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Impact Of Organisational Culture Proof Reading Services
Background and Introduction
Organisational culture depicts the kind of environment in which workers and employee work or operate. Working environment is essential as it creates a sustainable atmosphere within the business organisation. This helps in setting proper goals and objectives for the employees and staff members. Working environment and culture decides the flexibility and level of performance of employees and staff members. Like every individual, business organisations have their own personalities. It is this particular personalities that is crucial for the business. Culture in business organisations help in motivating employees and staff members. Therefore organisational culture impacts the notion of employee retention in a particular business organisation.
Background context of the particular research is based on the notion of employee retention and the manner in which it is affected by organisational culture. It also supports facts and information about organisation’s operation and how it can challenge employee retention of an organisation.
1.2 Research Problem andPurpose
Organisational culture is a key part in this particular research which is important for retaining employees and keep the motivated in their work. Research problem which is concerned with the report is lack of employee retention that affects business organisation. It is important to highlight that organisation face difficulties in managing employee goals and organisational goals. There are problems in insufficient cultural practices in organisations which lead to lack of employee retention. It is an issue because lack of employee retention affects the productivity and general operations of an organisation. Employee retention also affects the recognition of employees and staff members of the organisation. It is important to note that these factors are crucial in managing employees which affects the overall production of operations and growth in the organisation.
Purpose of Research
The purpose of the research is based on highlighting the importance of organisational culture and how it affects the general policies of the company in retaining employees.
1.3 Scope of Report
In this research, general discussion and analysis on employee retention and organisational culture provides various conceptions on the issues and problems faced by different organisation. This research is important in the context of assessing organisational culture. Organisational culture is significant part of overall business operations of a company. This research is important in context with business organisations that suffer from issues and problems of lack of employee retention. It will also provide several measures for other researchers to conduct a succinct analysis of the problem in future.
2. Literature Review
(Kim & Jogaratnam, 2010) Proved that in the hospitality industry employee stress is one of themajor issues, one who is able to understand this caneasily achieve lower turnover rates. In these industry managers always reported stress from hourly workers rather thanany gender or marital issues,and more thenumber of employees more the undesirable health symptoms are. Interpersonal tensions have more direct linkage with the reduced job satisfaction and high turnover rates than the argument at working hours, guest stressors, or overload. Fewpeoplemay reject the intention that anthropological elements in thehospitality industry are criticalfor quality in service, customer satisfaction and loyalty towards the organization, and finally the overall performance, but this is not really true practically. Without the workforce, it is impossible for any organizationto sustain in the developing market.
Organizations which integrate work practices like total quality management and result in productivity gain have positive impact on incentive and commitment to the organizationfor which they aremore likely to experience lower employee turnover (Szczepanska & Kosiorek,2017). Thepositive involvement of employees as to working hours, feeling of satisfaction with their jobs and high level of satisfaction will probably make them remain with their present job. Having a fun time working condition or environment and flexible working hours can also be motivation to the employees. Employee retentioninvolves a mix of different activities which works well together and as a result the employee remain with the organization in the long term. Employee retention should emphasis on motivating employees, drawing in employees tojoin the organization through dedicated recruitment and making sure that theold staff with essential skills and abilities remain with the organization and focus on the fact that skills retention relies on various human resource management practices in the organization (Mannion T, Davies, & Marshall, 2003)
Employees thatare sincerely joined to their organization have been found to fulfil more, have less absences, and are more likely to leave the organization. Workers who feel upheld andesteemedby theassociation build up a connection towards the association which prompts the representative want to facilate the association's prosperity.This connection brings about a promise to stay gainful individual from an association which in turns prompts a simultaneous decrease in any point to intentionally clear out
The main resource of an organization is employees and the success or failure of organizations depends on the skill or value of the culture. For the success of the business and for the long term growth talentedemployees are tobe retained. The organization should maintain the workingenvironment so as to keep the current employees. Organization should hire good experienced and capable employees to increase the competitive market benefits. They have to be inventive and should look for the employees with knowledge, skillsand dedication and motivate them to share their ideas. When such employees remain with the organization an inventive culture will thrive (Chitra,2013).
