Interpretation: From the above mentioned information, it has been concluded that
reduction of high employee turnover is important for business organisation in maintaining of
strong position at marketplace. 8 respondents had knowledge as reduction of high employee
turnover help company in increment of its business performance and productivity. Remaining 2
participants not had any opinion about the same.
Table 11: Requirement for Lussotrans Project SRL in preventing the high turnover within an
organisation
Q11 Does there is requirement for Lussotrans Project SRL in preventing
the high turnover within an organisation?
Frequency
a) Yes 9
b) No 1
Interpretation: It has been determined from the above mention information or graph that
preventing high employee turnover within a workplace is necessary and essential for the
company. 9 respondents had view as prevention of high employee turnover help transport and
49

logistic company in improving of their brand image. 1 participant not had any idea and opinion
about the same concept.
Table12: Communication help to reduce high employee turnover within an organisation
Q12 Does communication help to reduce high employee turnover within
an organisation?
Frequency
a) Yes 8
b) No 2
Interpretation: It has been determined from the above mentioned information or graph
that communication is an important part of reducing the high employee turnover within
workplace.8 respondents said yes because they had accurate knowledge about the effectiveness
of communication. With the help of communication, logistic and transport company can easily
communicate information about their business that result in reduced conflict and turn to impact
in reduction of high employee turnover within the workplace. Remaining respondents said no
because they not had any idea and knowledge regarding the effectiveness of communication at
workplace.
Table 13: Important for Lussotrans Project SRL to use of different strategies, with aim of
improving internal communication of an organisation
Q13 Is it important for Lussotrans Project SRL to use of different
strategies, with aim of improving internal communication of an
organisation?
Frequency
a) Yes 7
50

b) No 3
Interpretation: It has been interpreted and concluded that utilisation of different
strategies for improving internal communication is significant for the company in reduction of
high employee turnover. 7 respondents said yes because they had knowledge about various
strategies of improving internal communication. These are make the vision and mission clear,
strengthen connections, encourage information sharing and many more. These are considered
more essential and effective strategies of improving internal communication that turn o impact in
reduction of high employee turnover. Remaining 3 participants not had accurate understanding
and knowledge regarding the same.
Table14: Reduction of high employee turnover help logistic and transport company in attainment
of competitive advantages
Q14 Does reduction of high employee turnover help logistic and
transport company in attainment of competitive advantages?
Frequency
a) Yes 6
b) No 4
51

Interpretation: From the above mentioned table or graph, it has been determined that
reduction of high employee turnover facilitate company in achievement of competitive
advantages. For this statement, 6 respondents said yes, whereas 4 are said no. Majority are said
yes it means reduction of high employee turnover is essential and important for the growth of
company as well as in accomplishment of competitive benefits within minimum time and in
significant manner. Remaining 4 respondents said no because they had idea as reduction of high
employee turnover require maximum time that not help in easily attainment of competitive
advantages.
Table 15: Satisfaction of employees need help in retaining employees for long period of time
Q15 Does satisfaction of employees need help in retaining employees
for long period of time?
Frequency
a) Yes 9
b) No 1
52

Interpretation: It has been determined from the above stated graph or table that satisfied
employees within a workplace helped other employees by increasing their satisfaction that turn
to impact in higher employee retention. Satisfied employees helped business organisation in
development of positive and friendly work environment that help in increasing employee
retention within the workplace. For this statement, 9 staff members are said yes, whereas 1 are
no. It means, satisfied employees played important in retaining employees for longer time period.
4.1.2 Data analysis and presentation of close-ended questions
Table 16: Major causes that increase high employee turnover within the workplace of
Lussotrans Project SRL
Q1) What are the major causes that increase high employee turnover within the workplace of
Lussotrans Project SRL?
Interpretation: There are total 5 admin selected for close-ended questions. All they had
different opinion about the topic. 3 admin had opinion as different causes increase high
employee turnover at workplace. These are lack of communication, lack of leadership,
ineffective business environment, no appreciation and many more. These are major causes
according to the 3 admins that have negative impact by increasing high employee turnover. 2
admins had idea that lack of working flexibility and poor management are main causes that
increase high employee turnover. All these are main causes and had negative impact over
business performance and productivity.
53

Table 17: Major impacts of high employee turnover at workplace of Lussotrans Project SRL
Q2) What are the major impacts of high employee turnover at workplace of Lussotrans Project
SRL?
Interpretation: There are different impacts of high employee turnover and for this, various
opinions of 5 admins are created. 2 admins had idea as high employee turnover reduced the
brand image and goodwill of company at marketplace. 2 respondents had knowledge as
decreased customer base and reduced sales are the major impact of high employee turnover.
Remaining 1 admin had idea as high employee turnover impacted over the growth and
development of company in negative manner.
Table 18: Main motivational theories that would be essential for Lussotrans Project SRL in
motivating their employees at workplace
Q3) According to you, what are the main motivational theories that would be essential for
Lussotrans Project SRL in motivating their employees at workplace?
Interpretation: There are different types of motivation theories that are useful for Lussotrans
Project SRL in increment of motivation among their employees. 1 out of 5 admins had idea as
Maslow’s hierarchy of needs is an essential theory for company because it will help them in
identification of employee’s all types of need. 2 admin had opinion as Herzberg’s theory, ERG
Theory and McClelland Theory are essential for company in increment of motivation among
workforce. Remaining 2 admins had idea as Vroom study on performance and Adams’ equity
theory is essential for the business organisation in motivating the employees towards their job.
Table 19: Major ways of increasing job satisfaction among staff members
Q4) What are the major ways of increasing job satisfaction among staff members?
Interpretation: There are various ways that will be essential for an organisation in increasing
the satisfaction among employees. 2 admins had knowledge as development of healthy and
productivity work environment is an effective way in increasing the satisfaction. Other 2 admins
had idea as role clarity and growth opportunity is an effective way because it enhances the
54

