Through statistical and thematic analysis, results were interpreted, indicating that the attitudes and motivation of Bourne Leisure employees are influenced by the content of their work, working conditions, compensation, employee benefits, recognition, and managerial support. …
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While most of the intrinsic motivational factors (work content, working conditions, and managerial support) along with employee benefits brought about positive responses, mixed findings were acquired in relation to the amount of pay along with recognition. It has been recommended that the organization focuses on both extrinsic and intrinsic rewards for employee retention.
Background of the Study
Turnover of employees has become a persistent occurrence that has led to adverse consequences for organizations worldwide (Collins and Smith, 2006). The loss of competent and qualified workers has been associated with the decrease of quality, innovation, productivity and performance with regards to a company’s delivery of service. Consequently, client dissatisfaction can be expected as well (Lin and Chang, 2005). Furthermore, according to Abbasi, Hollman, and Hayes (2008), employee turnover requires a considerable amount of costs attributed to selection and recruitment along with the training of new employees. Therefore, employee turnover has been considered as one of the most critical managerial problems in the current workplace (Pfeffer and Sutton, 2006). Given such unfavorable outcomes, it has become common for studies to focus on identifying the factors that contribute to employee turnover (Holtom, Mitchell, Lee, and Eberly, 2008). These findings from research are highly relevant for organizations and their managers for directing their efforts towards reducing the rate of voluntary turnover among their workers.
A wide range of studies in various fields, including psychology and economics, have led to significant findings for understanding employee turnover that include demographic factors, the relationship between the employee and employer, satisfaction with one’s job or work-related stressors (Griffeth, Hom, and Gaertner, 2000; Kuvaas, 2008; Podsakoff, LePine, and LePine, 2007). However, despite the considerable number of studies that aimed to explore voluntary turnover among employees, the direction of their outcomes widely differ based on the population or a given situation, hence implying that employee turnover is influenced by a wide range of predictors. One
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It is a systematic effort to gain new knowledge (Newman & Benz , 1998).” Research design This research will be exploratory and descriptive in nature. It will try to find out various factors which can be held responsible for employee turnover in organizations.
Human resource capital is the primordial asset of the organization. This shift in the valuation of the central role of employees in attaining the goals of the organisation is a result of dynamic changes that are happening in the current period.
The research aims at underpinning and outlining the importance of motivation in reducing employee turnover in the banking sector. The research identifies the importance of motivation by analysing past literature and available information. This helped in understanding the fact that motivation often impacts in a positive way leading to better understanding and performances of employees.
For the research a total number of 1000 members were contacted out of which a total of 836 respondents put forward their ideas and responses. The conclusions of my research work is very significant since they are able to render constructive info for organizations to develop job satisfaction and job performance by committing more concentration on the relationship management, both among supervisors and subordinates and between subordinates.
Non-financial rewards can be defined as the compensation provided in a transaction that does not include cash. A non financial reward consists of several material objects, such as automobiles, jewellery, precious metals. Companies offer non financial reward in the form of providing several services like free car repairing and family vacations.
First of all, I received so much inner wisdom and courage from the God Almighty, without His mercy, this would have not been possible for me. For that I am ‘thankful’ to God. Undoubtedly, my honourable Supervisor Mr. Name of Supervisor considerably supported and helped to complete this assignment.
Influence of Job Satisfaction on Staff Turnover
The feeling of the employees about various characteristic of their job is job satisfaction. The term job satisfaction illustrates how pleased a person is with her or his job. The individuals who are more contented with their jobs are more satisfied.
In the second part, different methods have been discussed that can be used to increase the revenues and establish the brand in the industry. The main objective of this paper is to identify managerial ways for Mathmos Ltd which is facing a decline due to lack of innovation and proper management
The researcher is determined to understand the contribution of employees’ motivational levels on individual and organizational performance; to increase the effect of employee motivation on individual performance and to clarify the differences/similarities in the effects of financial and non-financial rewards on organizational performance, so that an improved incentive system can be generated.
The discussion seeks to answer the question: How can the distribution of information improve internal relations? How can information sharing provide a sense of satisfaction and higher performance for employees? Do employees really want to do a good job (performance)? Can expectations from information and organizational culture guide employee performance?
64 Pages(16000 words)Dissertation
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