Discuss about the Research in Business for Motivation Factor.
Retention of employees is holding or trying to hold the employees in the organization. Retention of workers can be stated as the process wherein the employees are motivated and encouraged by their employers to stay in the organization for a longer period or until the project gets over with which the employees are related (Mowday et al, 2013). Retention of employees is both beneficial for the employees and the organization, the employee who is associated with the firm for a longer period is a depot of knowledge and the employee act as a valuable asset for the company. The organization start facing problems when there is high turnover retention in the company (ALDamoe, et al, 2012). The primary reason for the high turnover retention is that there are no positive factors in the company that motivate the employees to work with that particular organization (Hong et al., 2012). Increasing work pressure on the present employees and increasing turnover rate will cause the new employees to shift to some other organization. So it is very crucial for the organization to concentrate on these factors that help in retention of employees in the organization.
There are several problems related to the retention of employees that all the organizations face in the current scenario. In the recent years, businesses have realized that their employees are the main assets, and they have also taken the initiative to encourage and motivate their employees to stay in the business for a longer duration or until the project, on which they are working get completed (Bryant & Allen, 2013). When an employee leaves an organization, then it causes an imbalance in the company and also results in a loss. The primary aim of this study is to identify the factor that helps in the retention of employees in an organization. Factor such as job satisfaction, job security, compensation and reward to the employees and work-life balance help an organization in retaining their employees (Salome, et al., 2014).
The main objectives of the study are listed below:
Retention of employees plays a crucial role in the growth of the organization, and there are several factors, that make the retention of employees possible (Sageer, et al, 2012). There are a lot of concern and needs that are associated with employee’s retention in business. The HR profession spends a lot of time in choosing the individuals from a large crowd of talents. The HR profession conducts different tests and interviews, while choosing the employees (Schmitt, et al, 2012). When the company recruit a new employee, the management of the company invests every possible amount to makes sure that the new employee is ready for the job (Van Dyk & Coetzee, 2012). Recruiting an employee is a tough task and involves lot of time and money, so when an employee leaves the job, it may affect the business adversely. There is also a huge possibility that the employee may join the rival organization and thus, may result in leakage of valuable information, adversely affecting the previous organization, so it is important for the employer to make the worker sign an agreement (Nwokocha & Iheriohanma, 2012). The Harsh employer will restrain its employees to join the firm of the competitor (Kumar & Chakraborty, 2013). It is also important for the employees to abide by the code and conduct of the company and they also need to interact with the other members of the organization. A proper coordination between the team members will benefit the organization in achieving their objectives (Patel & Conklin, 2012). It is also challenging for the employees, as they have to gain the faith of the company. The employees, who are associated with an organization for a longer period, are considered loyal to the company (Robinson et al., 2014). The employees of the organization also get different benefits, which includes job security, compensation and rewards, job satisfaction and work-life balance.
So the above discussion highlights the importance of employee’s retention in an organization.
The expected outcomes of the research will highlight the factors that help in employee’s retention in the manufacturing industry, and the different factors are job satisfaction, work-life balance, flexibility, rewards and compensation and job security (Buciuniene & Skudiene, 2015). These factors will not affect the relationship but will improve the career opportunity, leadership, distributive justice, and reorganization. Among all these factors job security is the most critical variable that helps employee’s retention in the industry (Aguenza & Som, 2012). Satisfaction in the job is considered as the second most crucial variable in identifying the factors that help retention of the employees in the firm. Then the third important factor is Autonomy ( Laschinger, et al., 2012). In the study the hypothesis of a positive relationship between security of job and employee’s retention is correct, so researcher accepts the null hypothesis. The second hypothesis which highlights a positive connection between rewarding employees and employee’s retention is also true, so researcher accepts the null hypothesis.
There are several previous research conducted by several researcher, which highlights that there are many factors that can help in employee’s retention in an organization. Training and development, working environment, job satisfaction, reward system and justice in the organization are some important factors that help in retention of employees (Ashar et al., 2013). These are some important factors that reduce absenteeism and help retaining employees. Apart from these, there are some other factors, that are important, and they are job security, training, and work environment. Several studies have proved that work-place environment, rewards, and compensation, training and development are important motivational factors that help in retaining employees in the organization. In this study factors such as job security, work-life balance, compensation and job satisfaction are independent variables and the retention of employees is the dependent variable. These are the factors that motivate the employees and with motivation the possibility of the workers to leave the job declines. And the independent variable job satisfaction is related to the independent variable retention of employees. Thus, it can be inferred that retention of employees will be dependent upon these factors (Heavey, et al., 2013).