satisfaction level of employees. Remaining 1 participant had view as collecting feedback on
frequent basis is a biggest effective way for increasing employee’s satisfaction level towards the
job.
Table 20: Motivation and satisfaction at workplace helped Lussotrans Project SRL in retaining
of employees for longer time period
Q5 Does motivation and satisfaction at workplace helped Lussotrans Project SRL in retaining of
employees for longer time period?
Interpretation: It is important for an organisation to increase motivation and satisfaction among
employees because it will help in its growth and development. For this 3 admin had opinion as
motivation and satisfaction within the workplace of Lussotrans Project SRL helped them in
retaining of workers for longer period of time. They had knowledge as motivated and satisfied
employees at workplace increase motivation and satisfaction among other workers that result in
higher retain. Remaining 2 admin had opinion as satisfaction as well as motivation among
workers increase team building that run to impact in employee retention for longer time.
Table 21: The benefits of motivated and satisfied employees within transport and logistic
company
Q6) According to you, what are the benefits of motivated and satisfied employees within
transport and logistic company?
Interpretation: It has been determined from the view presented by all admin that satisfied and
motivated employees are important part of business growth and development. 2 respondents had
idea as there are different benefits of both types of employees such as increased innovation,
higher customer satisfaction, increased sales, reduced marketing cost, effective business
operations etc. These are main advantages of satisfied and motivated employees within a
workplace. Other 2 respondents had knowledge as satisfied and motivated employee’s works
towards achievement of competitive advantages for transport and logistics company. Remaining
1 respondent had idea as motivation and satisfaction among workforce support transport and
55

logistics company in improving of its brand image at national as well as international
marketplace.
Table 22: Negative effects that may be faced by Lussotrans Project SRL while not motivating and
satisfying their employees at workplace
Q7) What are the negative effects that may be faced by Lussotrans Project SRL while not
motivating and satisfying their employees at workplace?
Interpretation: This is important for company to motivate and satisfied their employees towards
the job. Along with this, there are different issues that may be facing by transport and logistics
company while not motivating and satisfying their employees towards the job. 3 respondents had
opinion as it decreased brand performance and goodwill. Remaining 2 participants had
knowledge as demotivation and dissatisfaction among workers reduced the business sales.
Table 23: Significance of staff motivation in improvement of other employee’s performance
within the workplace of Lussotrans Project SRL
Q8) What are the significance of staff motivation in improvement of other employee’s
performance within the workplace of Lussotrans Project SRL?
Interpretation: This is significant for the company to motivate their staff members because it
turns to impact in increasing performance among other workers. 1 admin had knowledge about
this statement that staff motivated increased confidence among other employees that turn to
impact in increasing employee’s performance in positive manner. 4 respondents had opinion as
staff motivation enhanced the performance of other workers towards the job that turn to impact
in increasing brand image of the transport and logistics company.
56

Table 24: Steps may be taken by Lussotrans Project SRL by reducing the high employee turnover
at workplace
Q9) What steps may be taken by Lussotrans Project SRL by reducing the high employee
turnover at workplace?
Interpretation: There are different steps that will be essential and beneficial for Lussotrans
Project SRL in reducing the high employee turnover at workplace. For this, total 5 respondents
had opinion as these steps are hiring the right people at right job, keep compensation and benefit
current, offer flexibility, pay attention to engagement, develop friendly working environment,
proper communication etc. All these are main and effective steps that will be beneficial for an
organisation in reduction of high employee turnover at workplace as well as accomplishment of
better outcomes within minimum time period.
Table 25: Ways that would be use by Lussotrans Project SRL for attaining competitive
advantages
Q10) What are the ways that would be use by Lussotrans Project SRL for attaining competitive
advantages?
Interpretation: There are different ways that will be effective for Lussotrans Project SRL in
attaining of competitive advantages successfully. 2 respondents had knowledge as motivation is
the workplace is main way because motivated employees perform all tasks or activities in proper
manner. 2 participants had view as satisfaction among employees is major ways as satisfied
employees become able in dealing with international client easily. Remaining 1 participant had
opinion as effective use of marketing techniques is major way. This will help Lussotrans Project
SRL in promoting of its product or services at marketplace. This turn to impact on them by
increasing their brand awareness that result in attainment of competitive advantages in successful
and in efficient manner.
57

Chapter 5
5.0 Discussing the results
This is another chapter that is important in discussing the results identified from the
primary and secondary data collection methods. Secondary data was collected for literature
review from various sources such as articles, books, magazines etc. Primary data was gathered
from interview and questionnaire. Both types of data collection methods are essential and help an
investigator in getting of valid outcomes within minimum period. This chapter will help
investigator in attaining of each objective of the dissertation successfully and accurately.
From the above collected secondary data for literature review, it has been discussed that
there are different causes of staff turnover. These are lack of leadership, lack of communication,
no appreciation of the work, no rewards and benefits etc. These are biggest and main causes of
increasing high employee turnover at workplace (De Winne and et. al., 2019). All this has
negative impact over business performance and growth of logistics and Transport Company.
There are different impacts of high employee turnover discussed such as reduced brand image,
decreased sales, decreased customer base, reduced business performance etc. These are major
impacts that negatively impact on company. Along with this, there are different motivational
theories discussed. These are: Maslow’s hierarchy of needs, Herzberg’s theory, ERG Theory,
McClelland Theory, Vroom study on performance. All these are major theories of motivation
that discussed for motivating employees and reducing high employee turnover within the
workplace. Thus, motivation among employees is important and significant for business
development and growth nationally as well as internationally. Along with this, different ways
helped an organisation in increment of satisfaction level among workers. These are development
of healthy and productivity work environment, role clarity and growth opportunity and collect
feedback on frequent basis.
5.1 Introduction to this chapter
Discussion is an important and essential chapter of completing dissertation systematically
and successfully. This chapter of the dissertation helps investigator in discussing of primary and
secondary information systematically. This turn to help investigator in attaining of each objective
of the dissertation in successful manner. In this chapter, researcher will require in discussing
secondary information collected for literature review with primary information gathered from
58

