Research Questions and Objectives
The performance of organizations are basically anchored on the integral coordination of the various organizational structures and systems. An organizational system is composed of many components among which include; the managerial structure, the human resource structure, and the administrative structure among others. The coordination of these integral parts of the organize typically determines the performance of most organizations (Holtom and Burch 2016, p.30).
Factors leading up to the Management Problem/Decision
Questions paused on the impact of employee retention rate on the performance of an organization. Organizations have had inconsistencies in performance and have been highly attached to employee turnover as one of the main causes. Due to this, different research studies have been conducted to determine; how the rate at which employees leave an organization affects its performance in both short run and long run. Nevertheless, the reports from the studies have showed inconsistency in the results collected. This leaves an insight of the possible cause of the divergence in the findings (Spell et al. 2014, p.283)
Management Problem and the decision to be made
The research study is therefore intended to evaluate, analyze, and identify the possible impacts of employee turnover in an organizational performance. Some studies have indicated that low employee turnover in an organization yields a gradual improvement in the performance of the employees. This is based on the argument of seniority based on specialization. Some researchers have it that, the one more one does the same work, the more they gain competency in their respective fields of work. Likewise to the adaptation of the work contexts, as employees stay in one specific organization, they get to socialize, understand organizational goals, the rules, challenges and how to overcome it all. By so doing, the employees are able to adopt and work towards a single organizational goal.
On the other hand, however, there is a converse relationship established. Some research reports have been put forward arguing out low employee turnover as a way of improving organizational performance. These results are anchored on the theory that, as one stays in the same work place over and again, he tends to over familiarize the work place thus ignoring some responsibilities over time. This is usually due to the loss of respect for some stakeholder as well as monotony of doing the same thing over and again with in the same context (Dane and Brummel 2014, p.110).
Why does it matter?
Subject Area and Theoretical Framework
Taking a critical analysis of both argument, it is more substantial that low employee turnover has a position correlation to the overall performance of an organization. Relating to the real experiences, most organizations prefer recruiting employees with more experience while considering the number of organizations worked in a given period of time. Those with longer experience working with in few organizations are given first priority. This typically provides a tentative/ hypothetical insight on the likely results of the research study (Call et al. 2015, p.1208).
Research questions
- How does the rate of employee turnover affect the performance of an organization?
- What are the possible causes of high employee turnover in an organization?
- How can high employee turnover be reduced in an organization?
Research objectives
The research is intended;
- To evaluate, analyze and identify the causes of high employee turnover in organizations
- To establish the possible solutions to the prevailing problem of employee turnover
- To understand the effect of employee turnover in the performance of am organization
The research discipline therefore capitalizes on human resource management in organizations. Employers have minimal interest in investing in job training for the employees. In other words, organizations prefer to hire already experienced workforce to hiring fresh workforce. This is because it is less costly and assured performance is expected from the experienced employees. This pauses a tentative answer of the impact of already experienced employees leaving the organization
Call, M.L., Nyberg, A.J., Ployhart, R.E. and Weekley, J., 2015. The dynamic nature of collective turnover and unit performance: the impact of time, quality, and replacements. Academy of Management Journal, 58(4). https://amj.aom.org/content/58/4/1208.short
Dane, E. and Brummel, B.J., 2014. Examining workplace mindfulness and its relations to job performance and turnover intention. Human Relations, 67(1). https://journals.sagepub.com/doi/abs/10.1177/0018726713487753
Holtom, B.C. and Burch, T.C., 2016. A model of turnover-based disruption in customer services. Human Resource Management Review, 26(1). https://www.sciencedirect.com/science/article/pii/S1053482215000522
Spell, H.B., Eby, L.T. and Vandenberg, R.J., 2014. Developmental climate: A cross-level analysis of voluntary turnover and job performance. Journal of vocational behavior, 84(3). https://www.sciencedirect.com/science/article/pii/S0001879114000335
The study will make investigation and analysis of the government database on information regarding civil servant performance. Use of reputable large organizations (three) within Australia
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Research Objective |
Data Collection Methods/Techniques (secondary and/or primary) |
Data Analysis Plan |
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R01: To evaluate, analyze and identify the causes of high employee turnover in organizations |
Conducting a primary research on three organizations to find out the correlation of the findings gathered. The data will be collected through interview with the managerial personnel in the respective organizations. Furthermore, secondary research will be conducted where review of different literature will help in establishing more concrete facts |
The data collected from different companies will be qualitatively tallied and the degree of correlations between the findings ascertained. The work will however be related to the existing literature for further analysis |
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R02: To establish the possible solutions to the prevailing problem of employee turnover |
Surveys will be conducted in the three organizations and the participants will be the employees of the organizations who will be chosen at a random. Will help in extracting the possible challenges that can cause employee resignations |
The information gathered in the field will be qualitatively analysed with minimal accompaniment of quantitative tallying and correlating of the similarity and differences in the views of different employees |
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R03: To understand the effect of employee turnover in the performance of an organization |
Permission will be requested for the access of the companies’ database to assess the performance of old employees vs. new recruits. More information will be fetched through the review of relevant literature focusing on the same topic. Emphasis will be put in finding latest reports rather than outdated. By so doing, more reliable and dependable information will be gathered |
Information obtained from the three organizations’ databases on employee performance of new and old employees of the organizations will be tested for correlation. The results will therefore be compared to the reports of the literature review conducted. A dependable and reliable conclusion will be drawn in regard to the tally of the finding |
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Strategies |
Week 1-2 |
Week 3-4 |
Week 5-7 |
Week 8-9 |
Week 10-11 |
Week 12-13 |
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Submitting research proposal Selecting of appropriate topic for research Setting the research aims (3 days) |
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Clarification of the research questions on the basis of research objectives (6 days) |
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Designing research objectives depending on the set research goals and aims (4 days) |
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Conducting the research study Selecting of the viable organizations for research (6 days) |
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Evaluate the contribution of the research topic on the specific discipline (7 days) Selecting appropriate theories and models to improve organizational culture (5 days) |
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Submission of the study progress |
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Collecting data from all the target audience of selected organisation (5 days) Analysis of the collected data (6 days) |
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Submission of the final report and findings of the study to the concerned authority for use in implementation of policies. |
To ensure the research project is well conducted with minimal constraints, there is need for close supervision of the supervisor. Furthermore, there is need for securing the resources to be used in the research project. the resources required include note taking resources, survey sheets and interview criterion among others.
References
Call, M.L., Nyberg, A.J., Ployhart, R.E. and Weekley, J., 2015. The dynamic nature of collective turnover and unit performance: the impact of time, quality, and replacements. Academy of Management Journal, 58(4), pp.1208-1232. https://amj.aom.org/content/58/4/1208.short
Dane, E. and Brummel, B.J., 2014. Examining workplace mindfulness and its relations to job performance and turnover intention. Human Relations, 67(1), pp.105-128. https://journals.sagepub.com/doi/abs/10.1177/0018726713487753
Holtom, B.C. and Burch, T.C., 2016. A model of turnover-based disruption in customer services. Human Resource Management Review, 26(1), pp.25-36. https://www.sciencedirect.com/science/article/pii/S1053482215000522
Spell, H.B., Eby, L.T. and Vandenberg, R.J., 2014. Developmental climate: A cross-level analysis of voluntary turnover and job performance. Journal of vocational behavior, 84(3), pp.283-292. https://www.sciencedirect.com/science/article/pii/S000187911400033
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