The study has focused to provide in-depth overview about the impact of work life balance on employee performance. The overarching concept work life balance implies on how an employee is successfully able to maintain a balance between work life and personal life. After making an in-depth research on London food industry it is observed that more than 50% of the employees are unable to maintain work life balance due to their hectic and overscheduled life in workplace (annualreports.com. 2018). Overtime shifts, rapid customer management system pisses the employees off. As a result, they fail to give sufficient time to their family. As a result, the rate of employee turnover in the market of London food industry is becoming high day by day. Therefore, this particular research issues has become a major concern for innumerable researchers and practitioners. They have evaluated the probable causes why employees are losing their interest in being associated with the food industry.
As per the business scenario of last five years on London food industry it is observed that 15.5% employees were found to have resigned from their job (annualreports.com 2018). In comparison to other business industry the attrition rate of food industry is high. As a result, large number of researchers and practitioners has tried to identify the reason that food is necessary and over urging needs that human being has to perceive. An organization associated with food industry has to open their store more than 15 hours. Therefore, employees have to deliver their services by 15 hours which ultimately damages their work life balance. In this kind of situation, an employee loses their interest in being associated with food industry (Munn 2013). After making an in-depth case study on Domino’s Pizza it is observed that the work flexibility within the organization is very low.
Impact of work life balance on employee turnover is the identified research issue of this very specific study. By choosing the case study of Domino’s Pizza Inc the research has provided detailed overview on how the organization is facing immense difficulties in maintaining their business image and reputation due to the high rate of employee attrition (Munn 2013). The employees are unable to maintain effective work life balance due to the stressful work schedule followed by the organization. Work life balance has become a serious concern for the existing employees due to which they have decided to switch from one industry to another. After identifying the research issue the eminent practitioners have evaluated the causes due to which employees have to face major challenges in maintaining their work life balance (Deery and Jago 2015). Over burden pressure of the organization is a serious cause due to which employees fail to spend their quality time in personal life.
In order to discuss about the rationale the study has provided appropriate justifications about the selection of research issue. Maintaining work life balance is highly significant for the employees which motivate them in providing good services to the customers. The success of a business organization is dependent on employee performances (Mas-Machuca, Berbegal-Mirabent and Alegre 2016). Therefore, the business experts should focus on maintaining the work life balance of the employees so that they can concentrate on providing their good services to the customers. Automatically Domino’s Pizza Inc does not have to face challenges in achieving business profitability.
The primary aim of this research paper is to evaluate the impact of maintaining work life balance for reducing the rate of employee attrition and turnover. The primary objectives of this study are as follows;
H0: Work life balance does not impact on employee turnover rate.
H1: Work life balance impacts on employee turnover rate.
Figure 1: Research Structure
(Source: As Created by the Author)
This specific research is constituted with five major chapters mentioned above. The introductory part has identified the research issue and rationale of the research issue. By mentioning the research aims and objectives the study has focused to make detailed overview why the entire paper is going to be conducted. Literature review is one of the most significant chapters based on secondary source of data. By evaluating the opinion of numerous eminent scholars the study has critically evaluated the impact of work life balance on overall employee turnover. By using theoretical framework the study has analyzed the role of work life balance in reducing employee attrition rate.
The third chapter is all about research methodology. Research method is the systematic approach of evaluating collected data and information based on numerous various reliable and valid resources. In this study, primary source of data collection method is conducted specially. Data analysis and findings chapter evaluates the collected data based on primary sources. The last chapter is finds out the resource of identified research issue. Based on the research issue and problems effective recommendations have also been provided. At the same time, the future analysis of the study has also been made at the last chapter.
Literature review is the most important chapters which involves the opinion of various eminent scholars. This very specific research issue is based on two major factors that include impact of work life balance and the growth of turnover rate. London food industry has selected this issue in quest of taking a serious action against the situation. The business experts have decided to implement several innovative policies within the services based on which the employees can maintain their work life balance properly. As opined by Michel, Bosch and Rexroth (2014), the business experts have agreed on the fact that employee performance is highly significant in rendering the success of business. On the other hand, it has also been observed that work life balance can encourage the employees in providing their best services. The most important rationale of this specific issue is that workforce challenge happening at the work floor of organizations. As stated by Mazerolle, Goodman and Pitney (2015) employees after receiving a stressful schedule have to face immense difficulties in showing their courageous attitude in performing well. Organizational profitability is highly hampered due to the lack of services on behalf of the employees.
A detailed case study is made on London food industry to highlight the most important reasons of employee turnover. The overarching concept employee turnover implies that large number of employees decide to leave the organization being unable to adjust with the work environment. As emphasized by Shagvaliyeva and Yazdanifard (2014), food industry is one of the most prestigious pizza delivery centers occupying a predominant place in the realm of food industry. Millions of customers use their services due to their professional delivery method and superior quality of product. It is however undeniable that the employees have to follow over stressed life in delivering effective services. James (2014) opined that automatically they face immense challenges in maintaining work life balance. The research paper has also found out that employee turnover rate is increasing immensely due to the lack of work life balance. Warren (2015 stated that due to the repeated growth of turnover rate food industry is facing challenges in retaining their workforce. As a result, the entire process of business is affected in maintaining their business image and reputation.