Employee turnover frequently brings about deplete on management time, and makes pressure in workforce planning. To enhance employee retention the best way is to understand what the employees are looking for in anorganization so they can work and providing it to them. All employees’ needs and desires can be different but organizations should therefore be able to reach the limits and perform accordingly (Stanley, Vandenberghe, Vandenberg, & Bentein, 2013). The organization should make the employeesfeel that they are most valuable for the organization.
There are so many benefits such as challenging job role, training and development programmes, good package, job rotation etc connected with organizations. Having so many privileges what makes the employees leave the organization? It is essential for the seniormanagement and human resources team to understand the reasons that lead to exit of top performers. This will help them to design and implement an effective retention strategy. There arealsoother factors which make employees to quit from organization and these are poor hiring practices, managerial style, lack of recognition, lack of competitive compensation system and toxic workplace environment (Maclntosh
& Doherty, 2010).There is a lot of research concerning what motivates, engages and keeps representatives upbeat atwork and what keeps them from changing or leaving the job.
Retaining your best employees ensures customer satisfaction, increased product sales, satisfied co-worker and reporting staff, effective succession planning and deeply fixedorganizational knowledge and learning. Retaining thebest talent is always realizedby intelligent employers. Someof the strategies for retention are as follows:
Flexibility:At work being flexible is valued a lot. The managementhighly values employees who are flexible and approach there job with a flexible attitude. The willingness and ability to freely respond to changing circumstances andexpectations is known as flexibility. At some pointmanagers should be flexible and should provide hisemployees the knowledge and feedback to accomplish goals. He/she should assessthe needs ofemployees and provide guidance, feedbacks and managers who are flexible provide workers with moreopportunityabout the way they accomplish goals. They assess the needs of employees and provide feedback, guidance,and recognition individually to enhance their performance (Nadiri & Tanova,2010)
Stress free:The managersor the supervisors should make sure that the working environment of the employeesare fun so they can perform their best in terms of customer service and other relatedwork. People like to enjoy their work and therefore managers should make work and workplace joyful so the employees don’t stress out.
Financial reward:Employees who are hardworkingand has beenor stayed with the organization for the long time like for 5-6 years should be providedwith annual raises.
Recognition for work:All employees must be recognized, rewarded and appreciated whichmakes them feel happy, motivated and they getmore confident in working with the organization and its culture and environment. Also should make sure that the employees know what they are doing andhow important it is for the organization.
Assigning job responsibility:While assigning the job to the employees the managers and supervisors should communicate tohim clearly and thoroughly. The importance of the joband its details, the way it should bedone and time taken to complete the workmust me told carefully. When the employee is clearabout the role it will eventually improveher efficiency and boosthis/her morale.
Excellent career growth prospects:Encourage and groom employees to take up higher positions. If they don’t getopportunities for growth within the organization they will look elsewhere for it. There should beproper room for employees to grow.
According to Jacobs & Roodt (2008) the environment & the culture at work, the opportunities for learning & sharing had a critical connection with turnoveraims. However, the study suggest that employees tend to have low job satisfaction and have more intentions to leave because they are not happy at work and need change which cause turnover (Jacobs & Roodt, 2008).
The method for determiningemployee behaviour and which can add positively to providing organizational efficiency is known as an organizational culture (Bavik, 2016). The relationship between the organizational culture, employee performance and employee retention, given this topic not just anthropologist but many managers, professors and counsellors are very interested. In the field of organizational behaviour the importanceoforganizational culturehas received great responsiveness.
A study by Pool and Pool (2007) observed that organisations who employed people with relatedprinciples to that of theorganisation, uphold the culture of learning, develop high levels of trust within theorganisation, and reduce the structural and interpersonal obstructionsamongst colleagues,promoting organisational commitment. Also the study suggest that tangible effects of organization’s culture on job satisfaction, commitment and motivation are all important to an organization achieving success (Pool & & Pool, 2007).