interview and questionnaire. Both information is related with each other, it means research
objective was achieved that result in complain of full dissertation successfully and
systematically.
5.2 Analysing the collected data
Data analysis introduces to the process of analysing the information collected from
analytical techniques. According to the current dissertation, primary information was gathered
from interview and questionnaire. These are two methods of collecting qualitative and
quantitative data about the topic (Hossain and Mahmood, 2018). To analysis the qualitative
information gathered from interview, thematic analysis was applied and for evaluating the
quantitative information collected from questionnaire, frequency distribution analysis will be
followed. These helped investigator in accomplishment of each objective of the dissertation
successfully.
5.2.1 Description of the process
Information according to the topic were gathered from interview and questionnaire that
helped investigator in attainment of all objectives effectively and successfully. 5 respondents
were selected for collecting qualitative information through interview. 10 respondents were
chosen for collecting quantitative data through questionnaire. Therefore, both are effective
instruments of data collection that will help researcher in accomplishing of all objectives as well
as completing full dissertation.
5.3 What effects does motivation have on turnover
Motivation is important and essential within a workplace because it will support researcher
in retaining of employees for longer period. Different techniques of motivation will be beneficial
for an organization in increasing of motivation among their workforce. These techniques are
asking for employee input, offer personal enrichment programs, validate good work, set
intermittent goals, radiate positively, celebrates milestones and achievements, develop a
mentorship program, encourage mindfulness, share profits to improve performance, offer an
incentive programs etc. These are one of the main techniques that will be essential and beneficial
for an organization in increasing of motivation level among their workers. This turn to effect on
business by improving their business performance and also increasing sales within minimum
period (Rasheed and et. al., 2020).
59

5.3.1 Reflection of the relationship between motivation and turnover
Motivation and turnover has a positive relationship within the workplace. With the help of
motivation, an organisation become able in reducing the high employee turnover at workplace
that result in increment of sales turnover easily and within minimum period. Motivation at
workplace support logistic and transport company in increasing of its sales and profitability that
result in accomplishment of competitive advantages within minimum period and in successful
manner. Along with this, by conducting this investigation I observed that high employee
turnover within a workplace has negative impact on business performance and growth of
company. I also identified that there are different types of motivational theories and techniques
that helped company in increasing of motivation level among workforce. This turn to effect on
business by increasing its turnover and also assist them in achieving of long term goals and
objectives within minimum time and in successful manner.
5.4 Discussion of the results
Discussion of the results are based on information gathered for literature review from
articles, books, magazines, publication research and many more. This section will help
investigator in accomplishing of each objective of the dissertation successfully and
systematically. Discussion of the information will be discussed a below:
From the above mentioned secondary data collected for literature review, it has been discussed
that there are different aspects which influence the turnover such as cutting pays, less salary as
compared to other firms in the industry, lack of recognition and growth opportunities. The
turnover of employees increases because sometimes the organization expects impractical
expectations from the employees and employees find it difficult to fulfil these expectations
which make them to quit from the organization. The lack of appreciation from their employees is
also an important factor that influence the employees to leave the organization. The employees
feel demotivated and they start developing the negative thoughts towards the organization as
well as employer (Otieno, 2020). The less the appreciation of employees the more the turnover
of the employees.
One more reason which influences the employee turnover is that if an employee finds out
that the other industry is paying more salary or remuneration to the same position then this
influence the employee to switch to that company. A firm in the industry must do a regular
evaluation of paying system of other firms in the industry. The other reason of employee
60

turnover is that sometimes firms cut the salary or remuneration of the employees with the
reasons which do not satisfy the customers and they leave the firm or company.
From the above mentioned secondary data collected for literature review, it has been concluded
that employees play an important role on decreasing the company's turnover. Employees are the
human resource of the company they are responsible for the success of the business. The
motivation and satisfaction of the employees are important because motivated staff are abler to
understand the goals and objectives of the company very clearly. They are already motivated to
achieve those targets and objectives of the company. Motivated employees are more focused on
making innovations and creativity in the business and they also play an important role of
satisfying the customers because motivated employees can understand the needs and wants of the
customers. Motivated employees help in the retention of employees by motivating other
employees by making them do their work effectively and efficiently in the workplace
(Kurniawaty, Ramly and Ramlawati, 2019).
It has been identified from the above mentioned secondary information gathered from
articles, books, magazines, publication research etc. that many ways will be essential for an
organization in increasing motivation and satisfaction among employees, some of them are-
Recognition of the employees is the best way of increasing motivation and satisfaction among
the employees because employees often work hard so they can get the appreciation and
recognition for their work in front of the other employees in the firm or an organization. And
when the employees get the required appreciation for their work then there are less chances of
employee turnover in the organization. The other way of increasing motivation among
employees by increasing pay of the employees or by giving them incentive for their work. This is
also very important in reduction of employee turnover because people want to work in those
companies which can pay good amount and can provide incentives for their extra work. If
company provides more growth opportunities to its employees then the employees feel motivated
because they will get the work to do other than their regular work, their scope of work will not
remain limited and when the employees find new growth opportunities within the organization
then there will be less employee turnover (Lee and et. al., 2018).
The high employee turnover affects the growth of the company in a negative way because
when an employee leaves the company there arises the need of new employee which increases
the cost of the company by the process of recruitment such as hiring, training. When employees
61

