This section of the study focuses on attaining structured and well defined evaluation for the stated research issue. Data collection through primary method has been effectively represented in the section (Ramsey and Schafer, 2012). The use of qualitative measure will help in developing reliable and appropriate results for the analysis. The section has developed a clear means of data representation whereby data collected through questionnaire as been effectively quantified are represented.
The Thematic analysis of the research has been undertaken henceforth.
Theme 1:. Respondents’ positions in the organisation
|
Are you supervisor? |
Frequency |
Percentage (%) |
|
|
No |
28 |
56 |
56 |
|
Yes |
22 |
44 |
100 |
. The data reveals that 44% of the respondents are supervisors in the organization while 56% are not. This reflects that employees are attaining well defined means of leadership in the business. Hence it can be concluded that supervising opportunities are effectively managed within the business. Therefore, the findings also effectively show that Captain Cook Cruise have manage a team of effective and trained employees
Theme 2: Employees are working at Captain Cook Cruise to enhance career opportunities
|
Why are you working with Captain Cook Cruise? |
Frequency |
Percentage |
Cumulative Percentage |
|
Interest |
10 |
20 |
20 |
|
11 |
22 |
42 |
|
|
WHV |
8 |
16 |
58 |
|
Salary |
6 |
12 |
70 |
|
Career opportunity |
13 |
26 |
96 |
|
Other |
2 |
4 |
100 |
The above findings effectively represent the reason why employees chose to work within the stated organization. The data reveals that 20% of the employees chose the job due to interest, 22% of the employees chose it because of Flexible working hours, 16% however were working in the organization through work holiday visa, 12% sais that their motive of working was salary, 26% seek career opportunities in the firm while 4% said that their motive was different from all of the above. It can thus be analyzed that employees at cruise work due to different motives which make them less loyal to the industry. Resreaches revealed that employees have a definite set of needs which includes bsic needs, need of safety, social needs and esteem needs. The findings revealed that different employees were working in the frm with different motives. Some of them did not wanted long term employment with the business hence the need hierarchy did noit apply. This influenced them to quickly switch the jobs.
Theme 3: Employees’ Tenure with the organization
|
How long have you been working with Captain Cook Cruise? |
Frequency |
Percentage |
Cumulative Percentage |
|
Below 1 year |
18 |
36 |
36 |
|
1-3 years |
15 |
30 |
66 |
|
3-5 years |
6 |
12 |
78 |
|
5-7 years |
8 |
16 |
94 |
|
7 years and above |
3 |
6 |
100 |
:The above findings of the research reflected that 36% of the respondents were working for less than a year in the firm, 30% was working for 1-3 years, 12% was working for 3-5 years, 16% for 5-7 years while 6 % was working for more than 7 years. Evaluation of the data clearly reflects low rate of retention in the organization. It can be clearly seen that majority of employees were working below 1 year in the organization. The major reason may be because employees are not satisfied working woth the organization which has enhanced the employees turnover rate. The company thus has to hire new employees for attaining the business objectives.
Theme 4: Working environment
|
Do you like the working environment of Captain Cook Cruise? |
Frequency |
Percentage |
Cumulative Percentage |
|
Definitely |
14 |
28 |
28 |
|
To some extent |
21 |
42 |
70 |
|
Not sure |
10 |
20 |
90 |
|
Not at all |
5 |
10 |
100 |
The above findings of the research reflected that on being asked about the working environment of Captain Cook Cruise, 28% of the respondents said that they definitely liked the working environment. 42% however said that they liked it to some extent. 20% of the respondents were not sure while 10% said that they did not like the working environment of the business at all. Hence it can be analyzed that employees liked the working environment of Captain Cook Cruise to some extent. It can thus be interpreted that working environment of the orgnzation was not accepted significantly. Variety of factors may be associated with the same for example ineffective organizational policy, long working hours, low rate of motivation etc. According to Herzberg theory of motivation these factors may create insignificant means of dissatisfaction.
Theme 5:The working environment on the cruise was friendly and helpful
|
The working environment on the cruise was friendly and helpful |
Frequency |
Percentage |
Cumulative Percentage |
|
Strongly disagree |
3 |
6 |
6 |
|
Disagree |
6 |
12 |
18 |
|
Neutral |
12 |
24 |
42 |
|
Agree |
21 |
42 |
84 |
|
Highly agree |
8 |
16 |
100 |
The above findings reflects that on being asked that is working environment on the cruise was friendly and helpful, 6% of the respondents strongly disagreed, 12% disagreed with the statement, 24% gave a neutral reaction which represented neither yes nor a no for the same, 42% agreed with the same while 16% of the respondents strongly agreed with it. Hence on the basis of the above findings it can be interpreted that working environment on the cruise was friendly and helpful.
