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Running Head: WORK-INTEGRATED LEARNING 1 WORK-INTEGRATED LEARNING 4 EMPLOYEE TURNOVER IN THE ROTISSERIE HOUSE North Ryde, SYDNEY INTRODUCTION Background and problem statement Employee turnover occurs...

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Running Head: WORK-INTEGRATED LEARNING    1
WORK-INTEGRATED LEARNING         4
EMPLOYEE TURNOVER IN THE ROTISSERIE HOUSE North Ryde, SYDNEY
INTRODUCTION
Background and problem statement
Employee turnover occurs due to multiple reasons, such as lack of workplace motivation, inappropriate working environment, dissatisfaction with allocated job role, below than expected salary and lack of ethical work culture in the hotel (Mathieu, Fabi, Lacoursiere & Raymond, XXXXXXXXXXA similar issue was noticed in The Rotisserie House of Sydney, which is usually famous amongst its customers for the vast variants of fresh food items, served straight from the rotisserie. Unhygienic work environment, long shift hours and random changes in the shifts made the employees exhausted in keeping up with their management (Great Place to Work, 2020).
As a result, a large number of employees left the organisation within 3months and the number of employees leaving have been increasing ever since. The worst part is the quitting employees are joining competitor hotels, which is causing a talent shift to the disadvantage of The Rotisserie House. Hence, a research to investigate the reasons properly and target them with solution is necessary to decrease employee turnover in this hotel.
Overview of the literature
Employees form the backbone of all organisations, which make their involvement in the organisational activities indispensable (Hom, Lee, Shaw & Hausknecht, XXXXXXXXXXIn a hospitality organisation such as hotels, their job roles are mainly involved in cooking food items as chefs, serving them as waiters, other roles such as cleaning staffs, managers; bartender and customer relationship. However, as noted by Kim, Tam, Kim and Rhee (2017), there can be a number of factors, due to which employees might not want to continue working in a particular organisation and consequently, quit their jobs, leading to an issue called employee turnover.
As supported by Lee, Hom, Eberly, Junchao (Jason) Li and Mitchell (2017), if an employee is made to feel that they are a part of the organisation and their wellbeing is one of the organisational interests, then they would surely feel connected with the organisation, as well as with its success. This is what is supported by the Job Embeddedness Theory as well as by Maslow’s Hierarchy of Needs Model. As stated by Li, Kim and Zhao (2017), Job Embeddedness Theory mentions that the employees need to be connected into the organisation, so that they do not feel the need to leave. On the other hand, Maslow’s Hierarchy of Needs Model mentions need of love and belongingness to be fulfilled by the management so that employees willingly work for the organisation.
However, as argued by Yu, Liu and Ren (2019), when employees are forced to work in an appropriate environment, where their health is not cared for or at inappropriate work hours or for longer duration, they start feeling that their management is only exploiting them. As a result, they start leaving their organisations. As supported by Zimmerman, Swider and Boswell (2019), if the management does not check on these e
oneous ways of employee management, the rate of employee turnover keeps on increasing.
Research objectives
The primary objective of this research is to identify the key reasons behind the employee turnover rate being high at The Rotisserie House in Sydney. Apart from this, it also aims to achieve the following three secondary objectives—
· To understand the concept and factors related to employee turnove
· To analyse critically the impact of employee turnover on the organisational performance, especially in the context of The Rotisserie House, Sydney
· To suggest suitable recommendations for decreasing the employee turnover rate at this hotel
Research questions
To meet the objectives mentioned above, the following questions will be addressed by this research—
· How does employee turnover matter in the enhancement or deterioration of organisational performance at The Rotisserie House, Sydney?
· What is the role of the management of the hotel in regulating employee turnover or preventing it, in the very first place?
· What are some of the key solutions to decrease employee turnover at The Rotisserie House and furthermore, prevent it in future?
References
Great Place to Work, XXXXXXXXXXATTRACTION & RETENTION Retrieved from https:
www.greatplacetowork.com.au/attraction+&+retention.html
Hom, P. W., Lee, T. W., Shaw, J. D., & Hausknecht, J. P XXXXXXXXXXOne hundred years of employee turnover theory and research. Journal of Applied Psychology, 102(3), 530
Kim, S., Tam, L., Kim, J. N., & Rhee, Y XXXXXXXXXXDeterminants of employee turnover intention. Corporate Communications: An International Journal, 1-22
Lee, T. W., Hom, P. W., Eberly, M. B., Junchao (Jason) Li, & Mitchell, T. R XXXXXXXXXXOn the next decade of research in voluntary employee turnover. Academy of Management Perspectives, 31(3), XXXXXXXXXX
Li, J. J., Kim, W. G., & Zhao, X. R XXXXXXXXXXMultilevel model of management support and casino employee turnover intention. Tourism Management, 59, XXXXXXXXXX
Mathieu, C., Fabi, B., Lacoursiere, R., & Raymond, L XXXXXXXXXXThe role of supervisory behaviour, job satisfaction and organizational commitment on employee turnover. Journal of Management & Organization, 22(1), XXXXXXXXXX
Yu, S., Liu, C. E., & Ren, H. Y. X. Y. J XXXXXXXXXXWork-Related Identity Discrepancy and Employee Turnover Intention: The Mediation Effect of Job Satisfaction. International Journal of Business and Social Science, 10(11)
Zimmerman, R. D., Swider, B. W., & Boswell, W. R XXXXXXXXXXSynthesizing content models of employee turnover. Human Resource Management, 58(1), 99-114