leave the firm the recruitment process takes times till that time work pressure comes on other
employees which reduces the productivity and effectiveness of the company. The workload gets
more and stress is also created among the remaining employees. High employee turnover at
workplace had negative effect over brand image and sales of company. As it increases the
negative image of the company among customers that turn to reduce business sales and turnover.
From the above collected data from articles, books, journals and many other secondary sources,
it has been discussed that different ways helped an organization in increasing of motivation and
satisfaction among their employees. The company can motivate their staff to be active and
efficient in many ways, some of them are: The company can provide good environment in the
company by organizing different activities which uplift the mood of the employees. By this
stress environment can be eliminated from the company. The second way can be employee
engagement in decision making of the company. Employers can include the employee’s ideas
and suggestions in the decision of company which will motivate the employee and he will think
that his ideas and suggestion are also important (Kang and Sung, 2019). The third way through
which employees can be motivated to be active in the organization by providing them support
from the leader. The leader should focus on providing every type of support to the employees so
that employee can free feel to discuss anything with their leader which motivate the employee
and which increase the effectiveness of the employee to do work. The fourth way can be proper
appreciation and recognition motivate the employee to be active. When the employee gets the
recognition for their work in front of other employees then they feel motivated to do their work
more actively and genuinely.
From the above gathered secondary data, it has been determined that different ways will be
essential for an organization in improving motivation and satisfaction level of workers towards
the job. These are working flexibility, providence of rewords and many other benefits etc. These
are major ways or techniques that will be essential and beneficial for an organization in
enhancement of its business performance and productivity.
Chapter 6
6.0 Conclusion and recommendations
This is an important chapter of the dissertation because it includes entire information of
each activity in a systematic and clear manner. This will help the investigator in attaining of
62

research aim and each objective of the dissertation in a successful manner. Along with this,
recommendations are also important in improving the topic effectively and systematically.
Therefore, conclusion and recommendations are important for completing a full dissertation in a
systematic and successful manner.
6.1 Introduction
Conclusion and recommendation are the main chapters of the dissertation because they
facilitate the researcher in the accomplishment of all objectives successfully and systematically.
The conclusion is the process of including entire information about each activity in a systematic
manner. The recommendation is also the main process of improving the research title in an
effective manner. Therefore, both conclusion and recommendations are an important part of the
dissertation that help the researcher in attaining of dissertation aim and each objective in a
successful manner.
6.2 Summary of the findings
From the above findings, it has been summarised that high employee turnover has a
negative impact on the sales turnover of the company. There are two methods used for collecting
the primary information about the topic. These methods are interviews and questionnaires. For
the interview method, open-ended questions were prepared that are effective in achieving each
objective of the dissertation in a successful manner. These are two methods of primary data
collection that facilitated the researcher in getting valid outcomes within the minimum time
period and in a successful manner (Stritch, Molina Jr and Favero, 2020). Along with this,
secondary sources of data collection were used for gathering secondary information regarding
the cause effects and impacts of high turnover in transport and logistics companies case study of
Lussotrans SRL. These sources are books, articles, magazines, peer-reviewed articles, etc. These
are major sources that are effective and useful for an investigator in achieving dissertation
objectives successfully and effectively.
6.3 Conclusions
From the above-mentioned information, it has been concluded that there are different
causes, which increase the employee turnover within the workplace of transport and logistics
organization. It has been determined from the above information that the majority of respondents
had knowledge regarding the causes and their impact on business growth and success. Along
with this, human resources at the workplace played different roles including recruitment and
63

selection, training and development, performance appraisal, attracting and retaining of
employees, etc. These are major roles of human resources that helped an organization in the
enhancement of its business performance and growth at the national as well as international
level. High employee turnover at the workplace has a negative and direct impact on human
resources. Business managers also played different roles in increasing staff satisfaction at the
workplace. They provided different benefits to their employees which are a bonus, be flexible,
allow workers to shape their own roles, stop micro-management, promote good health, training,
and investment, etc. All these are major roles played by the business manager that help logistic
and transport company in retaining of employees for the longer time period. This turn assists the
company in accomplishing competitive advantages successfully. In this, communication is also
important and essential for a company in reducing the high employee turnover at the workplace.
It is significant for a company to attract and retain its employees for a longer period of time
(Abate, Schaefer and Pavone, 2018).
Apart from this, it has been concluded from the open-ended questions that there are various
causes of employee turnover such as lack of communication, ineffective business environment,
lack of leadership, no employee’s appreciation, etc. These are major causes that had a negative
impact on business by increasing the rate of employee turnover. There are different impacts of
high employee turnover such as reduced brand image, reduced goodwill, and many more. These
are major impacts that had a negative influence on the business performance and growth of the
company. along with this, there are different types of motivational theories Maslow's hierarchy,
Herzberg’s theory, ERG Theory, McClelland Theory, Vroom study on performance, and Adams’
equity theory. All these theories were used for increasing motivation levels among employees.
This turn impact a business by retaining employees for a longer time period. As it is beneficial
for the business organization in the reduction of high employee turnover as well as improvement
of their growth and development.
There are different ways used for increasing satisfaction among staff members towards their job.
These ways are the development of a healthy and productive work environment, role clarity and
growth opportunity, collecting feedback on a frequent basis, etc. These are major ways that
helped transportation and logistics companies by increasing their job satisfaction level. This
supported company by reducing high employee turnover and also facilitated them by improving
their growth and success. Therefore, motivation and satisfaction among employees supported the
64

company in increasing of employee retention as well as improvement of their business
performance. There are different advantages of motivated and satisfied employees within the
workplace. These are increased innovation, increased sales, higher customer satisfaction,
decreased marketing cost, effective business operations, helps in attainment of competitive
advantages, and many more. All these are major advantages of satisfied as well as motivated
employees at the workplace. Thus, it is important and essential for a company to increase
satisfaction and motivation levels among its employees. Without this, the company is not able in
maintaining of their strong position in the marketplace.
It has been determined from the above-mentioned findings or data analysis that there are various
steps used by the company for decreasing the issue of high employee turnover at the workplace.
These are hiring the right people at the right job, offer flexibility, pay attention to engagement,
keep compensation and benefit current, proper communication, develop a friendly working
environment, and many more. These are considered the main steps that helped logistic and
transport business organisations in reduction of high employee turnover at the workplace. There
are several ways adopted by the company for accomplishing competitive advantages. These
ways are the use of marketing techniques, higher motivation and satisfaction, improvement of
brand awareness and so on. All these are identified as some main ways that helped company in
achieving of its competitive advantages.
Therefore, retaining employees for a longer period of time helped business organisation by
improving their brand image at the national and also international level.
6.3.1 Factors that trigger low motivation
There are different factors that trigger low motivation at the workplace. These factors are
job insecurity, feeling under-valued, no development opportunities, poor leadership, conflict, etc.
These are major factors that increase low motivation among employees which is not good for the
growth and development of the company at the national as well as international marketplace. All
these factors will be explained as below:
 Job insecurity: Insecurity about the job among employees directly increases the low
motivation that turns to affect business performance and growth in a negative manner.
Therefore, it is the role of business manager to provide job security to their employees.
This will help them in retaining workers for a longer time period and also the
achievement of better outcomes within a minimum time period.
65