The term work life balance can be defined as the equal balance between the personal life and work demand. In the words of Mone and London (2018), work life balance is not about scheduling equal number of hours for the personal activities and work. By supporting this Deery and Jago (2015) stated that scheduling each activities of personal and professional life, is totally unrealistic and unrewarding. It is true that the work-life balance can be affected depending on the time. In case of defining the work-life balance, it can be said that there is not perfect time for maintaining the work-life balance. Therefore, it can be said that the work-life balance can vary for different people (Deery and Jago 2015). Depending on the individuals’ priorities, the work-life balance can be maintained. In the second half of the 20th century, with the increasing demand of the workers in different industries, it encroaching the personal and family life (Lunau et al., 2014). Due to this reason, the workers acknowledged the significance of work life balance initiatives so that the healthy balance can be maintained. In the words of Dhas and Karthikeyan (2015), the work-life balance is about enjoyment and achievement. By supporting this Kim (2014) stated that the full value of life cannot be gained without any achievement. It is true that depending on the pride, satisfaction, love, the sense of well being and celebration the work-life balance can be influenced. According to Anitha (2014), enjoyment and achievement are being considered as both side of the coin. Both are important in order to gain the value of life. Therefore, in case of living one side of the coin, the balance can be affected. In the words of Bedarkar and Pandita (2014), the work-life balance is about sharing the achievement with the family members. In case of work-life balance, people not only achieve, but also enjoy the value of life. On the other hand, it is true that maintaining the work-life balance is not harder for people; it is just about sharing the quality time with the important individuals in human life by maintaining the performance in workplace. In some of the cases, it is true that people achieve too much in their life but do not get the chance to celebrate the achievements. The work-life balance helps to maintain the balance between the achievement and enjoyments.
Maintaining the balance between wok and life has higher level of significance in the case of leading a standing life. According to Kim (2014) work life balance can help in case of improving the performance standard in the organization. By supporting this Anitha (2014) stated that by maintaining the balance between work and life, the sense of well being can be influenced. In the current competitive market, where the increasing rate of competition and changing demand of the customers have brought challenging situation for the organizations, effective work-life balance initiatives are required for maintaining the balance (Deery and Jago 2015). It cannot be denied that if the employees will be satisfied with their job, it can help the organization to encourage the employees towards their job. It is true that work life balance can help in case of improving employee well being and health. In the words of Bedarkar and Pandita (2014), good work life balance can help to increase the productivity. It cannot be denied that depending on the work life balance initiatives the stress of the employees can be reduced. It cannot be denied that if an organization will perform properly to maintain the balance between the working and personal life of the employees, it can be said that the organization will be able to gain the loyal employees.
In the words of Direnzo, Greenhaus and Weer (2015), the work life balance can help to bring the organizational benefits. Gaining the competitiveness in the market, it is important. as the study has already mentioned that depending on the work life balance, the employee engagement can be increased. Therefore, it can be said that the effective work life balance initiatives can help in terms of motivating the employees towards their work. In the words of Paustian-Underdahl et al. (2016), the work life balance is required in case of achieving the career longevity of the employees. Due to lack of work life balance, the prospects of the employees are being affected. It is true that depending on the balance between the employee performance and work life balance, the overall productivity in an organization can be increased. In the study, it is mentioned that the technologic advancement is also important for managing the work life balance.
After the introduction of technology in the workplace, the rate of productivity has increased. On the other hand, it is true that the technological advancement has reduced the work pressure and it is also helpful in case of increasing productivity with in limited time. In the words of Mone and London (2018), in the employee perspective, if the WLB can be maintained, the employees will get the benefits in their workplace. It is true that the work life balance conflict increases due to the impact of the family demands on the workplace. By introducing the effective work life balance initiatives the stress can be reduced. Introducing the flexible working hours, the organizations will be able to satisfy the needs of the employees. The satisfied employees are being influenced towards improving their performance. Therefore, it can be said that in this process the overall productivity in an organization increases.
Parakandi and Behery (2016) opined that due to the lack of flexibility on work employees do not enjoy their job life. In terms of providing their labor employees do not get their appreciation and remuneration from the organization. As a result, they fail to maintain work life balance. Due to high rate of attrition in London food industry the organizations are facing challenges in maintaining their organizational profit margin. Ngari and Mukururi (2014) opined that their overall operational cost is becoming high day by day. It is however undeniable that the sales volume of organization is high due to which the employees have to satisfy the needs and demands of innumerable customers. Arif and Farooqi (2014) opined that high rate of attrition is immensely affecting the business flow of the organization and the employees are unable to deliver effective services towards the customers. This issue has seriously become a major concern for maintaining business image and reputation of organizations of food industry.
