HND Business: Research Project on Morrison Employee Turnover
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This research project investigates the issue of high employee turnover at the Holloway store of WM Morrison Supermarket Plc in the UK. The project begins with an introduction defining research and its relevance to the problem. Task 1 involves formulating a research outline, identifying contributing ...
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Research Project
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Table of Contents
INTRODUCTIOn.................................................................................................................................3
Task 1....................................................................................................................................................3
1.1 Formulating and recording possible research outline specifications.........................................3
1.2 Identifying the factors that contributing to the process of research project selection ..............3
1.3 Critical review of the secondary sources in the context of research topic ................................3
1.4 Producing a research project specification ...............................................................................5
Research aims and objectives .........................................................................................................5
Research questions...........................................................................................................................5
Research methodology ....................................................................................................................5
1.5 Preparing an appropriate plan and procedure for the agreed research specification ................6
TASK 2.................................................................................................................................................7
2.1 Stating the resources which are required to carry out research and presenting the relationship
between the research resources and questions ................................................................................7
2.2 Designing and distribution of questionnaire among the respondents .......................................7
2.3 Collating data gathered from survey through graphs.................................................................7
Task 3..................................................................................................................................................12
3.1 Stating the evaluation technique which is highly suitable for the research study ..................12
3.2 Interpreting the results by using percentage calculation method ............................................12
3.3 Making recommendations .......................................................................................................16
Task 4..................................................................................................................................................16
4.1 Preparing a power point presentation to present the outcome of research..............................16
CONCLUSION..................................................................................................................................16
APPENDIX........................................................................................................................................18
References..........................................................................................................................................21
2
INTRODUCTIOn.................................................................................................................................3
Task 1....................................................................................................................................................3
1.1 Formulating and recording possible research outline specifications.........................................3
1.2 Identifying the factors that contributing to the process of research project selection ..............3
1.3 Critical review of the secondary sources in the context of research topic ................................3
1.4 Producing a research project specification ...............................................................................5
Research aims and objectives .........................................................................................................5
Research questions...........................................................................................................................5
Research methodology ....................................................................................................................5
1.5 Preparing an appropriate plan and procedure for the agreed research specification ................6
TASK 2.................................................................................................................................................7
2.1 Stating the resources which are required to carry out research and presenting the relationship
between the research resources and questions ................................................................................7
2.2 Designing and distribution of questionnaire among the respondents .......................................7
2.3 Collating data gathered from survey through graphs.................................................................7
Task 3..................................................................................................................................................12
3.1 Stating the evaluation technique which is highly suitable for the research study ..................12
3.2 Interpreting the results by using percentage calculation method ............................................12
3.3 Making recommendations .......................................................................................................16
Task 4..................................................................................................................................................16
4.1 Preparing a power point presentation to present the outcome of research..............................16
CONCLUSION..................................................................................................................................16
APPENDIX........................................................................................................................................18
References..........................................................................................................................................21
2
INTRODUCTION
Research may be defined as a systematic investigation in which scholar makes in-depth
analysis of the problem. In the present study, scholar will make focus on the aspects due to which
employee turnover of the Morrison is continuously rising. In this, by making focus on the each and
every aspect of Holloway store Isli scholar can assess the factors which may cause of high
employee turnover. In this, by framing appropriate research objectives and outline scholar will
present the fair aspects of the issue.
TASK 1
1.1 Formulating and recording possible research outline specifications
In the present era, employees are the main assets of business organization who plays a vital
role in evolving greater satisfaction among the workforce. Moreover, in the service industry
customer satisfaction and loyalty is highly influenced by the quality of services which are offered
by the personnel. In this, it is highly required for the firm to have highly skilled and motivated
workforce. Now, all the business organizations makes focus employee retention which helps them
in reducing the recruitment as well as training expenses. In this, company has requirement to make
control over the aspects of employee turnover (Dozier, Grunig and Grunig, 2013). Moreover, skilled
and trained personnel have ability to offer highly satisfactorily services to the customers as
compared to new personnel. The present research project has been based on Holloway store Isli of
Morrison which is the largest supermarket chain of UK. Now, this store is facing the problem of
high employee turnover which directly places negative impact on the productivity and profitability
of the firm. Thus, the present project will discuss the factors which may cause of employee
dissatisfaction and turnover.
1.2 Identifying the factors that contributing to the process of research project selection
There are several factors which make high level of contribution in the selection of research
project. The main reason behind the selection of this topic is that employee turnover and
absenteeism is one of the main factors which places direct impact on the productivity and
profitability aspect of the firm (Poole and Jenkins, 2013). In this regard, the present report will help
Morrison in understanding the factors which are responsible for high employee motivation. In this,
by evaluating such aspect business unit is become able to take strategic action for overcoming the
problem of high employee motivation.
3
Research may be defined as a systematic investigation in which scholar makes in-depth
analysis of the problem. In the present study, scholar will make focus on the aspects due to which
employee turnover of the Morrison is continuously rising. In this, by making focus on the each and
every aspect of Holloway store Isli scholar can assess the factors which may cause of high
employee turnover. In this, by framing appropriate research objectives and outline scholar will
present the fair aspects of the issue.
TASK 1
1.1 Formulating and recording possible research outline specifications
In the present era, employees are the main assets of business organization who plays a vital
role in evolving greater satisfaction among the workforce. Moreover, in the service industry
customer satisfaction and loyalty is highly influenced by the quality of services which are offered
by the personnel. In this, it is highly required for the firm to have highly skilled and motivated
workforce. Now, all the business organizations makes focus employee retention which helps them
in reducing the recruitment as well as training expenses. In this, company has requirement to make
control over the aspects of employee turnover (Dozier, Grunig and Grunig, 2013). Moreover, skilled
and trained personnel have ability to offer highly satisfactorily services to the customers as
compared to new personnel. The present research project has been based on Holloway store Isli of
Morrison which is the largest supermarket chain of UK. Now, this store is facing the problem of
high employee turnover which directly places negative impact on the productivity and profitability
of the firm. Thus, the present project will discuss the factors which may cause of employee
dissatisfaction and turnover.