 No development opportunity: This is another factor that increases low motivation
among the workforce. Today’s each and every employee wants development opportunity
for their future growth. If they did not get development opportunity at the workplace,
they are highly demotivated that result in higher employee turnover (Heady and et. al.,
2020).
 Poor leadership: Proper leadership is important within an organization because this will
help in the province of accurate guidance to their employees. Without leadership, no one
organization becomes able in achieving its long-term goals and objectives. Along with
this, poor leadership at the workplace is not good because it decreases employee’s
motivation level and also does not help them in working towards the attainment of the
company’s goals.
 Conflict: This is another factor that increases low motivation among workers. Conflict is
not good at the workplace because it reduces the employee’s confidence that turns to
impact by increasing employee turnover at the workplace.
6.3.2 Effects of motivation on employee turnover
Motivation has positive effects on employee turnover. Motivation at workplace help
employees by improving their confidence and satisfaction level that turn to impact in reduction
of high employee turnover. Motivation plays an important role in maximising or reducing the
employee’s performance in both private and public sector business. Performance of the
employees is dependent on their motivational level. If the workers are hugely motivated they will
provide effective performance as well as will have reduced turnover intensions for the reason
that they are satisfied towards their job. Motivation among workers is important in reduction of
employees turnover and also increasing of sales turnover. Motivation is essential and necessary
at workplace because it support employees to work freely and haply. This will increase
confidence level among employees that turn to effect in retaining of talented employees within
the workplace for longer time period. Therefore, motivation is necessary for reducing the high
employee turnover at workplace.
6.4 Significance of the research
Current dissertation or research is important for an individual, organisation, societies etc.
With the help of this dissertation, awareness about the impact of high employee turnover will be
66

increased among them. At individual level, current dissertation help investigator by improving
their research skills which includes data collection, time management, data analysis, presentation
and many more (Lee and et. al., 2018). All these skills will help researcher in completing of each
activity of the dissertation in successful as well as systematic manner. At professional level,
present dissertation assists students by improving their knowledge regarding the aspects of
turnover along with their impact on business performance. Therefore, current dissertation is
effective and essential at personal as well as professional level.
6.5 Limitations of the research
There are some limitations of the research that are lack of time, lack of capital,
respondent’s behaviour and many more. These are major limitations that will have negative
impact over the performance of researcher while they need to complete each activity of the
research within given time an in systematic manner. Therefore, these are major limitations and
for overcoming this, there are some ways or tools that should be using by researcher for
overcoming the limitations of the research in systematic manner. Gantt chart is more suitable and
effective tool of overcoming the time limitation. This tool will help researcher by providing
information regarding the starting and ending data of dissertation. As it will be beneficial for
investigator in completion of full dissertation systematically and successfully.
6.6 Further research opportunities
There are different opportunities for researcher if they get another chance of doing a
dissertation over the different topic. There are some further research considerations such as
impact of high employee turnover on business performance of an organisation, aspects that
increase high employee turnover at workplace, ways for reducing the high employee turnover at
workplace etc. These are major research considerations that will be essential for investigator in
conducting of further investigation successfully and systematically (Kang and Sung, 2019).
6.7 Researcher’s recommendations
From the above mentioned information, there are some recommendations to the researcher
in completing of full dissertation successfully. Some recommendations will be given to the
researcher that will be explained as below:
 Researcher should use Gantt chart for overcoming the issue of time. This is a time
management tool that will help researcher in completing of full dissertation effectively
67

and systematically. Gantt chart is a time management tool or technique that will be used
by researcher in its further investigation. As it will help researcher in completion of full
dissertation or each activity of investigation successfully.
 Proper planning s another recommendation to the researcher. As it will support them in
starting and completing of each activity of the dissertation in systematic and successful
manner. Proper planning is important and essential for investigator in conducing of full
dissertation effectively and systematically.
 An investigation will not be free from issues or limitations and these may have connected
with formulation of research aim and objectives, sample size, applications of data
collection methods, scope and discussion, data analysis and many more. These are major
limitations and for conducting further investigation, researcher make sure that these
limitations not effect on their further study. This turn to impact on researcher in
completion of further investigation successfully.
 Researcher may focus on effective and suitable research instrument because this will help
them in collecting and analysing of appropriate data regarding the topic.
 Development of positive working environment is an important way for logistic and
transport companies in retaining of employees for longer period of time. Positive working
environment support employees by reducing any fear and also increasing confidence
level. This turn to impact on company in reduction of employee turnover at workplace.
 Increased flexibility is important for reducing the high employee turnover within the
workplace. For this, logistics and transport company must provide flexible working
options to their employees. These are part time job option, work from home facility etc.
This will assist an organisation in accomplishing the long term goals and objectives
within minimum period of time.
Therefore, above mentioned all these are main recommendations for researcher in carrying
out further investigation successfully and effectively. All these recommendations were also help
them in improving of their professional growth and career.
68