Gignac et al. (2014) opined that due to the lack of work place inflexibility the employee has to face immense challenges in maintaining agile environment at the workplace. In this kind of situation, people have to face innumerable challenges in spending around 8 hours at their workplaces. Especially, in London food industry the employees have to follow rotational shifts in order to maintain effective delivery method. Ong and Jeyaraj (2014) opined that employees have to follow night shift as well which enables them in de-motivating towards services. Consequently, the number of attrition rate highly increases in the food industry day by day. However, due to the high rate of turnover the organization faces innumerable challenges in maintaining effective services.
Employee turnover is the major concern for the organizations from the long time (Carnahan, Kryscynski and Olson 2017). However, from the last two decades the employee turnover rate in different organizational sectors has increased. Higher rate of employee turnover reflects through the lower rate of productivity. There are various reasons behind the increasing employee turnover in different industry sector. Poor working condition .in the workplace is being considered as an important reason behind the increasing rate of employee turnover (Peltokorpi, Allen and Froese 2015). Due to the increasing competition and increasing demands of the customers, it has become very challenging for the organizations to survive in the competitive market. However, it cannot be denied that due to the increasing number of job demands and availability of the employees, the organizations have started creating excessive pressure in the employees. On the other hand, it has been identified that for the organizational benefits the employers do not provide the proper employee benefits to the employees (Aguenza and Som 2018).
Due to organizational conflicts and the issues regarding compensation as well as employee benefits the poor working condition occurs in the workplace. In such situations the rate of employee turnover increases. On the other hand, in some of the cases the employees are not being provided necessary tools in order to perform their duties. In the words of Kim and Fernandez (2017), due to the lack of machinery support, the productivity of the organization affects. In such situations, the employees are being blamed by the employers. In some of the cases due to bullying in the workplace new employees suffer from low confidence. It increases the stress among the employees in the workplace. Therefore, the poor organizational culture and working condition are the major key drivers in the case of increasing the employee turnover.
Employee communication is another important factor that influences the employee turnover. It cannot be denied that workplace communication has higher level of impact on the overall employee performance (Pinder 2014). Lack of communication between the employee and employer, creates the misunderstanding. In such cases the business demands cannot be fulfilled by the employees in the workplace. Due to this reason, business performance can be hampered. On the other hand, according to Kim and Fernandez (2017), workplace conflict is another important factor for increasing employee turnover. It cannot be denied that due to increasing conflicts in the workplaces, the human resource initiativs are being hampered. It has been identified that employment standard can also be hampered due to the increasing rate of conflicts in the workplace.
In some of the cases the fair employment policies are not being followed by the organizations. Due to the reason, the conflict in workplace rises. Leadership practices are also very effective in terms of influencing the employee satisfaction. In case of ineffective leadership in the workplace, the dissatisfaction among the employees increases. Lack of motivation in the workplace can create the challenging situation for the company. Due to this reason, the stress among the employees increases. In the words of Peltokorpi, Allen and Froese (2015), it is true that due to lack of proper leadership practices, the workplace environment gets affected and that creates the issue for employee development practices.
The term work life balance is very simple, but it is hard to implement the WTB activities in the workplace (Shanafelt et al. 2015). In the 21st century, the changing life style and clanging needs of human can create the difficulties in terms of implementing the work life balance initiatives. Among the different types of work life balance initiatives, the work family balance is being considered as the important part. In this level the individuals get the ability to maintain the sequential balance between the behavior and emotions of human. In this level the person tries to fulfill the responsibility towards the family and gain compensations in the work. There are various challenges that can create the difficulties in case of maintaining the work life balance. Lack of patience creates the issue for maintaining the balance between achievement and happiness (Goodman, Mazerolle and Pitney 2015). Lacks of relationship building initiatives among the employees create challenges for fulfilling the professional responsibilities.
In this situation, the achievement of individuals can be affected. It is not true that every time depending on the behavioral characteristics of the person, the work-life balance initiative gets affected. In some of the cases, due to lack of support from the Human resource department of the organizations, employees do not get the chance to maintain the balance between work and family. On the other hand, Goodman, Mazerolle and Pitney (2015) stated that it is true that due to increasing competition in the market, the excessive pressure on the labor market creates challenges for implementing the WLB initiatives. It cannot be denied that from the last two decades the food industry has started growing in the fastest manner. Due to the increasing growth in this industry, demands of the customers have changed. In order to satisfy the customers need and maintaining the strong position in competitive market, labors who are associated with the food industry have involved themselves in overtime working duties. In this situation, they are not being able to spend quality time with their families. Due to this reason, the work life balance of the workers in food industry is being hampered.