1.2 Identifying the factors that contributing to the process of research project selection
There are several factors which make high level of contribution in the selection of research
project. The main reason behind the selection of this topic is that employee turnover and
absenteeism is one of the main factors which places direct impact on the productivity and
profitability aspect of the firm (Poole and Jenkins, 2013). In this regard, the present report will help
Morrison in understanding the factors which are responsible for high employee motivation. In this,
by evaluating such aspect business unit is become able to take strategic action for overcoming the
problem of high employee motivation.
3
1.3 Critical review of the secondary sources in the context of research topic
Literature review may be defined as a process in which scholar make critical evaluation of
the secondary sources such as books, journals and other research articles. By this, researcher would
become able to prepare thesis in accordance with the research objectives and questions.
Theme 1: Meaning of employee turnover
According to the view points of Appelbaum (2013) employee turnover refers to the situation
when number of people leaving an organization. In this, business unit fulfils such deficiencies by
appointing the new personnel. By evaluating employee turnover employer can assess the reasons for
it and thereby become able to estimate the cost to hire in terms of budgeting aspects. However,
another Holman (2013) presented employee turnover as a period which provides information to the
employers within which personnel stay within your company. Through this, employer can take
decision in relation to the replacement of their workers. Thompson (2013) claimed that when
personnel leave the organization for any reason at any times is termed as employee turnover or
separation.
Theme 2: Factors responsible for the situation of high employee turnover
As per the view points of Van De Voorde, Paauwe and Van Veldhoven (2012) lack of
flexibility is one of the main factor due to which employee turnover increases in the retail sector.
Moreover, when personnel feel that their management is not flexible with the schedule then it
creates frustration in the mind of personnel. In the present era, flexibility at workplace is highly
required for building satisfaction among the human resources. However, it is to critically evaluated
by Cerasoli, Nicklin and Ford (2014) who said that due to the lack of financial benefits employee
turnover is rising in the retail industry with the very high pace. Benefits include medical insurance,
allowances, bonuses etc. which act as a motivator in front of the personnel. Moreover, in the young
age personnel give more priority to the financial benefits rather than other aspects.
Cross (2016) argued that lack of opportunities in relation to the growth and advancement of
career also compels personnel to leave the organization. Moreover, due to the lack of job rotation
personnel are not able to enhance their skills and competency level to the large extent. Besides this,
job of the workers are become too monotonous when they regularly perform similar things. Thus,
lack of job rotation and training session is one of the main aspects which may result into high
employee turnover.
Theme 3: Impact of employee turnover on the growth aspect of firm
Dozier, Grunig and Grunig (2013) claimed that the situation of employee turnover places
directly negative impact on the growth and success of firm. Moreover, when talented people leave
the organization then it closely influences the productivity and profitability of firm. Usually,
4
Literature review may be defined as a process in which scholar make critical evaluation of
the secondary sources such as books, journals and other research articles. By this, researcher would
become able to prepare thesis in accordance with the research objectives and questions.
Theme 1: Meaning of employee turnover
According to the view points of Appelbaum (2013) employee turnover refers to the situation
when number of people leaving an organization. In this, business unit fulfils such deficiencies by
appointing the new personnel. By evaluating employee turnover employer can assess the reasons for
it and thereby become able to estimate the cost to hire in terms of budgeting aspects. However,
another Holman (2013) presented employee turnover as a period which provides information to the
employers within which personnel stay within your company. Through this, employer can take
decision in relation to the replacement of their workers. Thompson (2013) claimed that when
personnel leave the organization for any reason at any times is termed as employee turnover or
separation.
Theme 2: Factors responsible for the situation of high employee turnover
As per the view points of Van De Voorde, Paauwe and Van Veldhoven (2012) lack of
flexibility is one of the main factor due to which employee turnover increases in the retail sector.
Moreover, when personnel feel that their management is not flexible with the schedule then it
creates frustration in the mind of personnel. In the present era, flexibility at workplace is highly
required for building satisfaction among the human resources. However, it is to critically evaluated
by Cerasoli, Nicklin and Ford (2014) who said that due to the lack of financial benefits employee
turnover is rising in the retail industry with the very high pace. Benefits include medical insurance,
allowances, bonuses etc. which act as a motivator in front of the personnel. Moreover, in the young
age personnel give more priority to the financial benefits rather than other aspects.
Cross (2016) argued that lack of opportunities in relation to the growth and advancement of
career also compels personnel to leave the organization. Moreover, due to the lack of job rotation
personnel are not able to enhance their skills and competency level to the large extent. Besides this,
job of the workers are become too monotonous when they regularly perform similar things. Thus,
lack of job rotation and training session is one of the main aspects which may result into high
employee turnover.
Theme 3: Impact of employee turnover on the growth aspect of firm
Dozier, Grunig and Grunig (2013) claimed that the situation of employee turnover places
directly negative impact on the growth and success of firm. Moreover, when talented people leave
the organization then it closely influences the productivity and profitability of firm. Usually,
4
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experience personnel are highly able in relation to dealing with the customers. This aspect places
high level of impact on the sales revenue as well as customer satisfaction and loyalty. Poole and
Jenkins (2013) said that employee turnover also imposes high financial cost in front of an
organization. Moreover, for the smooth functioning of business unit has to recruit new personnel. In
this way, recruitment and training expenses impose huge financial cost in front of the firm. Thus,
employee turnover is not good for the firm which is continuously growing. However, it is to
critically evaluated by Appelbaum (2013) that employee turnover also provides benefit to the firm
to some extent. In the present scenario, technological changes and advancement takes place with the
very high rate. In this, by appointing the highly skilled and competent people business unit can aid
in their growth and development.