(Selden & Sowa, 2011) concluded that strong measures shouldbe taken to retain the employees with high potential who really performing very well and spending their good time in favor of the organization, which can only be knownefficiently by the just upper boss of theemployee who known how he/she is working, how much timehe is taking to complete the tasks given or maintain good relation with the team mates. The assigned task should be according to their specialization and interests, it’s the job of the team leader to seeall the capacity of thepersonandthen decide what he can do best. Even when the employs found thathe is provided withmoreor different tasks from teammates, they may find it burdened sometimes or partiality by the leader with him, sohemust distribute the work equally between the team. The rules for everyone should also be same whichavoids favoringofan individual by the authorities.
Corporate culture in hospitalityorganization in hotels for instancehighly depends on the management’s initiatives. When Four Points by Sheraton Darling Harbour made a transition to Hyatt Regency Sydney most departmental managers and directors remained same and despite thenew organizational missionand vision statements corporate culture within the property remained unchanged (Moncarz, Zhao, & Kay,
2.1 Positive Impacts of Organizational culture
1. Orientation:Thedecision made by the organization influencesthe employees both negatively and positively. If management takes the decision not favouring the employees it willhave negative impact on them. And if management takes the decision in the favour of the organizationas well as of theemployees it will impact positively onboth.
In this factor employees are encouraged to be innovative and to take risks. When the culture of the organization is advancedand challenging the employees get more engaged towards their work. There is this saying that more risk more profit. So organization taking risks are more profitable and successful. Theemployees are trainedaccording to the culture of theorganization. Employees tend to work with the organization when organization are successful and have benefits for the employees to work and get opportunities to go higher. The primary concentration of organizations are towards their objective which is product development and innovation. Organizations produce new product development and employees work support that objective. This puts a decent influence on employee’s behaviour and they are qualified by inventiveness in the market.
In organizations, where there is promotions andother opportunities given to employees to motivate at some extend employeesare tend to be aggressive and competitive than co-operative. Employees competewith each other for the opportunity and which doesn’t make any unity at work to achieve the company’s mission.
4. Team Work
A team is form to all works and toperform the work of the organization as through the team theobjectives can be accomplished effectively rather than performing individually.
5. Attention to detail
The stage to which employees are expected to beattention to detail, show accuracyand exploration. Every employeeshave different culture, identity, characteristics as indicated by its own particular esteems which aregiven. The employees have to work according to the culture created by the organization which enhancepositive influence of employeeandorganizational culture. It gives detail about culture and then measures the entire association which gives positiveoutcomes.
6. Job satisfaction
Based on observed data and indication of employees in US recommend that job satisfaction tends to relate completely with employee productivity and negatively with work turnover which both influence strong execution (Linz,
2003). It is a very important topicon the organizational behaviour and organizational management. Different researchers and studieshave variety of definition and inter-related theories which are considered from the beginning of the 20thcentury. Job satisfaction is categorise on the basis of individual’s need. It is characterized as the aggregate of person's position towards different occupation related components including work itself, management, associates, working conditions, salary and reward and acknowledgment. For the progress of an organization and to make their culture strong, employees who are satisfied tend tobe withtheorganization for the long term (Sharma , 2017).
Job satisfaction affects negatively on employee retention. Organizational culture influences on employee’s retention. When the culture remains positive employees tend to be seen working with the organization in the long term whereas if the culture is negative there is high number of people leaving the job. Tomake theemployees look after the organization and follow its culture to be recognize in the market for its service and getting good results the employees are to be looked after and well treated by providing rewards andopportunities by theorganization . One example wouldbe, through my experience at HyattRegency, we don’t have many facilities comparing to other hotels in Sydney. In terms of facilities, for example we don’t have swimming poolsand sauna which is also effecting in terms of business as it isnot appealing for the Western Europe tourists as they prefer hotels with cold swimming pool and sauna. Coming back to facilities with limited facilities I have seen many people leaving the job and whenasked some said they got better job, while others said that they don’t see going further high.