Work life balance is about the holistic and harmonious integration of non-work and work activities of personal and private life. It cannot be denied that there are various aspects, which are important in case of maintaining the healthy relationship between work and personal life (Russo, Shteigman and Carmeli 2016). Family, leisure, health and career are being considered as the important aspects of human life. Positive impact of personal life can help to improve the professional development of a person. Different theories have been introduced by different research persons regarding the work life balance. Among all the theories, the border theory or boundary theories has been discussed in this paper. in order to highlight the WLB theories, the researcher has also mentioned about the Drain theory, Segmentation theory and Spill over theory, which are equally important in case of improving the work life balance in an organization.
Life border theory is being considered as the new dimensional theory in which the balance between work and life has been discussed (Zheng et al. 2015). In order to discuss the theory, it has been identified that individuals’ role are important in this theory as the role of individuals represent the individuals domain of life. It is true that depending on the theory the good functioning in the workplace and satisfaction of individuals can be highlighted. Not only the term border indicates the psychical boundary, but also it indicates the tangible boundaries which are important in case of dividing the place, time and individuals, who are associated with the family vs. work (Russo, Shteigman and Carmeli 2016).
In the words of Michel, Bosch and Rexroth (2014), the segmentation theory is important in case of the managing both the aspects of the life and work entities. It is true that depending on the mutual departure is being reflected through the segmentation theory. As per this theory, the two roles such as work and life do not plan an influential role for each other. These roles are separate and after the industrial revolution, these roles are being inherently separated by function, time and space. In some of the cases, work related thought, life domain, feelings and emotions play an influential role in case of dealing with the work related thoughts (Derks et al. 2016).
In case of drain theory, the limited resources are being transferred between the individuals. It is true that in this process the individuals can get the chance to deal with the available resources such as money, time and attention (Carter, Fricker and Siegfried 2017). It has been mentioned in this theory that the resources of individuals can be moved to the others domains. It is not necessary that will the times the resources will be related to family and work.
As stated by Braunerhjelm, Ding and Thulin (2018), the Spillover theory is being considered as the most popular theory that can help to develop the relationship between the work and family. In the words of Plummer and Acs (2014), in order to carry the emotions, feelings, skills, behavioral characteristics and attitudes, establishment of proper relationship between the family and work life is important. It cannot be denied that depending on the cultural initiatives and the Spillover theory, both the positive and negative perspectives of the individuals can be introduced. It has been identified that in case of positive spillover, the both the satisfaction and achievement are being introduced in different domains. On the other hand, in case of the negative spillover, the challenges are being highlighted through the same emotion into the other domain (Guerrero and Urbano 2014). It has been identified in this theory that one’s emotion and experience can influence others experiences. Depending on the spillover theory, it can be said that spillover on values, mood, behaviors and skills of the individuals and influence the others activities. The Spillover theory can be described as generalized, persistence, isomorphism, likeness and acquaintance. Therefore, depending on the spillover theory the family related emotions can be transferred to the workplace.
According to Hancock (2013), Employee turnover refers to the percentage or the amount of people that leave an industry or an organization in a span of time. The aim of any organization is to reduce the rate of employee turnover in the specified period of time and for that a number of measures can be implied which are as follows –
The Literature gap is defined as the piece of the work which is missing from the work either intentionally or mistakenly. The literature gap is one of the most essential parts as no research is perfect in the overall sense and every research has some or the other parts that are missing in it. The literature gap which is being discussed here lacks a number of means including argumentative approach which could have been slightly more. The theories which has been stated here could have explored the analysis more deeply and could have been descriptive in nature. The questions and topics that has been discussed in this case should have been more adequately to the fact that it should have more points in the matter and also the theories which has been mentioned can be linked more effectively.
Figure: Conceptual Framework
(Source: As Created by the Author)
Research methodology is one of the most significant chapters that evaluates the collected data and information of identified research issue. With the help of effective methodological tools the study has focused to use appropriate research philosophy, design and approach. By using proper data analysis and collection method with the help of an effective sampling technique the study is conducted systematically.
Research philosophy is the most effective way of evaluating data and information by using various philosophical approaches. Research philosophy is of three major types that are positivism, interpretivism and realism. Positivism philosophy is possessed with acute observation on research issue (Novikov and Novikov 2013). Interpretivism research philosophy is based on the interpretation of collected data and information. On the other hand, realism is the combination of both two major approaches. With the help of realism approach data is gathered observed and then interpreted from different point of views (Mary Converse 2012). In this very specific study, positivism research philosophy is used.
In positivism research philosophy there is no scope of interpreting collected data. Positivism research philosophy is based on the keen observation of researcher (Coleman 2013). With the help of keen observation, identified issue such as impact of work life balance on employee turnover can be critically evaluated. Positivists opine that observation is repeatable but the phenomenon can be isolated. As a result, observation can be repeated immensely. On the other hand, with the help of positivism research philosophy the researcher does not have to invest huge amount of money.