Security in the job will be helpful for the workers who are satisfied with their work, then the workers who are not happy with their job. The increasing dissatisfaction may result due to the growing insecurity among the workers. Different studies have highlighted that retention of the employees and job satisfactions are positively related (Sears et al., 2013).
H1: security in job helps in the employee’s retention in an organization
H0: security in job does not help in the employee’s retention in an organization
H2: the correlation between retention of employees in the industry and job satisfaction is positive
H0: negative correlation between retention of employees in the industry and job satisfaction
H3: Work-life balance and retention of employees have a positive relationship
H0: No positive correlation between Work-life balance and retention of employees has a positive relationship.
The methodologies that are used in conducting the study and solving the question are highlighted below:
This part of the study highlights the importance of employee’s retention in an organization and the how it is beneficial for the organization. This part also highlights the theories and concepts related to this topic.
In this study to select the sample, the method of sampling is used. There are two methods of sampling, and they are probabilistic and non-probabilistic sampling method (Donley, 2012). To, reduce the biases, the random sampling method is used because its saves a lot of time. To conduct the study the researcher will select 50 employees of the manufacturing industry and three managers, which belong to the same industry for conducting the interview. The researcher will use a questionnaire for the purpose of research. While conducting the survey, closed-ended questions will be asked of the employees and the managers have to face open-ended question (Hughes, 2012). The employees and the managers have to rate in between 1 to 5, where 5 interpret the strong agreement, and 1 interprets strong disagreement, and during the survey, the employees provide their responses that motivate them to continue with the organization. And all the questions are prepared to keep in mind the motivational factors of the employees.
This research has particularly focused on the group of 50 employees of an organization. For the purpose of the study the researcher has performed quantitative data analysis, which will help them in collecting the perception of the employees and the interaction of human within the organization (Bryman, 2012). And the study has also included three managers of the organization, and the managers have to face qualitative questions.
To conduct this particular study the researcher has used both the qualitative and quantitative analysis to collect the data. The data from the primary source has been collected using the qualitative method of data collection. In the study, the quantitative analysis of data will include bar diagrams and pie charts, which are prepared using, Excel sheets (Chandra & Sharma, 2013). And for the research the researcher uses descriptive analysis. The different statistics that are calculated in the research are the mean, median and standard deviation. Together with the statistics the researchers will also perform correlation for all the factors that impact the retention of the employees.
The study has been organized in different in chapters, which are as follows:
Chapter1: Chapter 1 includes the research proposal that is highlighted in the proposal.
Chapter 2: in this particular chapter, factor that helps in retaining the employee in an organization is highlighted.
Chapter 3: this particular chapter highlights the different methods the researcher used for the research purpose. The researcher made use of literature data collection, literature reviews, analysis of data and primary key indicators.
Chapter 4: in this chapter information that will help in the discussing the outcomes that are research related are included.
Chapter 5: in this different chapter information are included, which helps in highlighting the factors that help the organization in retaining their employees.
It is paramount for the researcher to abide by all the ethical consideration for accomplishing the study successfully. The researcher also needs to make sure that he is utilizing all the collected data for the purpose of study only. The researcher cannot use these data for the commercial purpose. The researchers are also liable to protect the data under the data protection act.
Different studies have also highlighted that increase in satisfaction reduces the employee’s tendency to leave their present job, which in turn helps the organization in reducing the cost of recruiting new employees. The workers who are satisfied with their work will perform better than the unsatisfied employees. Satisfied workers are more efficient, creative and have a high chance to retain. Satisfaction in a job helps the organization to maintain a strong and stable workforce (Elnaga & Imran, 2013).
The flexibility in the workplace also plays a determining role in the retention of the employees. All the workers in an organization prefer working in a more flexible environment. If the workers are provided with flexible timings than it will enable them to spend more time with the family, thus helping the employees to manage work-life balance properly. If an organization has too much of restrictions than it would not be an encouraging environment for the employees to work in the organization (Brunetto et al, 2012).
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Primary actions |
First week |
Second week |
Third week |
Fourth and fifth week |
Sixth week |
Seventh week |
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Selection of topic |
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Reviewing the literature and study existing theory |
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Methodology of the research |
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Collecting primary data |
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Analysis and interpretation of data |
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Results |
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Conclusion |
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End task and submission |
The total expenses for the research are 6000 dollars, for completing the study framework within the determined period, as it is highlighted in the Grant Chart.