ASSESSMENT TEMPLATE___________________________________________________
Page 1 of 3
Subject Title Work-integrated Learning
Subject Code IND802
Lecturer / Tutor Your Academic Supervisor (MIB, MOM, MMTH)
Semester Feb 2020

Assessment Title Written Report
Learning Outcome/s a) Analyse and critique the main research methods
used in business contexts

) Design, plan and execute an applied research
project

c) Analyse and synthesise information in order to
develop evidence-based and sustainable solutions for
a business problem

d) Succinctly communicate work related issues and
outcomes to a range of organisational stakeholders
Assessment type (group or
individual)
Individual
Weighting 50%
Word count 3,000 words

Due date Week 14
Class submission Lecture ☐ XXXXXXXXXXTutorial ☐
Submission type Paper copy ☐ XXXXXXXXXXTurnitin ☐

Format / Layout of Assessment
(details of what to include)
(cross the appropriate check
oxes)

Report:
ICMS Cover Page
Table of Contents
Synopsis / Executive Summary
Introduction
Findings
Conclusion
Recommendations
Reference List
Appendices










Assessment instructions
Due at the end of Week 14, this task is an individual
3,000-word report based on the Online Discussions
ideas and knowledge students obtained from
RES800 (Business Research) subject.
Students will use the secondary data reliable and
available from open sources for analysis,
interpretation, and suggestions to further studies,
including but not limited to reflection from their work
integrated experience.
ASSESSMENT TEMPLATE___________________________________________________
Page 2 of 3
It is noted that this individual report does not need to
contain a primary research component (e.g.
interview, online survey, focus group, etc.), so the
ethical issues are not applicable in this task.
The purpose of this assignment is to produce a
substantive piece of industry-based analysis and to
integrate work experience flexibly into this Report.
• One option is for students to develop an
independent project in negotiations with their
employer and prepare a workplace-relevant
Report.
• Alternatively, students may choose a
esearch topic of strong personal and
professional interest that can utilise the
experience of working in an organisation.
The project should address a specific and real
management challenge or business issue, ideally
elevant to the partner organisation or at least of
strong personal and professional interest to the
student. In so doing, students can develop and
demonstrate their capacity for high value thinking
and effective decision making.

Students must have their Report topic approved by
the Academic Supervisor no later than Week 8 of
the internship semester. This topic will be disclosed
to other students at the last On-line Discussion
Forum in Week 12.
Reports will be submitted via Turnitin and marked by
their academic supervisor during the examination
period at the end of semester.
Readings for the assessment

Prescribed textbook, journal or other reading:

IND802 WIL Postgraduate Guide (2020);

Rook, S XXXXXXXXXXWork Experience, Placements and
Internships. Palgrave MacMillan. ISBN:
XXXXXXXXXX


Recommended textbook, journal or other reading:
Aue
ach, M. P XXXXXXXXXXCross-Cultural Relations .
Research Starters: Business (Online Edition), .Call
Number: Available on EBSCO Discovery Service.
Login via MyAthens

ASSESSMENT TEMPLATE___________________________________________________
Page 3 of 3
Avery, G., & Bergsteiner, H XXXXXXXXXXSustainable
Leadership: Honeybee and Locust Approaches.
Routledge.

Cooper, D.R. & Schindler, P.S XXXXXXXXXXBusiness
Research Methods. (12th ed.). McGraw-Hill Education.
ISBN: XXXXXXXXXX

Mayfield, J., & Mayfield, M XXXXXXXXXXLeadership
Communication: Reflecting, Engaging, and Innovating.
International Journal of Business Communication,
54(1), 3-11. Call Number: Available on EBSCO
Discovery Service. Login via MyAthens

Saunders, M., Lewis, P., & Thornhill, A. (2012).
Research Methods for Business Students . (6th ed.).
Harlow, England: Pearson. ISBN: XXXXXXXXXXCall
Number: XXXXXXXXXXSAU

Tanaka, A., & Kleiner, B XXXXXXXXXXCross-Cultural
Business Etiquette. Culture & Religion Review Journal,
Answered Same Day Jun 03, 2021 RES800 ICMS (International College of Management Sydney)