1.4 Producing a research project specification
Topic: Investigation on the Employee High Turnover at WM Morrison Supermarket Plc UK in
Holloway Store Isli
Research aims and objectives
Researcher aimed to analyze the reasons due to which Holloway store Isli of Morrison is
facing the problem of high employee turnover.
Objectives
Researcher will consider all these objectives during the investigation which directly
addresses the topic of the investigation. Through this, research would become able to carry out
further investigation more effectively and efficiently.
To develop understating about the factors which are responsible for high employee turnover.
To determine the impact of high employee turnover on Morrison.
To investigate the ways through WM Morrison can resolve the problem of high employee
turnover.
Research questions
Q.1 Which kind of factors may cause of high employee turnover within the retail store?
Q.2 What are the impacts that the problem of employee turnover directly places on the growth and
development of firm.
Q.3 What are the elements which will assist Morrison in reducing the problem of high employee
turnover?
Research methodology Research approach: Inductive and deductive are the main two research approaches which
5
high level of impact on the sales revenue as well as customer satisfaction and loyalty. Poole and
Jenkins (2013) said that employee turnover also imposes high financial cost in front of an
organization. Moreover, for the smooth functioning of business unit has to recruit new personnel. In
this way, recruitment and training expenses impose huge financial cost in front of the firm. Thus,
employee turnover is not good for the firm which is continuously growing. However, it is to
critically evaluated by Appelbaum (2013) that employee turnover also provides benefit to the firm
to some extent. In the present scenario, technological changes and advancement takes place with the
very high rate. In this, by appointing the highly skilled and competent people business unit can aid
in their growth and development.
1.4 Producing a research project specification
Topic: Investigation on the Employee High Turnover at WM Morrison Supermarket Plc UK in
Holloway Store Isli
Research aims and objectives
Researcher aimed to analyze the reasons due to which Holloway store Isli of Morrison is
facing the problem of high employee turnover.
Objectives
Researcher will consider all these objectives during the investigation which directly
addresses the topic of the investigation. Through this, research would become able to carry out
further investigation more effectively and efficiently.
To develop understating about the factors which are responsible for high employee turnover.
To determine the impact of high employee turnover on Morrison.
To investigate the ways through WM Morrison can resolve the problem of high employee
turnover.
Research questions
Q.1 Which kind of factors may cause of high employee turnover within the retail store?
Q.2 What are the impacts that the problem of employee turnover directly places on the growth and
development of firm.
Q.3 What are the elements which will assist Morrison in reducing the problem of high employee
turnover?
Research methodology Research approach: Inductive and deductive are the main two research approaches which
5
highly vary according to the type of investigation undertaken by the scholar (Bhattacharyya,
2009). In the present investigation, scholar will select inductive approach to address the
qualitative aspects in an effectual manner. Research philosophy: Specifically, interpretivisim and positivism are the main philosophies
which will provide deeper insight to the scholar about the suitable data collection and
analysis method (Creswell, 2013). In this, researcher will make use of interpretivisim
philosophy to interpret the qualitative aspects.
Data collection: In order to gather data researcher will undertake both primary and
secondary collection methods. For collecting primary data scholar will conduct survey on 20
personnel who work in Holloway store. Along with this, scholar will also undertake books,
journals and scholarly articles to gather secondary data. Besides this, scholar will also make
use of internet to develop understanding about the factors which are highly accountable for
the issue of employee turnover. Sampling technique: By employing purposive sampling technique reseracher has been
selected 20 personnel of Holloway store of Morrison situated in UK. Thus, by doing
investigation on such Data analysis: Techniques of data analysis also differs according to the type of
investigation. SPSS and other statistical tools help researcher in analyzing the numeric or
quantitative data in the best possible way (Daniel and Sam, 2011). Further, for the
qualitative research thematic perception test is the most suitable technique which will help
in analyzing data more effectually. For the present study researcher will employ thematic
perception test technique to draw valid conclusion from the outcome of survey.
Ethical consideration: Scholar will follow all the ethical aspects by gathering data from the
authentic sites (Fiegen, 2010). In addition to this, by encouraging personnel of Morrison in
relation to the filling of questionnaire researcher would become able to maintain the ethical
aspects to the large extent.
1.5 Preparing an appropriate plan and procedure for the agreed research specification
Plan for implementing the activities of research
Activities/Week 1 2 3 4 5 6 7 8 9 10 11 12
Selecting and evaluating the topic of
investigation
6
2009). In the present investigation, scholar will select inductive approach to address the
qualitative aspects in an effectual manner. Research philosophy: Specifically, interpretivisim and positivism are the main philosophies
which will provide deeper insight to the scholar about the suitable data collection and
analysis method (Creswell, 2013). In this, researcher will make use of interpretivisim
philosophy to interpret the qualitative aspects.
Data collection: In order to gather data researcher will undertake both primary and
secondary collection methods. For collecting primary data scholar will conduct survey on 20
personnel who work in Holloway store. Along with this, scholar will also undertake books,
journals and scholarly articles to gather secondary data. Besides this, scholar will also make
use of internet to develop understanding about the factors which are highly accountable for
the issue of employee turnover. Sampling technique: By employing purposive sampling technique reseracher has been
selected 20 personnel of Holloway store of Morrison situated in UK. Thus, by doing
investigation on such Data analysis: Techniques of data analysis also differs according to the type of
investigation. SPSS and other statistical tools help researcher in analyzing the numeric or
quantitative data in the best possible way (Daniel and Sam, 2011). Further, for the
qualitative research thematic perception test is the most suitable technique which will help
in analyzing data more effectually. For the present study researcher will employ thematic
perception test technique to draw valid conclusion from the outcome of survey.
Ethical consideration: Scholar will follow all the ethical aspects by gathering data from the
authentic sites (Fiegen, 2010). In addition to this, by encouraging personnel of Morrison in
relation to the filling of questionnaire researcher would become able to maintain the ethical
aspects to the large extent.