Research design is way of organizing the entire study based on acquired data on research issue (Håkansson 2013). Descriptive, explanatory and exploratory are the three different ways of research design. Descriptive research design evaluates the collected data as per the response of participants. Here, the researcher does not get enough opportunity in evaluating the data and information from different perspectives (van Wyk 2012). Explanatory research work is completely based on explanation of the researcher based on collected data of research issue. In exploratory research design the researcher wishes to explore new information from the identified issue. In this approach the researcher has to implement new theories and concepts of research problem as well (Tracy 2012.) In this study the researcher has used descriptive research design for analyzing the collected data without any additional interpretation.
Descriptive research design does not interpret collected information. The gathered data is critically descriptive from different point of view. The researcher does not have to explore new information from the identified issue as well. The entire procedure is this very much low time consuming and low cost effective.
Based on the theoretical concepts and approaches the study involves appropriate research approach. Research approach is constituted with two ways that implies deductive approach and inductive approach (Collis and Hussey 2013). Deductive approach implies that research issue is evaluated based on the existing theory. On the other hand, inductive approach implies on evaluating data and information based on innovative theories and approaches (Collis and Hussey 2013). In this study, the researcher has used deductive approach based on the existing theories used in the literature review.
Deductive approach analyses the collected data and information based on existing theories used in the literature review (Wahyuni 2012). In this very specific study, the author has evaluated theories on work life balance. As a result, data can be analyzed based on the case study of Domino’s Pizza. In addition, deductive approach is very much low cost effective and low time consuming.
Sampling is the method of the selecting target population when the population is huge. Sampling facilitates in reducing the number of respondents for ease of calculation, cost and time frame (Wahyuni 2012). In the sampling, the first step is electing the target population in the study and in this current study; the target population are the population of United Kingdom. The next step is identifying the sampling frame and in this study, the employees of the Dominos living United Kingdom have been chosen as the sampling frame. The last step is identifying the sampling size and in this study sample size consists of 100 employees and 3 managers of Domino’s Pizza Inc. In this current study, the respondents for the survey have been identified using probabilistic sampling method.
The study has used simple random sampling to choose 100 respondents from 200 respondents and in the qualitative analysis the respondents are chosen using convenience sampling which is a method in non-probabilistic sampling (Zikmund et al. 2013). Simple random sampling uses randomization for selecting the sample population as it provides equal opportunity to all the respondents of being selected. Convenience sampling facilitates in choosing respondents as per the requirement of the study and availability.
The study has used a mixed method where the data has been collected using primary data collection method. In this study, both quantitative and qualitative type of data has been collected (Etikan, Musa and Alkassim 2016). The quantitative data has been collected by means of a survey which comprised of close ended questions. The close ended are used to survey the employees so that significant answers can be obtained in the study. The qualitative data has been collected using interviews which included open ended questions. The open ended questions have been asked to he managers for in depth answers so that content analysis can be conducted. The quantitative data has been used to develop descriptive statistics consisting of response frequencies which has been represented by graphs and tables.
MS Excel is the tool that has been used to develop the tables and graphs in this study. The data collected from the qualitative method has been analyzed using content analysis. In content analysis, coding has been used to streamline the raw data in to meaning findings and results (Terrell 2012). Open coding has been used to develop the data into structures and axial coding has been used to relate and identify the theories within the answers. The patterns within the answers of the managers have been evaluated to identify the theories discussed in the literature review section. The findings both the analysis has been compared to check whether the results are similar or not.
In this study, information sheet and consent form has been provided to the respondents so that they are aware of the purpose of the study and they are not forced to take part in the survey. The data protection act of 1998 has been adhered to and anonymity of the respondents has been maintained and data has been disposed after conducting the research (Bryman and Bell 2015). The research has been used any kind of languages that is racially abusive in nature and none of the results have been biased. The results obtained in the study are authentic and sampling has been used to eliminate chances of any form of bias.
While identifying the research limitations it can be concluded that the researcher could have used post-positivism research philosophy. As a result, the researcher could have focused on observing the identified research issue based on proper evidence (Zikmund et al. 2013). The researcher could have used secondary data resources as well. Only primary form of data analysis is not sufficient enough in dealing with the research issue. The response of the participants could have been very biased. Therefore, the opinion of the scholar is very much important in providing appropriate data and information from different point of views (Levy and Lemeshow 2013). The overall time schedule of the research should be time consuming in order to gather sufficient data and information. However, it has also been observed that only 100 respondents have been used in order to provide response on the identified research issue. Moreover, the number of supervisors could have been enhanced. In ethical consideration part, the researcher could have focused in using appropriate use of data protection act and anti-discrimination act.
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Figure: Time-frame of the research plan
(Source: As Created by the author)
Findings: based on quantitative questionnaires:
The first question is all about the age group of the respondents who have participated in the data collection method. In the first question regarding age group 40% of the respondents are from less than 25 age and 40% are from 25 years of age group. Therefore, it is quite evident Domino’s Pizza prefers to appoint those people who are from young generation. Those employees do not show their reluctant attitude in following rotational shift hour. The second question is about the gender where the researcher has shown they have appointed both male and female employees equally in the data collection procedure. Male and female employees both can get equal respect and dignity in the work floor of Domino’s Pizza. As a result, the researcher has used 50% form male employees and 50% from female employees.
