Background of the research
Discuss about the Employees turn over in tourism New Zealand (cleaning)- Clean Corp Ltd.
The tourism Industry leads to development of the nation’s economy (Csapo, 2012)
This industry also results in income creation and generation of jobs (Zaei & Zaei, 2013)
Tourism helps in understanding the various cultural and hence develop international bonding (Hadad et al., 2012)
Public cleanliness is important to attract more tourist. The nation’s advancements and investments for cleanliness projects also resembles a positive image towards the country (Radojevic, Stanisic & Stanic, 2015)
It has been noticed that there is improper training to the staffs in the cleaning industry. Moreover, there is also lack of infrastructural development in the nation and inadequate number of cleaning resources (Poulston & Jenkins, 2013). In New Zealand there are also problem of employee shortage in the cleaning industry which result is poor maintenance of the tourism places that leads to lesser number of tourist visit in the nation.
The main reason for the employee turnover in the New Zealand’s Cleaning Industry is the absence of a standard training program to the employees (Poulston & Jenkins, 2013). There are also improper workplace policies that results in employee dissatisfaction and leaders are failing to encourage the morale of the employees. (Hadad et al., 2012) stated that recruitment of unskilled younger employees leads to poor experience that furthermore leads to lack of expertise in the working ability. Improper competency among the staffs for aligning the workplace responsibilities with organizational objectives also leads to employee turnover. Another reason for employee turnover in the New Zealand’s Cleaning Industry is due to less payments, extensive work pressure and frequent shuffling in nature and there are no initiatives for improving the soft skills of the employees.
- Why is employee turnover rate increasing in the NZ cleaning industry?
- Why is cleaning industry important for the NZ tourism?
- To understand the importance of employee participation rates in the cleaning industry
It has been found that the tourist’s footfall from the USA, Germany, and Japan (Source: Tourism2025, 2018). It has been also noticed that declination in the total number of visitors in Argentina, Malaysia, Indonesia and the Philippines. There are also reduced number of tourists from China, the UK, and Australia and lesser financial profits in the tourism industry (Source: Tourism2025, 2018).
Image 1: Average spending of the visitors in New Zealand from 2003-2012
(Source: Tourism2025, 2018)
The tourists always desire to get authentic travel experiences. Thus, in order to develop ‘silver’ travel market for ageing population base New Zealand’s tourism industry need to implement effective strategy that can attract more international as well as domestic visitors (Tourism2025, 2018). There is also greater opportunity for the employment in tourist sector.
Importance of Tourism Industry
The major problem occurred in maintaining the tourism industry in New Zealand is improper maintenance of the tourism places and infrastructure and poor assistance of the tourism staffs to the visiting tourists. In addition to that there is inappropriate cleanliness of the tourists spots which de-motivates the tourists to visit the place again (Radojevic et al., 2015). There is also lack of skills in the employees in the cleaning agencies which leads to misalignment of their job responsibilities and organizational goals.
Image 2: Mobley’s Model of employee turnover
(Source: AlBattat & Som, 2013)
This model highlights that first an employee experienced dissatisfaction regarding job roles assigned to them (AlBattat & Som, 2013). The dissatisfaction among the employee concerning the work lead to the feeling of quitting the current job leads to the throught in the employee for starting evaluating the loss and benefits they will get once they quit their job (Hom et al., 2012). In addition to that, this evaluation also motivates them to search for other alternatives which are better than the existing job. Employee finally gets better alternatives in other organizations (Kim, 2014). The employees then compared for the alternative with their existing job and this assessment drives their motive to stay or leave the organization (Longe et al., 2012). The employee either stays to serve for present organization or opted for voluntary turnover.
Reason for employee dissatisfaction in the New Zealand’s cleaning agencies employees is because of the facts that the leaders are less knowledgeable about motivating the morale and engagement of the employees (Hadad et al., 2012). There is no formal training given to the staffs in the cleaning organization. The human resources of these cleaning organizations also recruited unskilled employees and the younger professionals intend to join the company as they need capital for fulfilling their requirements (Poulston & Jenkins, 2013). However, pressure from management during the peak season leads to poor Management of their working ability and the organizational goals and the employees are also provided with different job roles without any prior notification.
The action that the employees started is finding job in top-notch organization and they assess for the companies here they can use their skills and competencies (Radojevic et al., 2015). There is also less motivation in performing the job roles in the desired ways which furthermore resulted in poor productivity ad lesser profitability for the organization. The employee also face difficulty from lower commitment to the job roles provided to them.
Importance of Cleaning in Tourism Industry
There are two types of data collection techniques- Primary and secondary data collection technique (Hewson & Stewart, 2016). In this research study, primary data collection will be applied. The employees and managers from the Clean Corp Ltd will be considered. The data collection from the employee will be done through survey and the data collected from the managers will be taken through interview.