1.5 Preparing an appropriate plan and procedure for the agreed research specification
Plan for implementing the activities of research
Activities/Week 1 2 3 4 5 6 7 8 9 10 11 12
Selecting and evaluating the topic of
investigation
6
Formulating aim and objectives of the research
Analyzing secondary sources to develop
understanding about the topic
Examining the findings of literature review
Preparing research proposal
Framing research methodology
Designing of questionnaire
Collecting primary data through survey
Arranging primary data in a structured format
Analysis of primary data
Presenting findings by drawing conclusion and
giving recommendations
Creating and submitting the final report
TASK 2
2.1 Stating the resources which are required to carry out research and presenting the relationship
between the research resources and questions
There are several resources which scholar requires for carrying out research study in an
efficient way. For developing understanding about the research topic scholar has been used books,
journals, research papers and internet (Flick, 2011). Deeper understanding about the subject area is
highly required which helps researcher in analyzing the outcome of survey more effectually. This
aspect clearly reflects that high level of relationship takes place in research questions and sources
(Garner and Scott, 2013). Along with this, scholar needed £400 for accomplishing the investigation
within the suitable time period. Thus, it can be stated that researcher requires both financial and
other data sources for conducting study with the high level of accuracy.
2.2 Designing and distribution of questionnaire among the respondents
Enclosed in Appendix.
7
Analyzing secondary sources to develop
understanding about the topic
Examining the findings of literature review
Preparing research proposal
Framing research methodology
Designing of questionnaire
Collecting primary data through survey
Arranging primary data in a structured format
Analysis of primary data
Presenting findings by drawing conclusion and
giving recommendations
Creating and submitting the final report
TASK 2
2.1 Stating the resources which are required to carry out research and presenting the relationship
between the research resources and questions
There are several resources which scholar requires for carrying out research study in an
efficient way. For developing understanding about the research topic scholar has been used books,
journals, research papers and internet (Flick, 2011). Deeper understanding about the subject area is
highly required which helps researcher in analyzing the outcome of survey more effectually. This
aspect clearly reflects that high level of relationship takes place in research questions and sources
(Garner and Scott, 2013). Along with this, scholar needed £400 for accomplishing the investigation
within the suitable time period. Thus, it can be stated that researcher requires both financial and
other data sources for conducting study with the high level of accuracy.
2.2 Designing and distribution of questionnaire among the respondents
Enclosed in Appendix.
7
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2.3 Collating data gathered from survey through graphs
Graphs on the basis of survey results are as follows:
Theme 1:
Theme 2:
8
Less than one year 1 year More than 1 year
0.00%
5.00%
10.00%
15.00%
20.00%
25.00%
30.00%
35.00%
40.00%
45.00%
SatisfiedHighly satisfied Neutral DissatisfiedHighly dissatisfied
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
Graphs on the basis of survey results are as follows:
Theme 1:
Theme 2:
8
Less than one year 1 year More than 1 year
0.00%
5.00%
10.00%
15.00%
20.00%
25.00%
30.00%
35.00%
40.00%
45.00%
SatisfiedHighly satisfied Neutral DissatisfiedHighly dissatisfied
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
Theme 3:
Theme 4:
Theme 5:
9
Yes No
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
70.00%
Lack of career development
Insufficient salary
Unmanaged work- life balance
Location
Discrimination
Lack of other financial benefits
0.00% 20.00% 40.00% 60.00%
Theme 4:
Theme 5:
9
Yes No
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
70.00%
Lack of career development
Insufficient salary
Unmanaged work- life balance
Location
Discrimination
Lack of other financial benefits
0.00% 20.00% 40.00% 60.00%
Theme 6:
Theme 7:
10
Incentive or bonus system
Conveyance facility
Managed work load
Housing and other allowances
0.00% 20.00% 40.00% 60.00%
Agree Strongly agree Neutral DisagreeHighly disagree
0.00%
5.00%
10.00%
15.00%
20.00%
25.00%
30.00%
Theme 7:
10
Incentive or bonus system
Conveyance facility
Managed work load
Housing and other allowances
0.00% 20.00% 40.00% 60.00%
Agree Strongly agree Neutral DisagreeHighly disagree
0.00%
5.00%
10.00%
15.00%
20.00%
25.00%
30.00%
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Theme 8:
Theme 9:
11
Satisfied Highly satisfied DissatisfiedHighly dissatisfied
0.00%
5.00%
10.00%
15.00%
20.00%
25.00%
30.00%
35.00%
40.00%
Agree Strongly agree Neutral DisagreeHighly disagree
0.00%
5.00%
10.00%
15.00%
20.00%
25.00%
30.00%
35.00%
Theme 9:
11
Satisfied Highly satisfied DissatisfiedHighly dissatisfied
0.00%
5.00%
10.00%
15.00%
20.00%
25.00%
30.00%
35.00%
40.00%
Agree Strongly agree Neutral DisagreeHighly disagree
0.00%
5.00%
10.00%
15.00%
20.00%
25.00%
30.00%
35.00%
TASK 3
3.1 Stating the evaluation technique which is highly suitable for the research study
For the present project formative research evaluation technique has been used by the scholar
over the summative method. Formative research is the most effectual technique which provide
assistance to the scholar about the reasons due to which problems arises. It is an exploratory type of
research which provides deeper understanding about the research issue or problem. Thus, by
making in-depth analysis of the research topic scholar can offer highly suitable solution to the
Morrison about the ways through which it can overcome the problem of high employee motivation.
On the contrary to it, summative research technique helps in framing the outcome of an
investigation process. Thus, by using formative technique researcher would become able to offer
highly reliable results to Morrison.
3.2 Interpreting the results by using percentage calculation method
Theme 1: Large number of personnel work in Morrison for the period of one and less than one year
Particulars Number of respondents % of respondents
Less than one year 8 40.00%
1 year 7 35.00%
More than 1 year 5 25.00%
Total 20 100.00%
From the above table it has been assessed that 40% personnel works in Morrison from less
than one year. Whereas, only 35% employees completed 1 year in the organization. This aspect
12
Yes No
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
70.00%
3.1 Stating the evaluation technique which is highly suitable for the research study
For the present project formative research evaluation technique has been used by the scholar
over the summative method. Formative research is the most effectual technique which provide
assistance to the scholar about the reasons due to which problems arises. It is an exploratory type of
research which provides deeper understanding about the research issue or problem. Thus, by
making in-depth analysis of the research topic scholar can offer highly suitable solution to the
Morrison about the ways through which it can overcome the problem of high employee motivation.