Theme 5: Employees training program
|
How will you rate your induction training on work? |
Frequency |
Percentage |
Cumulative Percentage |
|
Excellent |
5 |
10 |
10 |
|
Very good |
13 |
26 |
36 |
|
Average |
21 |
42 |
78 |
|
Below average |
8 |
16 |
94 |
|
Not satisfactory |
3 |
6 |
100 |
The above findings of the research reflected that on being asked about the induction training on work, 10% of respondents rated it excellent, 26% rated it very good, 42% said it to be average, 16% rated it below average while 6% found it to be not satisfactory. Hence the overall evaluation reveals that Induction training in Captain Cook Cruise is average. Theories reflects that training and development provides a well defined growth measures for the employees. Average induction training means that the firm is unable to provide a well defined start of employement for the new joinees.
Theme 7: The job at Captain Cook Cruise is challenging
|
The job is challenging. |
Frequency |
Percentage |
Cumulative Percentage |
|
Strongly disagree |
2 |
4 |
4 |
|
Disagree |
5 |
10 |
14 |
|
Neutral |
11 |
22 |
36 |
|
Agree |
13 |
26 |
62 |
|
Strongly agree |
19 |
38 |
100 |
The above findings reflects that on being asked that is the job challenging, 4% of the respondents strongly disagreed, 10% disagreed with the statement, 22% gave a neutral reaction which represented neither yes nor a no for the same, 26% agreed with the same while 38% of the respondents strongly agreed with it. Hence on the basis of the above findings it can be interpreted that the job at Captain Cook Cruise is challenging. The above findings revealed that the associated challenges are not positive for employee growth as in effective policies, long working hours etc acts as demotivators for the employees which results in depleting the employee morale for the job.
Theme 8: The job provides neutral work life balance
|
The job provides effective work life balance. |
Frequency |
Percentage |
Cumulative Percentage |
|
Strongly disagree |
10 |
20 |
20 |
|
Disagree |
15 |
30 |
50 |
|
Neutral |
11 |
22 |
72 |
|
Agree |
8 |
16 |
88 |
|
Strongly agree |
6 |
12 |
100 |
The above findings reflects that on being asked does the job provides effective work life balance., 20% of the respondents strongly disagreed, 30% disagreed with the statement, 22% gave a neutral reaction which represented neither yes nor a no for the same, 16% agreed with the same while 12% of the respondents strongly agreed with it. Hence on the basis of the above findings it can be interpreted that the job provides neutral work life balance at Captain Cook Cruise. Worklife balance helps the employee in managing the personal and professional lives which reduces the rate of absenteeism within the organization. It also enhances employee productivity. As per the analysis low worklife balance results in high absenteeism and turnpover in the organization.
Theme 9: Reason to choose the company / organisation
|
Brand name is an effective factor for working with the organization |
Frequency |
Percentage |
Cumulative Percentage |
|
Strongly disagree |
3 |
6 |
6 |
|
Disagree |
13 |
26 |
32 |
|
Neutral |
5 |
10 |
42 |
|
Agree |
20 |
40 |
82 |
|
Strongly agree |
9 |
18 |
100 |
The above findings reflects that on being asked does brand name is an effective factor for working with the organization, 6% of the respondents strongly disagreed, 26% disagreed with the statement, 10% gave a neutral reaction which represented neither yes nor a no for the same, 40% agreed with the same while 18% of the respondents strongly agreed with it. Hence on the basis of the above findings it can be interpreted that brand name is an effective factor for working with the organization. Employees seek employment opportunities in the firm with significant brand name. Captain Cook Crusie is a well established brand within the market which has helped the company in enhancing employment demand within the firm.