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Objective |
Estimated amount to be spent(in dollars) |
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Reviewing the literature |
2500 |
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Data collection |
2500 |
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Data analysis |
1000 |
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Total Estimated Budget |
6000 |
Conclusion
The above assignment has enlightened us on the topic employee’s retention in an organization. Retention of workers can be stated as the process wherein the employees are motivated and encouraged by their employers to stay in the organization for a longer period or until the project gets over with which the employees are related (Mowday et al, 2013).
This assignment has also enlightened us on the different factors that help an organization in retaining their employees. Employee’s retention plays a vital role in the development process of an organization, and they are the main assets of the company. Retention of employees helps both the organization and the employees. The employee who is involved with the organization for a longer period is the storehouse of knowledge. The assignment has also highlighted different factors such as security in the job, satisfaction in job, rewards and compensation and work-life balance which helps an organization in retaining their employees. Moreover, employee’s retention in an organization reduces the cost of the company because a lot of time and money is used during the recruitment process. So, it is very crucial for the management of the organization to concentrate on these factors, to realize and achieve the goals of the organization.
References
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ALDamoe, F. M. A., Yazam, M., & Ahmid, K. B. (2012). The mediating effect of HRM outcomes (employee retention) on the relationship between HRM practices and organizational performance. International Journal of Human Resource Studies, 2(1), 75.
Ashar, M., Ghafoor, M., Munir, E., & Hafeez, S. (2013). The impact of perceptions of training on employee commitment and turnover intention: Evidence from Pakistan. International journal of human resource studies,3(1), 74.
Biddle, J. & Emmett, R. (2013). A research annual. Bingley, U.K.: Emerald.
Brunetto, Y., Teo, S. T., Shacklock, K., & Farrâ€ÂWharton, R. (2012). Emotional intelligence, job satisfaction, wellâ€Âbeing and engagement: explaining organisational commitment and turnover intentions in policing. Human Resource Management Journal, 22(4), 428-441.
Bryant, P. C., & Allen, D. G. (2013). Compensation, benefits and employee turnover HR strategies for retaining top talent. Compensation & Benefits Review, 45(3), 171-175.
Bryman, A. (2012). Social research methods. Oxford: Oxford University Press.
Buciuniene, I., & Skudiene, V. (2015). Factors Influencing Salespeople Motivation and Relationship with the Organization in b2b Sector. Engineering Economics, 64(4).
Chandra, S. & Sharma, M. (2013). Research methodology. Oxford: Alpha Science International Ltd.
Donley, A. (2012). Research Methods. New York: Infobase Pub.
Elnaga, A., & Imran, A. (2013). The effect of training on employee performance. European Journal of Business and Management, 5(4), 137-147.
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Gutierrez, A. P., Candela, L. L., & Carver, L. (2012). The structural relationships between organizational commitment, global job satisfaction, developmental experiences, work values, organizational support, and personâ€Âorganization fit among nursing faculty. Journal of advanced nursing, 68(7), 1601-1614.
Hayes, B., Douglas, C., & Bonner, A. (2015). Work environment, job satisfaction, stress and burnout among haemodialysis nurses. Journal of Nursing Management, 23(5), 588-598.
Heavey, A. L., Holwerda, J. A., & Hausknecht, J. P. (2013). Causes and consequences of collective turnover: a meta-analytic review. Journal of Applied Psychology, 98(3), 412.
Heponiemi, T., Kouvonen, A., Virtanen, M., Vänskä, J., & Elovainio, M. (2014). The prospective effects of workplace violence on physicians’ job satisfaction and turnover intentions: the buffering effect of job control. BMC health services research, 14(1), 1.
Hong, E. N. C., Hao, L. Z., Kumar, R., Ramendran, C., & Kadiresan, V. (2012). An effectiveness of human resource management practices on employee retention in institute of higher learning: A regression analysis.International journal of business research and management, 3(2), 60-79.
Hughes, J. (2012). Sage internet research methods. London: SAGE.
Kumar, H., & Chakraborty, S. K. (2013). Work life balance (WLB): A key to organizational efficacy. Prin. LN Welingkar Institute of Management Development & Research, 15(1), 62-70.
Laschinger, H. K. S., Wong, C. A., & Grau, A. L. (2012). The influence of authentic leadership on newly graduated nurses’ experiences of workplace bullying, burnout and retention outcomes: A cross-sectional study.International journal of nursing studies, 49(10), 1266-1276.
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