On the contrary to it, summative research technique helps in framing the outcome of an
investigation process. Thus, by using formative technique researcher would become able to offer
highly reliable results to Morrison.
3.2 Interpreting the results by using percentage calculation method
Theme 1: Large number of personnel work in Morrison for the period of one and less than one year
Particulars Number of respondents % of respondents
Less than one year 8 40.00%
1 year 7 35.00%
More than 1 year 5 25.00%
Total 20 100.00%
From the above table it has been assessed that 40% personnel works in Morrison from less
than one year. Whereas, only 35% employees completed 1 year in the organization. This aspect
12
Yes No
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
70.00%
clearly presents that employee turnover of Holloway store of Morrison is very high. Only, 25%
human resources completed more than 1 year within the business unit. This aspect clearly shows
that employee turnover of Morrison's store is very high.
Theme 2: Personnel state that they are not satisfied and dissatisfied as currently working in
Morrison
Particulars Number of respondents % of respondents
Satisfied 2 10.00%
Highly satisfied 2 20.00%
Neutral 10 50.00%
Dissatisfied 4 20.00%
Highly dissatisfied 2 10.00%
Total 20 100
From survey, it has been identified that personnel of Morrison are not very happy to working
with Morrison. 50% employees gave their neutral decisions in relation to this aspect. Only 30%
employees are happy as they are the part of Morrison which is one of the largest firm of UK. On
the contrary to it, 20% employees dissatisfied and remaining are highly dissatisfied while working
as a personnel of Morrison.
Theme 3: HR manager of the firm organizes program for the welfare and motivation of personnel
Particulars Number of respondents % of respondents
Yes 12 60.00%
No 8 40.00%
Total 20 100
` Outcome of the survey shows that HR manager of Morrison makes their best efforts for
encouraging the personnel. 70% personnel support this aspect that HR manager of the firm
organizes programs for enhancing the motivation of them. In contrast to this, 40% personnel are
support this aspect. In this way, lack of motivation is one of the main elements due to which
employee turnover of the firm increases.
Theme 4: lack of career development opportunities compel personnel to leave the organization
Particulars Number of respondents % of respondents
Lack of career development 10 50.00%
13
human resources completed more than 1 year within the business unit. This aspect clearly shows
that employee turnover of Morrison's store is very high.
Theme 2: Personnel state that they are not satisfied and dissatisfied as currently working in
Morrison
Particulars Number of respondents % of respondents
Satisfied 2 10.00%
Highly satisfied 2 20.00%
Neutral 10 50.00%
Dissatisfied 4 20.00%
Highly dissatisfied 2 10.00%
Total 20 100
From survey, it has been identified that personnel of Morrison are not very happy to working
with Morrison. 50% employees gave their neutral decisions in relation to this aspect. Only 30%
employees are happy as they are the part of Morrison which is one of the largest firm of UK. On
the contrary to it, 20% employees dissatisfied and remaining are highly dissatisfied while working
as a personnel of Morrison.
Theme 3: HR manager of the firm organizes program for the welfare and motivation of personnel
Particulars Number of respondents % of respondents
Yes 12 60.00%
No 8 40.00%
Total 20 100
` Outcome of the survey shows that HR manager of Morrison makes their best efforts for
encouraging the personnel. 70% personnel support this aspect that HR manager of the firm
organizes programs for enhancing the motivation of them. In contrast to this, 40% personnel are
support this aspect. In this way, lack of motivation is one of the main elements due to which
employee turnover of the firm increases.
Theme 4: lack of career development opportunities compel personnel to leave the organization
Particulars Number of respondents % of respondents
Lack of career development 10 50.00%
13
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Insufficient salary 2 10.00%
Unmanaged work- life balance 3 15.00%
Location 2 10.00%
Discrimination 1 5.00%
Lack of other financial benefits 2 10.00%
Total 20 100
The above mentioned tabular presentation shows that due to the lack of career advancement
opportunities employees take decision in relation to leaving the organization. Moreover, from
secondary research it has been identified that now personnel work with the business organization
which provide opportunity to them in relation to getting knowledge about diverse field or area. In
comparison to this, remaining 50% respondents replied that salary, unmanaged work-life situation,
location, discrimination and lack of financial benefits are the factors which personnel consider
while leaving the organization.
Theme 5: More employees state that incentive and management of workload is the main aspects
which encourage you to working with the existing organization.
Particulars Number of respondents % of respondents
Incentive or bonus system 8 40.00%
Conveyance facility 3 15.00%
Managed work load 7 35.00%
Housing and other allowances 2 10.00%
Total 20 100
Scholar has been identified from survey that Morrison can reduce employee turnover to the
large extent by offering the incentives and bonuses to the human resources. Along with this, 35%
personnel state that they prefer to do working with Morrison if it manages workload in an effectual
way. In comparison to this, remaining 25% employees said that company can retain their workforce
by offering conveyance, housing and other allowances to them. Thus, by taking into consideration
all such aspects Morrison would become able to mitigate the problem of high employee turnover to
the significant level.
Theme 6: Organization met the expectations of personnel to some extent
Particulars Number of respondents % of respondents
14
Unmanaged work- life balance 3 15.00%
Location 2 10.00%
Discrimination 1 5.00%
Lack of other financial benefits 2 10.00%
Total 20 100
The above mentioned tabular presentation shows that due to the lack of career advancement
opportunities employees take decision in relation to leaving the organization. Moreover, from
secondary research it has been identified that now personnel work with the business organization
which provide opportunity to them in relation to getting knowledge about diverse field or area. In
comparison to this, remaining 50% respondents replied that salary, unmanaged work-life situation,
location, discrimination and lack of financial benefits are the factors which personnel consider
while leaving the organization.