Theme 10: Salary and compensation
|
Effective salary is offered by the organization |
Frequency |
Percentage |
Cumulative Percentage |
|
Strongly disagree |
11 |
22 |
22 |
|
Disagree |
21 |
42 |
64 |
|
Neutral |
7 |
14 |
78 |
|
Agree |
8 |
16 |
94 |
|
Strongly agree |
3 |
6 |
100 |
The above findings reflects that on being asked is effective salary is offered by the organization, 22% of the respondents strongly disagreed, 42% disagreed with the statement, 14% gave a neutral reaction which represented neither yes nor a no for the same, 16% agreed with the same while 6% of the respondents strongly agreed with it. Hence on the basis of the above findings it can be interpreted that effective salary is not offered by the Captain Cook Cruise. This factor is the major and basic source of employee motiovation. Low remunerations results in high employee turnover for the business which inlongterm results in cost enhancement for the business.
Theme 11: Leadership in Captain Cook Cruise
|
Leadership is effective and helpful |
Frequency |
Percentage |
Cumulative Percentage |
|
Strongly disagree |
12 |
24 |
24 |
|
Disagree |
22 |
44 |
68 |
|
Neutral |
9 |
18 |
86 |
|
Agree |
5 |
10 |
96 |
|
Strongly agree |
2 |
4 |
100 |
The above findings reflects that on being asked that, is Leadership is effective and helpful, 24% of the respondents strongly disagreed, 44% disagreed with the statement, 18% gave a neutral reaction which represented neither yes nor a no for the same, 10% agreed with the same while 4% of the respondents strongly agreed with it. Hence on the basis of the above findings it can be interpreted that leadership in Captain Cook Cruise is not effective and helpful for the employees. The sated factor contributes in employee growth and development which enhances employee belongingness with the firm. Ineffective leadership results in the percepetion of low growth measures within the firm which enhances employee turnover within the organization.
Theme 13: Growth and development opportunities
|
Growth and development opportunities are high at the cruise |
Frequency |
Percentage |
Cumulative Percentage |
|
Strongly disagree |
5 |
10 |
10 |
|
Disagree |
11 |
22 |
32 |
|
Neutral |
16 |
32 |
64 |
|
Agree |
15 |
30 |
94 |
|
Strongly agree |
3 |
6 |
100 |
The above findings reflects that on the statement thatgrowth and development opportunities are high at the cruise, 10% of the respondents strongly disagreed, 22% disagreed with the statement, 32% gave a neutral reaction which represented neither yes nor a no for the same, 30% agreed with the same while 6% of the respondents strongly agreed with it. Hence on the basis of the above findings it can be interpreted that growth and development opportunities are neutral at the cruise.This may be because of low managerial employees who can effectively train and develop the employees. This aspect may prove to be a significant threat to business development because employees are the sources of quality service delivery. Thus the firm must develop effective training and development aspects for employee and organizational growth within the market.
Theme 14: Work culture at Captain Cook Cruise
|
Work culture is positive and effective |
Frequency |
Percentage |
Cumulative Percentage |
|
Strongly disagree |
20 |
40 |
40 |
|
Disagree |
11 |
22 |
62 |
|
Neutral |
8 |
16 |
78 |
|
Agree |
6 |
12 |
90 |
|
Strongly agree |
5 |
10 |
100 |
The above findings reflects that on statement thatWork culture is positive and effective on cruise, 40% of the respondents strongly disagreed, 22% disagreed with the statement, 16% gave a neutral reaction which represented neither yes nor a no for the same, 12% agreed with the same while 10% of the respondents strongly agreed with it. Hence on the basis of the above findings it can be interpreted that work culture is not positive and effective at Captain Cook Cruise. It has been analysed that frustration and ineffective policy develops a negative work culture in the organization. Same has been observed within the company which has resulted in creating an insignificant growth measures for the business. Ineffective working culture is a major source of dimotivator as per Herzberg theory. Thus ensuring positive working environment is crucial for business development.
Theme 15: The organization increment and promotion
|
The organization offers effective means of increment and promotion |
Frequency |
Percentage |
Cumulative Percentage |
|
Strongly disagree |
5 |
10 |
10 |
|
Disagree |
6 |
12 |
22 |
|
Neutral |
11 |
22 |
44 |
|
Agree |
20 |
40 |
84 |
|
Strongly agree |
8 |
16 |
100 |
The above findings reflects that on statement thatThe organization offers effective means of increment and promotion, 10% of the respondents strongly disagreed, 12% disagreed with the statement, 22% gave a neutral reaction which represented neither yes nor a no for the same, 40% agreed with the same while 16% of the respondents strongly agreed with it. Hence on the basis of the above findings it can be interpreted that the organization offers effective means of increment and promotion. This reveals that organizational has effectively managed the sources of finanacial and non finanacial incentives for the employees. This has helped the firm in ensuring short tem motivation within employees.