2.2 Measuring Organizational Culture
The concept of culture now has become really challenging for which researchers have beentaking many different methods to measure it.
3. Research Aim
The aim of this research was to findout howorganizational cultures are impacting in employee retentionand whyorganizations are facing employee turnover. Different organizations are applyingmany procedures andpolicies to retain their staff. Organizations are focusing more towards the retainment of employees and maintaining the quality to satisfy the customers. Employees now a days are looking for different opportunities where they can see themselves growing. loyal employee for an organization are those who stayed for a long time because he enjoys all the benefits which resulted in more attachment with theorganization and these people always tends to favor the management rather speaking badmouth againstthem. Moreover to this whenever a new employee joins the company it definitely needs some time to adjust whicheventually slows theoutput process.
In the techniques of retention motivation always plays a major role which acts as a catalyst in the success of any individual. This is the best technique also for extracting the best out of them, sending of motivational emails; posters inside the organization, organizing some activities that improve the productivityby sometimes keeping the professional tasks aside can help a lot. It is the natural tendency of human beings that they feel low sometimes which can be avoided with the help of motivation by the management. Motivation can also be done through some hike in salary, incentives when they perform outstandingly, cash prizes and trophies in competitions. Whereas appraisal is alsonecessary when an employee is attached to the organization from a long timeandperforming well in the directionof their career growth, without giving all such benefits it is wrong to expect best from the employees (Ahammad,Tarba, & Glaister, 2016)
It is the procedure of truth with the help of observation, study, experiment, and comparison. The process of Research methodology contains many activities to be performed. These activities are settled in the proper sequence of time for completing the research.This research report is about qualitativemethod and theanalysis of its methods. This research is also described primary and secondarydata collection, ethical considerationof these data collection, and limitations in this research report.
3.1 Data Collection Methods
The research design is a case study type. Information and facts used both are primary and secondary. Generally, researchers take the time and divide the resources required to collect the primary data when an issue, question, and problem introduce itself sufficiently important. Thesedata are unique and original and related directly to the problem or issue. It is collected through differentmethods like surveys, interviews, questionnaires etc. Secondary data are is also important to get starting insight into the research project. Secondary data canbe classified according to its source- internal or external.
All the information was brought through questionnaireand interview method is analysed. Approaches of analysis is qualitative type. Qualitative and Quantitative
research both are considered differently & fundamentally.Their applications, as well as their objectives,are different in numerous ways.
Quantitative research includes data, figures, graphs etc. It describes theactual measurementofdifferent views and opinions. On the other hand, qualitative research method is suitable for obtaining a depthunderstanding of a particular subject. Except this, this regularly generateshypothesesand ideas for the quantitative research. It includes literature review, article, and report etc. the main difference between these two methods regarding data collection, data sample, data analysisand also the difference reflects inoutcomes (Terrell, 2012).
3.2 Sampling Procedures
Forobtaining the purpose of the research, depth interviews are used to know participant’s feelings, emotions, and opinion related to a specific research project. In this research,only one individual was taken for the interview. We scheduled an appointment and also the individual was told that the given information through him will be kept confidential and secured. Based on my research it is non-probability as for the data and informationwe are taking interview of only one person. For which cannot be very true as also it depend on people’s own way of thinking and giving opinion and also have different experiences. Since the information collected through the interviewee is from one person it cannot be very relevant as some questionnaire was basedon theorganization (Ofei, et al., 2015).
3.3 Data Analysis Technique
Data and information obtained from the interviewee have been thoroughly reviewed to avoid the problems and ambiguities. Only relevant informationare provided in the report to be more specificand consisted with objectives of the study. In this study we have open-ended questionnaire as the answer of the open-ended questionnaire are given with more thoughts and are not single word answer.
