Its about research.Research topic:
EMPLOYEE TURNOVER IN THE ROTISSERIE HOUSE North Ryde, SYDNEYI have attached all the files have a look and follow...... i already have introduction part so continue from 2. Methods,Data and analysis..do executive summery as well. Dont change research topic, research question and objective its already there.
Running Head: WORK-INTEGRATED LEARNING1 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, 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 erroneous 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 turnover · 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, (2020) ATTRACTION & RETENTION Retrieved from https://www.greatplacetowork.com.au/attraction+&+retention.html Hom, P. W., Lee, T. W., Shaw, J. D., & Hausknecht, J. P. (2017). One hundred years of employee turnover theory and research. Journal of Applied Psychology, 102(3), 530 Kim, S., Tam, L., Kim, J. N., & Rhee, Y. (2017). Determinants 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. (2017). On the next decade of research in voluntary employee turnover. Academy of Management Perspectives, 31(3), 201-221 Li, J. J., Kim, W. G., & Zhao, X. R. (2017). Multilevel model of management support and casino employee turnover intention. Tourism Management, 59, 193-204 Mathieu, C., Fabi, B., Lacoursiere, R., & Raymond, L. (2016). The role of supervisory behaviour, job satisfaction and organizational commitment on employee turnover. Journal of Management & Organization, 22(1), 113-129 Yu, S., Liu, C. E., & Ren, H. Y. X. Y. J. (2019). Work-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. (2019). Synthesizing 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 b) 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 ☐ Tutorial ☐ Submission type Paper copy ☐ Turnitin ☐ Format / Layout of Assessment (details of what to include) (cross the appropriate check boxes) 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 research 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 relevant 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. (2015). Work Experience, Placements and Internships. Palgrave MacMillan. ISBN: 9781137462015 Recommended textbook, journal or other reading: Auerbach, M. P. (2015). Cross-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. (2011). Sustainable Leadership: Honeybee and Locust Approaches. Routledge. Cooper, D.R. & Schindler, P.S. (2013). Business Research Methods. (12th ed.). McGraw-Hill Education. ISBN: 9780073521503 Mayfield, J., & Mayfield, M. (2017). Leadership 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: 9780273750758 Call Number: 650.072 SAU Tanaka, A., & Kleiner, B. (2015). Cross-Cultural Business Etiquette. Culture & Religion Review Journal,