Chapter 7
7.0 Personal development plan
A personal development plan introduces to the process of developing an action plan that is
based on awareness, reflection, values, planning, and goal-setting for personal development in
the context of education, career, self-improvement and relationship. Along with this, while
conducting this dissertation I improved my different types of research skills such as literature
review, presentation, data collection and many others. All these skills helped me in completion
of full dissertation systematically and successfully. Apart from this, there are certain skills in
which I am not good such as communication, time management, decision making, analytical
thinking etc. These are major weaknesses that I observed while doing this dissertation. In order
to improve these skills, I will be requiring in making of the personal development plan. My
personal development plan will be shown as below in tabular firm. These are:
Goal Action Evidence of achievements Target date
Time management I am weak in making time.
In order to improve my
time management skill, I
used Gantt chart. This is a
time management tool that
will help me in managing
of time of each activity.
I will able to conduct all
activities within allotted
time period.
January, 15,
2021
Communication I identified that I am not
good in communicating all
information to intended
audience. In order to
enhance my
communication skill, I will
follow different models of
communication such as
Linear model, interactive,
transaction etc. These are
I will use all models of
communication for
communicating all
information to the audience.
January, 20,
2021
69

main models that will be
useful for me in
overcoming the issue of
communication.
Analytical thinking This is another weakness
that I have. For
overcoming this weakness,
I improve my research
skills. This will help me in
enhancing my analytical
thinking that turn to
support me in completing
full dissertation successful
manner.
I am able to create
innovation in research
process that turn to assist in
completion of each activity
of the dissertation in
systematic manner.
January, 30,
2021
Decision making I am not good in making
any decision regarding the
selection of best
methodology. In order to
improve my decision
making skill, I learn from
experience. This will be
essential for me in
improving my decision
making quality in effective
manner.
I research about the suitable
and appropriate research
methodology that support
me in making effective
decision about the selection
of research methodology.
February, 10,
2021
Therefore, above mentioned personal development plan helped me by overcoming my all
weakness in effective as well as systematic manner. This will be essential for me in my future
growth and development in positive manner.
70

7.1 Prior to this research
In previous studies, there is different information regarding the effects of high employee
turnover on business performance and growth of companies. High turnover of the employees at
the workplace has a negative effect on brand image and goodwill of the company. High
employee turnover has a negative influence over the growth and success of an organization.
There are several causes that increase employee turnover at the workplace. These are poor
communication, poor leadership, ineffective business environment and many more. These are
major causes that increase the turnover of workers at the workplace. This is not good for all
organizations because it directly effects on business performance.
7.2 Skills attained through the research
This dissertation helped me by increasing my different types of skills. These skills are time
management, communication, literature review, data collection, literature review and many
more. All these are the main skills attained by me through the current dissertation. I observed
that I am good in collecting primary and secondary information through research sources or
instruments. Therefore, all these are important skills because it will have supported me in my
future growth and success. I identified that I improved my communication skill while dealing
with respondents. I also enhanced my time management skill by using the Gantt chart. This chart
supported me by providing accurate data about the starting and ending time of research
completion. By conducting this dissertation, I improved my data collection skills. In this, I
become able in gathering of primary and secondary information. I used number of secondary
sources such as books, articles etc. for gathering secondary information about the topic. I also
applied interview and questionnaires that helped me in the improvement of primary data
collection skills in a systematic manner (Stritch, Molina Jr and Favero, 2020).
7.3 Career outlook and aspirations
I want to attain my career goals and objectives in a successful manner that is only possible
for completing current dissertation systematically. There are different topics that will be essential
for me in conducting of further investigation systematically. These topics are, the significance of
motivation and satisfaction in the reduction of high employee turnover, issues of high employee
turnover within a workplace of company, the significance of motivated and satisfied employees
in attainment of competitive advantages etc. These are main topics that will be essential for me
in carrying out further investigation in a systematic and successful manner. This turn to impact
71

on my career success as well as growth. Along with this, I want to improve my different types of
skills and qualities that will be essential in my career aspiration. These skills and qualities are
communication skill, time management quality, decision making and many more. These skills
will support me in achieving my career aspirations or goals successfully.
7.4 What next?
I am able for conducting a dissertation over an interesting topic i.e. “To identify the existing
barriers and need and propose strategies in employee management for the economic development
of the company.” By doing this investigation I improved my knowledge regarding the issues of
high employee turnover within the workplace. along with this, I also enhanced my research skills
such as time management, data collection, literature review and many more. All these skills
helped me in the completion of current dissertation successfully. apart from this, by carrying out
this dissertation I faced certain issues such as lack of time, an insufficient amount of capital,
unethical behavior of respondents and many more. These are major challenges that have a
negative effect over my performance and growth. In order to deal with these challenges, I
applied Gantt chart that supported me in overcoming the issue of time, I used all principles of
research ethics that supported me in completing of full dissertation ethically and systematically.
Apart from this, if I get another opportunity for doing further investigation on different topics, I
used an alternative research methodology that is observation (Abate, Schaefer and Pavone,
2018). This is an effective type of methodology that will support me in doing of further research
successfully and systematically. This will help in the accomplishment of my career goals as well
as objectives in a successful manner.
72