3.4 Ethical Considerations
Taking interview creates opportunity to feel live reality of the concerned sector through the individual’s emotions, behaviourand attitude. Though it was not an easy task. Ethical codes will be used by the Researcher during the interview. All the data is gathered from authorized sources. Next, participantsare informedformerly regarding the aim of the research project. They also ensure that theiranswers will be kept confidential and used only for the aim of the specific research. Except this, participants of the research were not abused or harmed both psychologically and physically during the research. Besides this, the researcher tries to createan atmosphere of comfort (Rahi, 2017).
The researcher will be making sure that the interviewee is comfortable to start with. To get required information the researcherneeds to create a favourable situation, mood of spot and respondentby researcher attitude and efficiency. The researcher will be also recording the interview for future reference as it can be used to listen back the information to get the better outcomes. The interviewee is the Assistant Manager of XYZ hotel. The name of the organizationwill remain confidential as agreedwith the interviewee as it may cause bad reputation of the organization in the market which can affect in their business.
3.5 Research Limitations
The study is focusedon the culture of the organization and its impact on employee retention. The analysis depends on available information from primary source using structured interview with a single individual. The limitations to the above study are:
1.The study focuses on the employee’s retention through organizational culture and behaviour.
2.The interview was schedule according to the interviewee.
3.The size of the participant is relatively small- only one participant. A bigger sample ofparticipants wouldpossibly increasethe liability of theproject.
1.The qualitative method of research does not permit the measurement of the problems regarding research.
2.Insufficiency of secondary data from recordsof the companies.
3.Cost, time, and location elements become prime difficulties to complete the research.
Findings and conclusion
The findings and analysis of different responses from the Assistant Manager of XYZ Hotel has been analysed in this section with reference to various implication of employee retention and practices of business organisation. It is important to note that this section of the research is based on the responses and qualitative data that is gathered on the related topic. Finding and analysis of responses has been conducted in a thematic manner to gain several information about employee retention and organisational culture. Organisational culture plays an important role in the company’s overall operations and it has been highlighted in the research through proper analysis of the employee’s behaviours and work rate. Moreover, the response of the Assistant manager has been influential in providing various information and data about several issues and problems faced by XYZ Hotel in dealing with maintaining a proper organisational culture.
Thematic analysis is done in the research to gain proper information about various themes that are related to the subject and the research. It is a significant part of the research as it would provide insightful information about how different organisational culture affects retention of employees within the organisation.
4.1 Interrelation between organisational culture and job satisfaction among the employees
This is one of the themes that is evaluated from the responses gathered from the Assistant Manager. This particular theme recognises the relation between job satisfaction among employees and staff members and organisational culture. The particular theme is recognised from the responses gathered through question numbers 1, 4 and 12. In these three questions, the researcher has identified a specific pattern. This particular pattern is related the responses and hence the theme of interrelation of organisational culture and job satisfaction among employees and staff members.
As noted from the response in question number 1 of the qualitative research, the Assistant manager of XYZ hotel has indicated that Organisational culture must be positive and support the employees. The manager has emphasised on support of employees and creating opportunities for staff members to work in a cognitive environment. From the response collected by the researcher, there is an influence of organisational culture on overall job satisfaction of the employees. Moving on from question 1, the response collected in question number 4 that is related to living authentically by the organisational culture and its values. It is important to note that Assistant Manager have said that living authentically is directly related to job satisfaction which in turn is a result of an effective organisation culture. In question number 12 likewise, the researcher has asked about the relation between job satisfaction and organisational culture. It should be noted that the Manager have emphasised on the view of an effective culture would enhance the work life of an employee. Taking this view forward, it is a common practice in organisations to implement an effective culture.
According to the response, employees within an organisation are human beings and they have their daily needs and requirements. These needs and requirements are highlighted and supported in the section of research as job satisfaction is important for the employees to be able to recognise the need for working in the organisation. It is also important to analyse the research questions in order to gain proper insights into the importance of organisational culture. The organisational culture impacts the retention of employee and manages their overall performances. As highlighted by the manager in question 4 that work life is directly influenced by the culture and it also impacts the livelihood beyond the business organisations for which the employees work for. In relation to the questions and answers, the researcher identified a definitive pattern in the questions and responses. The responses highlighted the need for a succinct and effective culture within the organisation in order to create job satisfaction among employees and staff members of an organisation.