The third question is on how much tenure the employees are in Domino’s pizza Inc. While evaluating this question it is quite visible that 38% of the respondents are from less than one year. Only 11 respondents amongst 100 have been found to be the tenure of above 5 years. Therefore, it is quite evident that this organization has immense employee turnover rate. Employees face very difficulties in surviving within the work floor of Domino’s pizza Inc due to stressful job structure and lack of work life balance. The fourth question is all about human resource policies in organization. In this very specific question 44% of the employees have strongly agreed the fact that Domino’s pizza Inc follows proper human resource policies. It is however undeniable that organization is not very much biased on culturally and religious way while recruiting an individual employee. In order to appoint an employee human resource managers intend to prioritize on skills and competency level.
The fifth question shows whether flexibility in workplace is a prevalent culture in Domino’s pizza Inc or not. In this very specific question 47% of the respondents have showed their positive response regarding the work flexibility of Domino’s pizza Inc. Those employees believe that their organization maintains friendly environment so that employees do not get monotonous in performing well towards the services. The sixth question implies where leadership style and capabilities in Domino’s pizza Inc. is efficient or not. The managers follow participative form of leadership style that involves the employees in sharing their views and thoughts. Therefore, 48% of the employees have agreed the fact that leadership style and capabilities in Domino’s pizza Inc. is efficient. Only 2% of the employees amongst 100 respondents have denied the fact.
The seventh question implies whether competency of the peer group affects the work life balance or not. In this very specific question 47% of the employees have agreed and 37% of the employees have strongly agreed the fact. If the entire peer group are not competent enough an individual employee has to take immense additional burden. It is however undeniable that a project cannot be successful without the assistance of group members. The eighth question implies whether Domino’s pizza Inc assists in dealing with work place conflicts between teams and individuals or not. In this very specific question 48% of the people have strongly agreed and 38% of the people have agreed the question. The business managers always intend to assist in resolving the issue happened at the workplace. Any kind of cultural or psychological conflict is mitigated at the workplace by taking an effective initiative on behalf of the business managers.
The ninth question implies whether Domino’s pizza Inc promotes collaborative working environment or not. Majority of the respondents that is 42% of the employees have strongly agreed the fact and 44% of the people have agreed the fact that this organization believes in collaborative working environment. The tenth question implies whether job satisfaction in Domino’s work place is high or not. However, apart from rotational shift and additional work burden the remuneration structure of this organization is very high. Therefore, 40% respondents have strongly agreed and 30% of the respondents have agreed the fact that this organization is possessed with high rate of remuneration structure. The eleventh question implies whether involvement of the employees in Domino’s work place is high or not. In this very specific question 45% of the employees have strongly agreed the statement. 35% of the employees have agreed the fact that employees have to get immensely involved within the business services. Food industry is entirely endowed with busy hectic schedule where the employees have to face challenges in delivering effective services to the customers.
The twelfth question implies whether Domino’s Pizza provides career growth opportunities to all its employees. In this very specific question 44% of the respondents have strongly agreed and 36% of the employees have agreed the fact that Dominos provide immense career growth and opportunities in quest of reducing the rate of employee turnover. The thirteenth question implies whether or not Domino’s pizza Inc. facilitates in dealing with the stress level of the employees. In order to reduce the rate of employees’ attrition this organization intends to provide effective policies and strategies for reducing the stress level of the company. 42% of the employees have strongly agreed and 38% of the employees have agreed the fact that the organization provides major tips of reducing stress level of the employees. The fourteenth question is all about whether or not the quality of work life is improved in Domino’s pizza Inc. This specific statement implies that quality of work life is improved in Domino’s pizza Inc after finding numerous challenges in maintaining work life balance. 45% of the employees have strongly agreed with the fact and 35% of the employees have agreed with the fact that employees associated with this organization are now maintaining quality life. The fifteenth question is about whether compensation in Domino’s pizza Inc is adequate in respect to the key responsibilities of the individuals. 47% of the employees have strongly agreed with the fact that Domino’s has implemented compensation and benefit policies for motivating the employees towards services. In order to deal with the employees and keep up their energy level towards services compensation and benefit is highly necessary that Domino’s have already implemented.
After evaluating 15 quantitative questionnaires it has been found out that providing quality work culture at the workplace is highly necessary that motivates those employees in providing good services. After identifying the reasons of immense employee turnover the company has decided to implement some effective initiatives to maintain work life balance of the staffs. It is undeniable that employees face very difficulties in surviving within the work floor of Domino’s pizza Inc due to stressful job structure and lack of work life balance. However, after identifying the research issue the business experts have taken major initiatives in controlling the overall business scenario. In order to appoint an employee human resource managers intend to prioritize on skills and competency level.