Bibliography
Abate, J., Schaefer, T. and Pavone, T., 2018. Understanding generational identity, job burnout,
job satisfaction, job tenure and turnover intention. Journal of Organizational Culture,
Communications and Conflict, 22(1), pp.1-12.
Abbas, J., 2020. Service quality in higher education institutions: qualitative evidence from the
students’ perspectives using Maslow hierarchy of needs. International Journal of
Quality and Service Sciences.
Alrawahi, S. and et. al., 2020. The application of Herzberg's two-factor theory of motivation to
job satisfaction in clinical laboratories in Omani hospitals. Heliyon, 6(9), p.e04829.
Ashton, A.S., 2018. How human resources management best practice influence employee
satisfaction and job retention in the Thai hotel industry. Journal of Human Resources in
Hospitality & Tourism, 17(2), pp.175-199.
Atz, F., 2019. Logistics Management Practices in Road Freight Transport
Companies. International Journal of Entrepreneurship, 23(3), pp.1-16.
Brymer, R.A. and Sirmon, D.G., 2018. Pre‐exit bundling, turnover of professionals, and firm
performance. Journal of Management Studies, 55(1), pp.146-173.
Bulavskaya, T. and Reynès, F., 2018. Job creation and economic impact of renewable energy in
the Netherlands. Renewable Energy, 119, pp.528-538.
de Lira-Flores, J.A., Gutiérrez-Antonio, C. and Vázquez-Román, R., 2018. A MILP approach for
optimal storage vessels layout based on the quantitative risk analysis
methodology. Process Safety and Environmental Protection, 120, pp.1-13.
De Vito, L. and et. al., 2018. Employee motivation based on the hierarchy of needs, expectancy
and the two-factor theories applied with higher education employees. IJAMEE.
De Winne, S. and et. al., 2019. The impact of employee turnover and turnover volatility on labor
productivity: a flexible non-linear approach. The International Journal of Human
Resource Management, 30(21), pp.3049-3079.
Dwesini, N.F., 2019. Causes and prevention of high employee turnover within the hospitality
industry: A literature review. African Journal of Hospitality, Tourism and Leisure, 8(3),
pp.1-15.
Gadi, P.D. and Kee, D.H.M., 2018. Human resource management practices and turnover
intention: The mediating role of perceived organizational support in tertiary institutions
in Nigeria. International Journal of Engineering & Technology, 7(3.25), pp.715-722.
Grabara, J., Dabylova, M. and Alibekova, G., 2020. Impact of legal standards on logistics
management in the context of sustainable development. Acta Logistica, 7(1), pp.31-37.
Heady, C. and et. al., 2020. Contributory Factors to Academic Librarian Turnover: A Mixed-
Methods Study. Journal of Library Administration, pp.1-21.
Hitka, M., Kozubíková, Ľ. and Potkány, M., 2018. Education and gender-based differences in
employee motivation. Journal of Business Economics and Management, 19(1), pp.80-
95.
Holte, B.H., 2018. Counting and meeting NEET young people: Methodology, perspective and
meaning in research on marginalized youth. Young, 26(1), pp.1-16.
Hopper, E., 2019. Maslow's hierarchy of needs explained. Viitattu, 12, p.2019.
Hossain, G. and Mahmood, M., 2018. Employee Turnover in the Garment Industry in
Bangladesh: An Organization-level Perspective. South Asian Journal of Human
Resources Management, 5(2), pp.129-149.
73

Ijadi Maghsoodi, A. and et. al., 2019. Evaluation of the Influencing factors on job satisfaction
based on combination of PLS-SEM and F-MULTIMOORA approach. Symmetry, 11(1),
p.24.
Islami, X., Mulolli, E. and Mustafa, N., 2018. Using Management by Objectives as a perform
Jędrzejczak-Gas, J. and Wyrwa, J., 2020. Determinants of job satisfaction in a transport
company: a Polish case study. Equilibrium. Quarterly Journal of Economics and
Economic Policy, 15(3), pp.565-593.
Kang, M. and Sung, M., 2019. To leave or not to leave: the effects of perceptions of
organizational justice on employee turnover intention via employee-organization
relationship and employee job engagement. Journal of Public Relations Research, 31(5-
6), pp.152-175.
Kurniawaty, K., Ramly, M. and Ramlawati, R., 2019. The effect of work environment, stress,
and job satisfaction on employee turnover intention. Management Science Letters, 9(6),
pp.877-886.
Lakshmi, P.V. and Swapna, K., 2019. Impact of Employee Absenteeism on Logistics Efficiency
(With Reference to Select Companies of the Logistic Sector). Sumedha Journal of
Management, 8(4), pp.56-64.
Lasisi, T.T., Eluwole, K.K., Ozturen, A. and Avci, T., 2020. Explanatory investigation of the
moderating role of employee proactivity on the causal relationship between innovation‐
based human resource management and employee satisfaction. Journal of Public
Affairs, 20(2), p.e2051. ance appraisal tool for employee satisfaction. Future Business
Journal, 4(1), pp.94-108.
Lee, M., Cai, Y.M., DeFranco, A. and Lee, J., 2020. Exploring influential factors affecting guest
satisfaction. Journal of Hospitality and Tourism Technology.
Lee, T.W. and et. al., 2018. Managing employee retention and turnover with 21st century
ideas. Organizational dynamics, 47(2), pp.88-98.
Liu, W., Liu, Y. and Lin, B., 2018. Empirical analysis on energy rebound effect from the
perspective of technological progress—a case study of China's transport sector. Journal
of Cleaner Production, 205, pp.1082-1093.
Lyu, Y., Kim, J.H. and Gu, X., 2018. Developing methodology for service life prediction of PV
materials: Quantitative effects of light intensity and wavelength on discoloration of a
glass/EVA/PPE laminate. Solar Energy, 174, pp.515-526.
Märzinger, T. and Österreicher, D., 2020. Extending the Application of the Smart Readiness
Indicator—A Methodology for the Quantitative Assessment of the Load Shifting
Potential of Smart Districts. Energies, 13(13), p.3507.
May, M. and et. al., 2018. Ecological momentary assessment methodology in chronic pain
research: a systematic review. The Journal of Pain, 19(7), pp.699-716.
Nassar, M.A., 2018. Human resource management practices and organizational commitment in
four-and five-star hotels in Egypt. Journal of Human Resources in Hospitality &
Tourism, 17(1), pp.1-21.
Nazirova, O.M., 2018. The Importance of Student Motivation in Teaching Foreign
Languages. Theoretical & Applied Science, (10), pp.307-311.
Otieno, S., 2020. Factors Influencing High Employee Turnover: A Case Study of Oxfam
International (Doctoral dissertation, United States International University-Africa).
Özdemir, Ü., 2018. Investigation Root Causes of Labour Turnover Problem in Seaport Logistics
Sector. İşletme Araştırmaları Dergisi, 10(3), pp.33-52.
74