Theme 16: The working hours
|
The working hours are standardized and effective |
Frequency |
Percentage |
Cumulative Percentage |
|
Strongly disagree |
9 |
18 |
18 |
|
Disagree |
11 |
22 |
40 |
|
Neutral |
5 |
10 |
50 |
|
Agree |
19 |
38 |
88 |
|
Strongly agree |
6 |
12 |
100 |
The above findings reflects that on statement thatthe working hours are standardized and effective, 18% of the respondents strongly disagreed, 22% disagreed with the statement, 10% gave a neutral reaction which represented neither yes nor a no for the same, 38% agreed with the same while 12% of the respondents strongly agreed with it. Hence on the basis of the above findings it can be interpreted that the working hours are standardized and effective. This reveals that standard working hours helps the business in tatining high and significant growth measures for the business.
Theme 17: Managers Attitude
|
Managers are helpful and supportive |
Frequency |
Percentage |
Cumulative Percentage |
|
Strongly disagree |
3 |
6 |
6 |
|
Disagree |
5 |
10 |
16 |
|
Neutral |
9 |
18 |
34 |
|
Agree |
22 |
44 |
78 |
|
Strongly agree |
11 |
22 |
100 |
The above findings reflects that on statement thatManagers are helpful and supportive, 6% of the respondents strongly disagreed, 10% disagreed with the statement, 18% gave a neutral reaction which represented neither yes nor a no for the same, 44% agreed with the same while 22% of the respondents strongly agreed with it. Hence on the basis of the above findings it can be interpreted that managers at Captain Cook Cruise are helpful and supportive. This portray positive growth prospects for the emp,oyees. However the overall analysis reveals that majoirity of the employees are new within the firm so managers leadership need to effectively managed to ensure long term success for the business.
Theme 18: Employees’ Motivation
|
I feel motivated while working in Captain Cook Cruise |
Frequency |
Percentage |
Cumulative Percentage |
|
Strongly disagree |
11 |
22 |
22 |
|
Disagree |
20 |
40 |
62 |
|
Neutral |
9 |
18 |
80 |
|
Agree |
7 |
14 |
94 |
|
Strongly agree |
3 |
6 |
100 |
The above findings reflects that on statement thatI feel motivated while working in Captain Cook Cruise, 22% of the respondents strongly disagreed, 40% disagreed with the statement, 18% gave a neutral reaction which represented neither yes nor a no for the same, 14% agreed with the same while 6% of the respondents strongly agreed with it. Hence on the basis of the above findings it can be interpreted that employees do not feel motivated in the organization. The analysis has given significant reasons for low motivational level of the employees which has resulted in minimizing the level of employee motivation for the business. This may result in high employee turnover.
Theme 19: Employees Satisfaction at Captain Cook Cruise
|
Are you satisfied within with Captain Cook Cruise? |
Frequency |
Percentage |
Cumulative Percentage |
|
Definitely |
7 |
14 |
14 |
|
To some extent |
14 |
28 |
42 |
|
Not sure |
20 |
40 |
82 |
|
Not at all |
9 |
18 |
100 |
:The above findings reflects that on being asked that Are you satisfied within with Captain Cook Cruise, 14% of the respondents said that they definitely are satisfied with the organization. 28% however said that they liked it to some extent. 40% of the respondents were not sure while 18% said that they did not like the working environment of the business at all. Hence it can be analyzed that employees are not satisfied while working with Captain Cook Cruise. This may result in creating low morale and hoigh employee turnover for the business unit.
Theme 20: Employees’ intention to stay with the organisation
|
Will you continue working with the organization in future? |
Frequency |
Percentage |
Cumulative Percentage |
|
Definitely |
3 |
6 |
6 |
|
To some extent |
15 |
30 |
36 |
|
Not sure |
22 |
44 |
80 |
|
Not at all |
10 |
20 |
100 |
The above findings reflect that on being asked about future prospects of working within the organization, 6% of the respondents said that they definitely will work with the organization. 30% however said to some extent. 44% of the respondents were not sure while 20% said that they will not work with the organization at all. Hence it can be analyzed that employees are not sure that will continue working with the organization in future.
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