Justification for the chosen data collection strategy
Since, the research is based on the employee turnover for only one organization that is Clean Corp Ltd, primary research will give the most accurate research outcome. The employees are selected so that the factors for the dissatisfaction in the job can be attained; however the managers are selected for the knowledge of the steps they are taking for overcoming the occurred problem.
This research study will be based on both quantitative and qualitative research design (Neuman, 2013). The data collected from the employees will be analyzed quantitatively through co-relation analysis to find the most probable reason for employee turnover in the tourism industry. The information gathered from the managers will be analyzed qualitatively to find out the problem that is not being addressed for maintaining the employee engagement, the challenges they face due to employee turnover in the tourism industry and the future strategies that is taken for the reduce the turnover rate.
There are two different way of selecting the research respondents- probability and non- probability (De Vaus & de Vaus, 2013). This research will consider both the probability and non- probability sampling technique. The employees for the survey will be selected using probability sampling technique as all of them get equal chances to be selected for the research study. The managers will be selected using non-probability sampling technique as only those managers will be selected who are liable for handling the cleaning department in the tourism sector
The total of 200 employees will be selected for the survey from Clean Corp Ltd. 3 Managers will be selected for the interview process. Thus, the total sample size for the research will be 203
All the research respondents will be provided with consent form which will be signed from them to get their approval to participate in the research. Moreover, no respondents form the Clean Corp Ltd will be forced to change their response. Data will be protected under the legislation Data Protection Act 1998 (Ritchie et al., 2013) and all the data are collected in the laptop which will be stored maximum of 1 year. The data will be deleted after this period of time
One copy of the research result will be sent to all the respondents to prove that their response is utilized for research purpose and no for any business benefits.
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Main activities/ stages |
1st-2nd Week |
3rd– 4th Week |
5th– 6th Week |
7th-8th Week |
9th– 10th Week |
11th– 12th Week |
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Topic Selection |
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Literature review |
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Formation of the research Plan |
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Selection of Appropriate Research Techniques |
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Primary data collection |
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Analysis & Interpretation of Data Collection |
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Conclusion of the Study |
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Submission of the Research Study |
Table 1: Timeline for the research
(Source: Created by Author)
Reference List
AlBattat, A. R. S., & Som, A. P. M. (2013). Employee dissatisfaction and turnover crises in the Malaysian hospitality industry. International Journal of Business and Management, 8(5), 62.
Csapo, J. (2012). The role and importance of cultural tourism in modern tourism industry. In Strategies for tourism industry-micro and macro perspectives. InTech.
De Vaus, D., & de Vaus, D. (2013). Surveys in social research. Routledge.
Hadad, S., Hadad, Y., Malul, M., & Rosenboim, M. (2012). The economic efficiency of the tourism industry: A global comparison. Tourism economics, 18(5), 931-940.
Hewson, C., & Stewart, D. W. (2016). Internet research methods. John Wiley & Sons, Ltd.
Hom, P. W., Mitchell, T. R., Lee, T. W., & Griffeth, R. W. (2012). Reviewing employee turnover: focusing on proximal withdrawal states and an expanded criterion. Psychological bulletin, 138(5), 831.
Kim, N. (2014). Employee turnover intention among newcomers in travel industry. International Journal of Tourism Research, 16(1), 56-64.
Long, C. S., Ajagbe, A. M., Nor, K. M., & Suleiman, E. S. (2012). The approaches to increase employees’ loyalty: A review on employees’ turnover models. Australian Journal of Basic and Applied Sciences,, 6(10), 282-291.
Neuman, W. L. (2013). Social research methods: Qualitative and quantitative approaches. Pearson education.
Poulston, J., & Jenkins, A. (2013). The persistent paradigm: Older worker stereotypes in the New Zealand hotel industry. Journal of Human Resources in Hospitality & Tourism, 12(1), 1-25.
Radojevic, T., Stanisic, N., & Stanic, N. (2015). Ensuring positive feedback: Factors that influence customer satisfaction in the contemporary hospitality industry. Tourism Management, 51, 13-21.
Ritchie, J., Lewis, J., Nicholls, C. M., & Ormston, R. (Eds.). (2013). Qualitative research practice: A guide for social science students and researchers. Sage.
Tourism2025. (2018). New Zealand tourism within the global environment (2014). [online] Available at: https://www.tourism2025.org.nz/tourism-2025-archive/new-zealand-tourism-within-the-global-environment/ [Accessed 10 Jun 2018].
Zaei, M. E., & Zaei, M. E. (2013). The impacts of tourism industry on host community. European journal of tourism hospitality and research, 1(2), 12-21.
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