The organization maintains friendly environment so that employees do not get monotonous in performing well towards the services. In quest of controlling the overall situation, the business managers always intend to assist in resolving the issue happened at the workplace. Any kind of cultural or psychological conflict is mitigated at the workplace by taking an effective initiative on behalf of the business managers. However, apart from rotational shift and additional work burden the remuneration structure of this organization is very high.
From the entire 15 questions it can be analyzed that food industry is entirely endowed with busy hectic schedule where the employees have to face challenges in delivering effective services to the customers. In order to reduce the rate of employees’ attrition this organization intends to provide effective policies and strategies for reducing the stress level of the company. Implementing stress buster activity at the workplace is the most attractive action taken by the business managers of Domino’s Pizza. In addition, the company has rendered compensation and benefit policy for reducing turnover rate. If the employees have to follow rotational shift or overtime, that person is paid with high remuneration along with additional compensation. Naturally, the employees while providing services do not show their reluctant attitude in providing their best endeavor. Customers would not get deprived of receiving quality services and automatically, the organization would achieve the peak of success.
Based on total three qualitative questions an in-depth analysis is gathered to make a conclusion on the research issue. After amalgamating the response of three participants based on first question, it can be analyzed that de-motivation on behalf of the employees is the most significant reasons for high level of employee turnover. In addition, rotational duty hour highly hampers their personal life immensely. Among the most significant reasons of employee motivation busy shifting schedule takes major priority. In this kind of hectic life employees do not get their courageous in performing well towards the services. While providing overall view point it can be concluded that overburden pressure of the employees are one of the most significant factors due to which people have to face immense challenges in maintaining organizational sustainability. However, in order to reduce employee attrition rate the organization would have to implement compensation and benefit policies for overcoming the stress level of the employees.
After gathering the response of three participants based on second question, it can be analyzed that the managers have introduced innovative policies for overcoming stress among the employees. Among those policies, implementation of rewards and recognition, health and safety insurance and bonus are most prominent. It has also been observed that stress buster activities have left major contribution that encourages the employees in restoring their energy level. In addition, the organization has the opportunity in implementing incentive policies as well for motivating employees. Apart going from monitory benefit the organization can provide moral support to the employees in order to create a friendly environment which enables them in giving their best labor towards services.
While talking about the current policies described in the third question regarding reducing turnover rate among the employees it can be concluded that the organization can bring agile workspace so that employees do not have to face difficulties in working on the floor. In addition, employees would not be imposed any burden in following rotational shift at the workplace. Consequently, the employees can follow flexible work environment. In addition, the business managers have decided to make interpersonal communication with every single employee. With the help of this communication managers can have conversation with individual employees. Transparency in communication can convince the employees why rotational shift is highly effective for running a business in the food industry. As a result, employees would like to provide positive response towards services. In quest of reducing turnover rate the employees have decided to implement reward function that renders immense courage among the employees. The primary purpose of reducing the rate of employee turnover is maintaining business image and reputation. As a result, with the help of providing gift vouchers, social recognition and rewards to the good performers the employees can be motivated in delivering their best services.
Limitation of the study:
The researcher has conducted the entire study in detail and with critical evaluation. Still, the study is not devoid of major limitations. While using appropriate methodological tools the researcher has used positivism research philosophy which is not aptly justified in this paper. Post-positivism research philosophy is appropriately justified in this study as post-positivism research philosophy is based on observation along with proper evidence. In addition, in the literature review the researcher could have focused on making the identified research issue more argumentative. As a result, an effective critical evaluation could have been conducted. In addition, it has also been observed that only primary source of data collected technique is used in the very specific study. In primary source of data collection technique the researcher has to be dependent on the response of participants only. Consequently, the researcher has to be dependent on the response of participants as well.
However, secondary source of data collection technique could have been used with the help of which people may get the scope of acquiring knowledge and information based on the opinion of numerous eminent scholars. In the first chapter, the selected objectives could have been more selective and specific. In addition, the entire time schedule of the entire research plan is very hectic and brief. The time span of data collection technique is not very lengthy for gathering sufficient data and information. As a result, the data analyst has collected relevant information very quickly in this limited time. However, while evaluating the ethical issues and its necessary considerations the researcher has not mentioned the importance of implementing anti-discrimination act in data collection procedure. The significance of maintaining gender equality act has not been mentioned in this very specific study.
After identifying the necessary drawbacks it can be stated that the researcher has enough scope of improving the entire research paper. As per future scope of the study the researcher can extend the timeline of research plan in order to conduct the study more appropriate way. In addition, while collecting data the researcher would have to prioritize on secondary source of data collection technique as well. Secondary source of data collection technique is effective in making in-depth critical analysis of the research issue. While choosing research philosophy as a methodological tool the researcher would have to use post-positivism philosophy so that both observation and evidence can be equally interpreted. In addition, while evaluating primary source of data collection the researcher would have to take huge number of respondents so that sufficient data and information can be gathered. However, it has also been observed that only 100 respondents have been used in order to provide response on the identified research issue. Moreover, the number of supervisors could have been enhanced. Three respondents are not sufficient enough in proving effective response. Therefore, the number of response would have to be increased for completing the entire research work successfully.