Panait, C.A. and Panait, N.G., 2018. Trends in Non-Financial Motivation Policies of
Employees. Global Economic Observer, 6(1), pp.148-154.
Pang, K. and Lu, C.S., 2018. Organizational motivation, employee job satisfaction and
organizational performance. Maritime Business Review.
Popa, I., Ştefan, S.C., Morărescu, C. and Cicea, C., 2018. Research regarding the influence of
knowledge management practices on employee satisfaction in the Romanian healthcare
system. Amfiteatru Economic, 20(49), pp.553-566.
Rasheed, M.I. and et. al., 2020. Career adaptability and employee turnover intentions: The role
of perceived career opportunities and orientation to happiness in the hospitality
industry. Journal of Hospitality and Tourism Management, 44, pp.98-107.
Reynolds, M., 2020. The Impact of HR on Turnover & Productivity. [Online]. Available through:
<https://smallbusiness.chron.com/impact-hr-turnover-productivity-60562.html>.
Sabbagha, M.D.S., Martins, N. and Ledimo, O., 2018, May. Conceptual model of employee
motivation and job satisfaction for staff retention practices in foreign exchange banking
context. In ICMLG 2018 6th International Conference on Management Leadership and
Governance (p. 309). Academic Conferences and publishing limited.
Schmidt, J.A. and et. al., 2018. Human resource management practices and voluntary turnover: A
study of internal workforce and external labor market contingencies. The International
Journal of Human Resource Management, 29(3), pp.571-594.
Shepard, L. A., Penuel, W. R. and Pellegrino, J. W., 2018. Using learning and motivation
theories to coherently link formative assessment, grading practices, and large‐scale
assessment. Educational Measurement: Issues and Practice, 37(1), pp.21-34.
Shin, H.J. and Kim, J.I., 2019. Meaning of Happiness Based on ERG Theory in Middle-Aged
Korean Women. Korean Journal of Women Health Nursing, 25(3), pp.315-328
Stamolampros, P., Korfiatis, N., Chalvatzis, K. and Buhalis, D., 2019. Job satisfaction and
employee turnover determinants in high contact services: Insights from Employees’
Online reviews. Tourism Management, 75, pp.130-147.
Stritch, J.M., Molina Jr, A.L. and Favero, N., 2020. Pushing too hard? Unattainable
organizational goals and frontline employee turnover. Review of Public Personnel
Administration, 40(2), pp.272-296.
Tan, J., Yan, L. and Chan, K.C., 2020. The impact of the logistics service standardization on firm
value: Evidence from China. The North American Journal of Economics and
Finance, 52, p.101134.
Towers, N., Abushaikha, I., Ritchie, J. and Holter, A., 2020. The impact of phenomenological
methodology development in supply chain management research. Supply Chain
Management: An International Journal.
Turabian, J.L., 2018. Looking For the Best Journey: Real Methodology of Research in General
Medicine. International Journal of General Practice, 1(1), p.1.
White, P.A., 2020. Maslow's hierarchy of needs and water management. Journal of
Hydrology, 59(1), pp.1-16.
Woo, S.H., Kwon, M.S. and Yuen, K.F., 2020. Financial determinants of credit risk in the
logistics and shipping industries. Maritime Economics & Logistics, pp.1-23.
75

Appendix
Close-ended questions
Questionnaire
Q1 Do you have knowledge about the causes and their influence over turnover of a transport
company?
a) Yes
b) No
Q2 Does human resource management affect turnover within a workplace?
a) Yes
b) No
Q3 Is it important for Lussotrans Project SRL to motivate their staff members?
a) Yes
b) No
Q4 Does there is requirement of different ways that would be essential for manager in decreasing
of staff turnover?
a) Yes
b) No
Q5 Does business manager plays an important role in influencing the staff satisfaction at
workplace?
a) Yes
b) No
Q6 Does there is an impact of high turnover over the growth and development of Lussotrans
Project SRL within logistic and transport industry?
a) Yes
b) No
Q7 According to you, transport and logistic company can maintain the staff motivation for to be
active and efficient in a company?
a) Yes
b) No
Q8 Does it is important for transport and logistic company to attract and retain best employees
for longer time period?
76

a) Yes
b) No
Q9 According to you, high turnover has to impact on transport and logistic companies?
a) Yes
b) No
Q10 Is it being essential for Lussotrans Project SRL to reduce high turnover at workplace?
a) Yes
b) No
Q11 Does there is requirement for Lussotrans Project SRL in preventing the high turnover within
an organisation?
a) Yes
b) No
Q12 Does communication help to reduce high employee turnover within an organisation?
a) Yes
b) No
Q13 Is it important for Lussotrans Project SRL to use of different strategies, with aim of
improving internal communication of an organisation?
a) Yes
b) No
Q14 Does reduction of high employee turnover help logistic and transport company in
attainment of competitive advantages?
a) Yes
b) No
Q15 Does satisfaction of employees need help in retaining employees for long period of time?
a) Yes
b) No
Open-ended questions
Q1) What are the major causes that increase high employee turnover within the workplace of
Lussotrans Project SRL?
Q2) What are the major impacts of high employee turnover at workplace of Lussotrans Project
77

SRL?
Q3) According to you, what are the main motivational theories that would be essential for
Lussotrans Project SRL in motivating their employees at workplace?
Q4) What are the major ways of increasing job satisfaction among staff members?
Q5 Does motivation and satisfaction at workplace helped Lussotrans Project SRL in retaining of
employees for longer time period?
Q6) According to you, what are the benefits of motivated and satisfied employees within
transport and logistic company?
Q7) What are the negative effects that may be faced by Lussotrans Project SRL while not
motivating and satisfying their employees at workplace?
Q8) What are the significance of staff motivation in improvement of other employee’s
performance within the workplace of Lussotrans Project SRL?
Q9) What steps may be taken by Lussotrans Project SRL by reducing the high employee
turnover at workplace?
Q10) What are the ways that would be use by Lussotrans Project SRL for attaining competitive
advantages?
78