Theme 5: More employees state that incentive and management of workload is the main aspects
which encourage you to working with the existing organization.
Particulars Number of respondents % of respondents
Incentive or bonus system 8 40.00%
Conveyance facility 3 15.00%
Managed work load 7 35.00%
Housing and other allowances 2 10.00%
Total 20 100
Scholar has been identified from survey that Morrison can reduce employee turnover to the
large extent by offering the incentives and bonuses to the human resources. Along with this, 35%
personnel state that they prefer to do working with Morrison if it manages workload in an effectual
way. In comparison to this, remaining 25% employees said that company can retain their workforce
by offering conveyance, housing and other allowances to them. Thus, by taking into consideration
all such aspects Morrison would become able to mitigate the problem of high employee turnover to
the significant level.
Theme 6: Organization met the expectations of personnel to some extent
Particulars Number of respondents % of respondents
14
Agree 4 20.00%
Strongly agree 3 15.00%
Neutral 5 25.00%
Disagree 5 25.00%
Highly disagree 3 15.00%
Total 20 100
By doing survey, it has been analyzed that 25% state that organization failed to fulfil their
expectations which they had during the joining of organization. Besides this, 25% human resources
also supports this aspect who has given their neutral decision on this statement. One of the
respondents said that they expect company will conduct training session. Nevertheless, company
failed to organize enough training session for the personnel. On the contrary to it, 35% respondents
claimed that Morrison ha met their expectation level to the significant level.
Theme 7: Personnel are dissatisfied with the working environment of firm
Particulars Number of respondents % of respondents
Satisfied 4 20.00%
Highly satisfied 3 15.00%
Dissatisfied 7 35.00%
Highly dissatisfied 6 30.00%
Total 20 100
The result of survey shows that 30% personnel are highly dissatisfied and 35% employees
are dissatisfied with the current working environment of firm. Moreover, one of the respondents
said that they are getting fed up by doing similar job. Thus, lack of job rotation is one of the main
aspects due to which personnel are not happy with the currently working environment. Whereas,
20% respondents are satisfied and 15% are highly satisfied with the working aspect of the firm.
Theme 8: Personnel state that Morrison do not offer high level of flexibility at workplace
Particulars Number of respondents % of respondents
Agree 3 15.00%
Strongly agree 2 10.00%
Neutral 5 25.00%
15
Strongly agree 3 15.00%
Neutral 5 25.00%
Disagree 5 25.00%
Highly disagree 3 15.00%
Total 20 100
By doing survey, it has been analyzed that 25% state that organization failed to fulfil their
expectations which they had during the joining of organization. Besides this, 25% human resources
also supports this aspect who has given their neutral decision on this statement. One of the
respondents said that they expect company will conduct training session. Nevertheless, company
failed to organize enough training session for the personnel. On the contrary to it, 35% respondents
claimed that Morrison ha met their expectation level to the significant level.
Theme 7: Personnel are dissatisfied with the working environment of firm
Particulars Number of respondents % of respondents
Satisfied 4 20.00%
Highly satisfied 3 15.00%
Dissatisfied 7 35.00%
Highly dissatisfied 6 30.00%
Total 20 100
The result of survey shows that 30% personnel are highly dissatisfied and 35% employees
are dissatisfied with the current working environment of firm. Moreover, one of the respondents
said that they are getting fed up by doing similar job. Thus, lack of job rotation is one of the main
aspects due to which personnel are not happy with the currently working environment. Whereas,
20% respondents are satisfied and 15% are highly satisfied with the working aspect of the firm.
Theme 8: Personnel state that Morrison do not offer high level of flexibility at workplace
Particulars Number of respondents % of respondents
Agree 3 15.00%
Strongly agree 2 10.00%
Neutral 5 25.00%
15
Disagree 6 30.00%
Highly disagree 4 20.00%
Total 20 10
The result of survey presented that Morrison does not offer high level of flexibility at
workplace. Approximately, 75% respondents support this aspect. One of the respondents argued that
they have to complete the standard working hours. In this, lack of flexibility is also one of the main
factors which places high level of impact on employee turnover. Whereas, 25% respondents agree
with the aspect that Morrison offers flexibility at workplace. One of the respondent claimed that he
do part-time job due to his study. In this way, flexibility has provided to the personnel but still there
are a rule in relation to the completion of working hours and holidays.
Theme 9: Job security is the factor behind moving of workers in another organization
Particulars Number of respondents % of respondents
Yes 12 60.00%
No 8 40.00%
Total 20 100
From this table, it can be said that lack of job security is also one of the main aspects due to
which human resources are moving to another organization. In survey, 60% respondents claimed
that they have fear factor in relation to their job aspects. One of the respondent said that company
appoints more personnel during the season and after this it fires them. Thu, with the aim to get
proper security about the job employees want to leave this organization. In contrast to this, 40%
respondents that they have faith on Morrison in relation to their job security and other aspects.
3.3 Making recommendations
On the basis of the outcome of survey following recommendation has been made by scholar which
Morrison needs to undertake for enhancing their position and performance are:
It is recommended to Morrison that they need to conduct training session for their personnel
on a periodical basis. It provides opportunity to employees to learn or get knowledge about
the varied field of retail industry. Through this, human resources of the firm would become
able to build their career or future more bright. In this way, by offering the career
advancement opportunities Morrison can retain their personnel for the long span of time.
Further, Morrison should make focus on job rotation technique which will make the work of
employees more interesting. Along with this, it also offers chance to the human resources to
16
Highly disagree 4 20.00%
Total 20 10
The result of survey presented that Morrison does not offer high level of flexibility at
workplace. Approximately, 75% respondents support this aspect. One of the respondents argued that
they have to complete the standard working hours. In this, lack of flexibility is also one of the main
factors which places high level of impact on employee turnover. Whereas, 25% respondents agree
with the aspect that Morrison offers flexibility at workplace. One of the respondent claimed that he
do part-time job due to his study. In this way, flexibility has provided to the personnel but still there
are a rule in relation to the completion of working hours and holidays.