Conclusion
After evaluating the entire research issue it can be summarized that lack of work life balance is the most prominent reason of employee attrition. Due to high rate of attrition Domino’s Pizza Inc London is facing challenges in maintaining their organizational profit margin. Their overall operational cost is becoming high day by day. The employees are unable to maintain effective work life balance due to the stressful work schedule followed by the organization. The primary hypothesis of this study is work life balance impacts on employee turnover rate. After identifying the research issue the eminent practitioners have evaluated the causes due to which employees have to face major challenges in maintaining their work life balance. As per the opinion of numerous eminent scholars, depending on the individuals’ priorities, the work-life balance can be maintained. In the second half of the 20th century, with the increasing demand of the workers in different industries, it encroaching the personal and family life. Due to this reason, the workers acknowledged the significance of work life balance initiatives so that the healthy balance can be maintained.
The study has found that people achieve too much in their life but do not get the chance to celebrate the achievements. The work-life balance helps to maintain the balance between the achievement ad enjoyments. In the current business scenario, where the increasing rate of competition and changing demand of the customers have brought challenging situation for the organizations, effective work-life balance initiatives are required for maintaining the balance. It has been identified as the most significant reason of employee turnover that in Domino’s Pizza Inc the employees have to follow rotational shifts in order to maintain effective delivery method. Employees have to follow night shift as well which enables them in de-motivating towards services. Due to the high rate of turnover the organization faces innumerable challenges in maintaining effective services. At the end of the chapter the study has evaluated detailed structure of the research and a brief overview about each chapter. It cannot be denied that if an organization will perform properly to maintain the balance between the working and personal life of the employees, it can be said that the organization will be able to gain the loyal employees.
Based on the data of secondary research scholars the study has provided detailed analysis by using appropriate methodological tools. With the help of both quantitative and qualitative data analysis method the result of identified research issue is collected. As a result, some of the most effective ways of reducing the rate of employee turnover is already evaluated by involving some of the major respondents. At the end, the study has evaluated some of the major limitations as well along with identifying the scope of future improvement. Some of the most recommendations have also been provided in this research paper.
While evaluating the overall findings it can be summarized that food industry is one of the most prestigious pizza delivery centers occupying a predominant place in the realm of food industry. Millions of customers use their services due to their professional delivery method and superior quality of product. Higher rate of employee turnover reflects through the lower rate of productivity. There are various reasons behind the increasing employee turnover in different industry sector. Introducing the flexible working hours, the organizations will be able to satisfy the needs of the employees. The satisfied employees are being influenced towards improving their performance. Due to organizational conflicts and the issues regarding compensation as well as employee benefits the poor working condition occurs in the workplace. In such situations the rate of employee turnover increases. Employees have to follow night shift as well which enables them in de-motivating towards services. Consequently, the number of attrition rate highly increases in the food industry day by day. The business experts have decided to implement several innovative policies within the services based on which the employees can maintain their work life balance properly.
Therefore, it can be found that in quest of controlling the business situation, the organizational managers always intend to assist in resolving the issue happened at the workplace. Any kind of cultural or psychological conflict is mitigated at the workplace by taking an effective initiative on behalf of the business managers. Customers would not get deprived of receiving quality services and automatically, the organization would achieve the peak of success. While providing overall view point it can be concluded that overburden pressure of the employees are one of the most significant factors due to which people have to face immense challenges in maintaining organizational sustainability.
The research issue therefore implies impact of work life balance on the employee turnover. The primary reasons have been identified that the business experts are not at all focused in maintaining work place flexibility. As a result, employees have to face innumerable difficulties in maintaining their work life balance. This kind of over stressful job life in the food industry is primary cause of employee turnover. Based on the identified research issues and its evaluation some of the major recommendations have been provided:
The business experts would have to focus on implementing compensation and benefit within services. The policy could be implemented in terms of social recognition or in terms of monitory benefit. Any kind of incentive structure can immensely motivate the employees. As a result, the employees would not show their reluctant attitude in providing good services. Before imposing additional burden the business experts would have to pay proper remuneration to the employees. As a result, employees would automatically show their level of interest in providing their good services.
If the organization is not capable enough in providing monitory benefit to the employees the business experts can provide social recognition as well. Social recognition implies gift voucher, appreciation and trophy and so on. In this kind of situation, employees get moral support and sprit in performing well towards the services. If the employees can get an effective support from the organizational managers they do not feel in leaving the workplace unnecessarily.
The organization can implement some of the most effective stress buster activities or yoga session with the help of which employees can gain a courageous attitude within the floor. People from various geographical backgrounds and attitudes may have language barrier or psychological barrier while working together. As a result, this kind of activities can create an enthusiastic attitude. Apart from that those employees who are not physically and psychologically strong in following rotational shifts and over burden of pressure the business managers should never impose their own decision on those employees. The employees should follow additional work pressure as per their flexibility.
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