Solution

Moumita answered on Jun 05 2021
146 Votes
Running Head: WORK-INTEGRATED LEARNING    1
WORK-INTEGRATED LEARNING         2
EMPLOYEE TURNOVER IN THE ROTISSERIE HOUSE North Ryde, SYDNEY
Table of contents
1 INTRODUCTION    3
Background and problem statement    3
Overview of the literature    3
Research objectives    4
Research questions    4
2. Methodology    5
2.1 Research design    5
2,2 Sample method and Size    5
2.3 Data Collection Methods    6
2.4 Data analysis    6
2.5 Ethical consideration    6
3. Analysis of data    6
4. Discussion    18
4.1 Addressing research Question    18
4.2Implication for practice    19
4.3 Limitation    20
Concluding remarks    20
References    22
1 INTRODUCTION
Background and problem statement
Employee turnover occurs due to multiple reasons, such as lack of workplace motivation, inappropriate working environment, dissatisfaction with allocated job role, below than expected salary and lack of ethical work culture in the hotel (Mathieu, Fabi, Lacoursiere & Raymond, 2016). A similar issue was noticed in The Rotisserie House of Sydney, which is usually famous amongst its customers for the vast variants of fresh food items, served straight from the rotisserie. Unhygienic work environment, long shift hours and random changes in the shifts made the employees exhausted in keeping up with their management (Great Place to Work, 2020).
As a result, a large number of employees left the organisation within 3months and the number of employees leaving have been increasing ever since. The worst part is the quitting employees are joining competitor hotels, which is causing a talent shift to the disadvantage of The Rotisserie House. Hence, a research to investigate the reasons properly and target them with solution is necessary to decrease employee turnover in this hotel.
Overview of the literature
Employees form the backbone of all organisations, which make their involvement in the organisational activities indispensable (Hom, Lee, Shaw & Hausknecht, 2017). In a hospitality organisation such as hotels, their job roles are mainly involved in cooking food items as chefs, serving them as waiters, other roles such as cleaning staffs, managers; bartender and customer relationship. However, as noted by Kim, Tam, Kim and Rhee (2017), there can be a number of factors, due to which employees might not want to continue working in a particular organisation and consequently, quit their jobs, leading to an issue called employee turnover.
As supported by Lee, Hom, Eberly, Junchao (Jason) Li and Mitchell (2017), if an employee is made to feel that they are a part of the organisation and their wellbeing is one of the organisational interests, then they would surely feel connected with the organisation, as well as with its success. This is what is supported by the Job Embeddedness Theory as well as by Maslow’s Hierarchy of Needs Model. As stated by Li, Kim and Zhao (2017), Job Embeddedness Theory mentions that the employees need to be connected into the organisation, so that they do not feel the need to leave. On the other hand, Maslow’s Hierarchy of Needs Model mentions need of love and belongingness to be fulfilled by the management so that employees willingly work for the organisation.
However, as argued by Yu, Liu and Ren (2019), when employees are forced to work in an appropriate environment, where their health is not cared for or at inappropriate work hours or for longer duration, they start feeling that their management is only exploiting them. As a result, they start leaving their organisations. As supported by Zimmerman, Swider and Boswell (2019), if the management does not check on these e
oneous ways of employee management, the rate of employee turnover keeps on increasing.
Research objectives
The primary objective of this research is to identify the key reasons behind the employee turnover rate being high at The Rotisserie House in Sydney. Apart from this, it also aims to achieve the following three secondary objectives—
· To understand the concept and factors related to employee turnove
· To analyse critically the impact of employee turnover on the organisational performance, especially in the context of The Rotisserie House, Sydney
· To suggest suitable recommendations for decreasing the employee turnover rate at this hotel
Research questions
To meet the objectives mentioned above, the following questions will be addressed by this research—
· How does employee turnover matter in the enhancement or deterioration of organisational performance at The Rotisserie House, Sydney?
· What is the role of the management of the hotel in regulating employee turnover or preventing it, in the very first place?
· What are some of the key solutions to decrease employee turnover at The Rotisserie House and furthermore, prevent it in future?
2. Methodology
2.1 Research design
There are three types of research design the researcher generally applies to the research work. The three types of design are, explanatory, exploratory and the descriptive. The explanatory and the exploratory design is applied in the research work if there is no proper aim and objective set for the research work (Hom, Lee, Shaw, & Hausknecht, 2017). While the descriptive design is used when it is a set and objective. In this case, the researcher applies the descriptive method
2,2 Sample method and Size
Sampling allows the researcher to adapt to specific sample size and data collection method. Generally, there are two types of sampling method probability and nonprobability. In the later one, the benefits are that is less time consuming and also cheap as compared to another one. The non- probability also provides a large pool of data. In this work, the researcher uses a random non-probability sampling method
Size
The size of the survey is 50 employees from the Rotisserie House, Sydney
2.3 Data Collection Methods
The data collection method is an important step as it allows the researcher to form an overall framework for the whole research. In this research work, the researcher uses the primary method of data collection and also uses the quantitative method (Kim, Tam, Kim, & Rhee, 2017). The researcher collects dar through the survey system by a Likert scale questionnaire system
2.4 Data analysis
The data analysis in this research work is done using the statistical method of analysis. In this, process the survey data is plotted in a chart and is then represented in the graphical form through bar and line charts. The data analysis is useful in making proper recommendations and is the most important part of the research work. The fulfilment of the data analysis is the ultimate goal of the whole research work
2.5 Ethical consideration
In modern time ethical...
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