Theme 9: Job security is the factor behind moving of workers in another organization
Particulars Number of respondents % of respondents
Yes 12 60.00%
No 8 40.00%
Total 20 100
From this table, it can be said that lack of job security is also one of the main aspects due to
which human resources are moving to another organization. In survey, 60% respondents claimed
that they have fear factor in relation to their job aspects. One of the respondent said that company
appoints more personnel during the season and after this it fires them. Thu, with the aim to get
proper security about the job employees want to leave this organization. In contrast to this, 40%
respondents that they have faith on Morrison in relation to their job security and other aspects.
3.3 Making recommendations
On the basis of the outcome of survey following recommendation has been made by scholar which
Morrison needs to undertake for enhancing their position and performance are:
It is recommended to Morrison that they need to conduct training session for their personnel
on a periodical basis. It provides opportunity to employees to learn or get knowledge about
the varied field of retail industry. Through this, human resources of the firm would become
able to build their career or future more bright. In this way, by offering the career
advancement opportunities Morrison can retain their personnel for the long span of time.
Further, Morrison should make focus on job rotation technique which will make the work of
employees more interesting. Along with this, it also offers chance to the human resources to
16
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get familiarity with the work aspect of all the departments. In this way, by developing
knowledge employees can become more competent. This in turn, helps in evolving
satisfaction among the personnel and thereby reduces employee turnover to the great level.
Besides this, Morrison needs to introduce flexibility at workplace. HR manager of the firm
also require framing competent strategies for managing the workload. Through this,
business unit would become able to make contribution in managing the work-life aspect of
employees. Along with this, company should also start to offer monthly incentive and bonus
system to appraise the performance of talented personnel. By this, problem of high
employee turnover canbe replaced by Morrison in terms of high employee retention.
TASK 4
4.1 Preparing a power point presentation to present the outcome of research
CONCLUSION
From the above research project, it has been concluded that lack of career growth, job
rotation and training are the main factors due to which Morrison is facing the issue of high
employee turnover. The outcome of primary research or survey clearly shows this aspect that level
of employee satisfaction is low. In this, Morrison needs to undertake effectual measure within the
suitable time frame. Moreover, the issue of employee turnover closely affects the productivity and
profit margin of the firm.
17
knowledge employees can become more competent. This in turn, helps in evolving
satisfaction among the personnel and thereby reduces employee turnover to the great level.
Besides this, Morrison needs to introduce flexibility at workplace. HR manager of the firm
also require framing competent strategies for managing the workload. Through this,
business unit would become able to make contribution in managing the work-life aspect of
employees. Along with this, company should also start to offer monthly incentive and bonus
system to appraise the performance of talented personnel. By this, problem of high
employee turnover canbe replaced by Morrison in terms of high employee retention.
TASK 4
4.1 Preparing a power point presentation to present the outcome of research
CONCLUSION
From the above research project, it has been concluded that lack of career growth, job
rotation and training are the main factors due to which Morrison is facing the issue of high
employee turnover. The outcome of primary research or survey clearly shows this aspect that level
of employee satisfaction is low. In this, Morrison needs to undertake effectual measure within the
suitable time frame. Moreover, the issue of employee turnover closely affects the productivity and
profit margin of the firm.
17
APPENDIX
1. Demographic information
Name..............
Age.................
Department........................
Designation..............................
2. Stating the number of years from which you are working in Morrison?
Less than one year ()
1 year ()
More than 2 years ()
3. Are you satisfied while currently working in Morrison?
Satisfied ()
Highly satisfied ()
Neutral ()
Dissatisfied ()
Highly dissatisfied ()
4. Is HR manager organizes the program for the employee welfare and motivations?
Yes ()
No ()
5. Kindly tick on one of the following aspects which will compel you to leave the organization?
Lack of career development ()
Insufficient salary ()
Unmanaged work- life balance ()
Location ()
Discrimination ()
Lack of other financial benefits ()
18
1. Demographic information
Name..............
Age.................
Department........................
Designation..............................
2. Stating the number of years from which you are working in Morrison?
Less than one year ()
1 year ()
More than 2 years ()
3. Are you satisfied while currently working in Morrison?
Satisfied ()
Highly satisfied ()
Neutral ()
Dissatisfied ()
Highly dissatisfied ()
4. Is HR manager organizes the program for the employee welfare and motivations?
Yes ()
No ()
5. Kindly tick on one of the following aspects which will compel you to leave the organization?
Lack of career development ()
Insufficient salary ()
Unmanaged work- life balance ()
Location ()
Discrimination ()
Lack of other financial benefits ()
18
6. From the below mentioned factors which element will encourage you to stay in the
organization?
Incentive or bonus system ()
Conveyance facility ()
Managed work load ()
Housing and other allowances ()
7. Do you agree that organization met all your expectations which you had in mind while joining
it?
Agree ()
Strongly agree ()
Neutral ()
Disagree ()
Highly disagree ()
8. Do you think that training programs encourage you to deliver high quality services and
performing their activities more efficiently?
Yes ()
No ()
9. Are you satisfied with the currently working environment of the firm?
Satisfied ()
Highly satisfied ()
Dissatisfied ()
Highly dissatisfied ()
10. Do you agree that firm offers high level of flexibility to them in relation to the woking hours?
Agree ()
Strongly agree ()
Neutral ()
Disagree ()
19
organization?
Incentive or bonus system ()
Conveyance facility ()
Managed work load ()
Housing and other allowances ()
7. Do you agree that organization met all your expectations which you had in mind while joining
it?
Agree ()
Strongly agree ()
Neutral ()
Disagree ()
Highly disagree ()
8. Do you think that training programs encourage you to deliver high quality services and
performing their activities more efficiently?
Yes ()
No ()
9. Are you satisfied with the currently working environment of the firm?
Satisfied ()
Highly satisfied ()
Dissatisfied ()
Highly dissatisfied ()
10. Do you agree that firm offers high level of flexibility to them in relation to the woking hours?
Agree ()
Strongly agree ()
Neutral ()
Disagree ()
19
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Highly disagree ()
11. Is job security one of the main factors which compel you to work with another organization?
Yes ()
No ()
12. Any suggestion which you want to give for making improvement within the business
organization …...................................................................
20
11. Is job security one of the main factors which compel you to work with another organization?
Yes ()
No ()
12. Any suggestion which you want to give for making improvement within the business
organization …...................................................................
20
REFERENCES
Books and Journals
Appelbaum, E., 2013. The impact of new forms of work organization on workers. Work and
Employment in the High Performance Workplace. 120.
Bhattacharyya, K. D., 2009. Research Methodology. Excel Books India.
Cerasoli, C. P., Nicklin, J. M. and Ford, M. T., 2014. Intrinsic motivation and extrinsic incentives
jointly predict performance: A 40-year meta-analysis.Psychological Bulletin. 140(4). p.980.
Creswell, J. W., 2013. Research design: Qualitative, quantitative, and mixed methods approaches.
Sage publications.
Daniel, S. P. and Sam, G. A., 2011. Research Methodology. Gyan Publishing House.
Dozier, D. M., Grunig, L. A. and Grunig, J. E., 2013. Manager's guide to excellence in public
relations and communication management. Routledge.
Fiegen, M. A., 2010. Systematic review of research methods: the case of business instruction.
Reference Services Review. 38(3). pp.385–397.
Flick, U., 2011. Introducing Research Methodology: A Beginner's Guide to Doing a Research
Project. SAGE.
Garner, R. and Scott, G. M., 2013. Doing qualitative research: designs, methods, and techniques.
Pearson Education.
Gay, L. R., Mills, G. E. and Airasian, P. W., 2011. Educational research: Competencies for analysis
and applications. Pearson Higher Ed.
Holman, D., 2013. Job types and job quality in Europe. Human Relations. 66(4). pp.475-502.
Ng, T. W. and Feldman, D. C., 2012. Employee voice behavior: A meta‐analytic test of the
conservation of resources framework. Journal of Organizational Behavior. 33(2). pp.216-
234.
Poole, M. and Jenkins, G., 2013. The impact of economic democracy: Profit-sharing and employee-
shareholding schemes. Routledge.
Thompson, P., 2013. Financialization and the workplace: extending and applying the disconnected
capitalism thesis. Work, Employment & Society. 27(3). pp.472-488.
Van De Voorde, K., Paauwe, J. and Van Veldhoven, M., 2012. Employee well‐being and the HRM–
organizational performance relationship: a review of quantitative studies. International
Journal of Management Reviews. 14(4). pp.391-407.
Online
21
Books and Journals
Appelbaum, E., 2013. The impact of new forms of work organization on workers. Work and
Employment in the High Performance Workplace. 120.
Bhattacharyya, K. D., 2009. Research Methodology. Excel Books India.
Cerasoli, C. P., Nicklin, J. M. and Ford, M. T., 2014. Intrinsic motivation and extrinsic incentives
jointly predict performance: A 40-year meta-analysis.Psychological Bulletin. 140(4). p.980.
Creswell, J. W., 2013. Research design: Qualitative, quantitative, and mixed methods approaches.
Sage publications.
Daniel, S. P. and Sam, G. A., 2011. Research Methodology. Gyan Publishing House.
Dozier, D. M., Grunig, L. A. and Grunig, J. E., 2013. Manager's guide to excellence in public
relations and communication management. Routledge.
Fiegen, M. A., 2010. Systematic review of research methods: the case of business instruction.
Reference Services Review. 38(3). pp.385–397.
Flick, U., 2011. Introducing Research Methodology: A Beginner's Guide to Doing a Research
Project. SAGE.
Garner, R. and Scott, G. M., 2013. Doing qualitative research: designs, methods, and techniques.
Pearson Education.
Gay, L. R., Mills, G. E. and Airasian, P. W., 2011. Educational research: Competencies for analysis
and applications. Pearson Higher Ed.
Holman, D., 2013. Job types and job quality in Europe. Human Relations. 66(4). pp.475-502.
Ng, T. W. and Feldman, D. C., 2012. Employee voice behavior: A meta‐analytic test of the
conservation of resources framework. Journal of Organizational Behavior. 33(2). pp.216-
234.
Poole, M. and Jenkins, G., 2013. The impact of economic democracy: Profit-sharing and employee-
shareholding schemes. Routledge.
Thompson, P., 2013. Financialization and the workplace: extending and applying the disconnected
capitalism thesis. Work, Employment & Society. 27(3). pp.472-488.
Van De Voorde, K., Paauwe, J. and Van Veldhoven, M., 2012. Employee well‐being and the HRM–
organizational performance relationship: a review of quantitative studies. International
Journal of Management Reviews. 14(4). pp.391-407.
Online
21
Cross, S., 2016. What Are the Causes of Employee Turnover in Supermarkets?. [Online]. Available
through: <http://smallbusiness.chron.com/causes-employee-turnover-supermarkets-
18038.html> [Accessed on 6th July 2016].
What Is Employee Turnover? - Definition, Cost & Reasons. 2016. [Online]. Available through:
<http://study.com/academy/lesson/what-is-employee-turnover-definition-cost-reasons.html>
[Accessed on 6th July 2016].
22
through: <http://smallbusiness.chron.com/causes-employee-turnover-supermarkets-
18038.html> [Accessed on 6th July 2016].
What Is Employee Turnover? - Definition, Cost & Reasons. 2016. [Online]. Available through:
<http://study.com/academy/lesson/what-is-employee-turnover-definition-cost-reasons.html>
[Accessed on 6th July 2016].
22
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