In the particular theme, the researcher has also identified that job satisfaction is dependent on the value of organisational culture. In an organisation, shared goals and objectives would be influential in keeping the culture effective and efficient in order to provide support for the employees.
1. How does organisational culture influence job satisfaction among employees?
“It should be positive and should be able to support employees and their needs”.
4. Do you think you are living authentically by the organizational culture and its
“It is directly related to organisational culture”.
12. In your opinion, what is the relation between organizational culture and job
satisfaction among employees?
‘I think there is a relation between job satisfaction and organisational culture as it creates possible turnover of staff”.
4.2 Efficacy in planning and implementing operational policies is critical to proper growth
This particular theme is concerned with question number 5, 6 and 7 that has been asked to Assistant Manager of XYZ hotel in order to gain proper insights into the importance of training and teamwork. In question 5 the manager has been asked about the effectiveness of team building. The response from the manager provides crucial insights into effectiveness of teamwork and management styles in order to perform at the highest level. The manager also highlighted that it is difficult to build an effective team, if there an ineffective culture within the organisation. The organisational culture is reflected within the company as a factor of different things. There are various implementation of organisational culture on the working of team. From the response of the manager, the first point in the theme focuses on a strong culture within the group to facilitate proper team building and teamwork. A harmonious team culture is an important factor in the working of the employees and staff members as responded and noted by the assistant manager of the XYZ Hotel.
In the next question number 6 the Manager had identified the need for organisational transparency. The manager had indicated in question number 6 that business organisations, those are looking for effective working culture to incorporate in the organisational must be transparent in their approach. A transparent approach from the management would be beneficial for the organisation to manage its staff and their responsibilities efficiently. This particular response from the Manager again highlights the importance of an efficient organisational culture which depends on the notion of practicing transparency in its operations.
As noted in the question number 6 organisation transparency would lead to an effective working and organisational culture. This particular culture within the organisation would help the employers to connect with each other better and build an effective team. An effective team would be influential in providing motivation and employee retention would be a resultant factors. In the question number 7, the researcher has asked the Manager about the kind of training and development that is required for accomplishing career goals. The manager’s response is important to be highlighted as it focuses on the skill development and communication with higher management of the organisation. Effective communication with the senior management of the organisation is required which is highlighted by the Manager. The manager responded in a general manner that entails the importance of communication and relationship with senior management of the organisation. The response makes it easier to understand the importance of proper culture within an organisation. A proper culture would ensure that employees and workers that are part of the organisation, are constantly improving their work and working at a considerable high level to achieve the targets and goals of the company. It should also be noted that organisational culture which encourages and provides employees with sufficient knowledge and skill development training would also help the organisation in retaining the employees and staff members of the company. This would also make the organisation efficient as it would retain most of the employee that are highly skilled and are efficient.
4.3: Perspective of employees defines standard of satisfaction and employee retention to great extent
This particular theme is deals with the standard of satisfaction among employees and employee retention factors in details. The theme can be seen in the responses in question number 2, 3, 15 and 10. In question number 2, the researcher has got answers about different implementation of employee retention strategies. The interview with the manager provided different strategies on employee retention which is used by the XYZ Hotel. These strategies include incentives for performances, training and development, timely meetings with staff and proper communication at every level of the organisation. These are different types of strategies that are influential in keeping the organisation well informed and make them efficient in their performances and strategies. These are some of the strategies that were touched upon by the manager who was interviewed. The strategies that were influential in XYZ Hotels to provide a structure to the kind of operations are mentioned by Assistant Manager. In the response one of the points highlighted effective communication at each and every level of the organisation. This kind of strategy falls under efficient management systems and an effective culture within the organisation. The organisation must have a good culture that welcomes everyone’s views and opinions. This way the communication strategy mentioned by the manager can be effective strategy that could help the organisation in retaining key employees and staff members.
Employees are retained when they are satisfied with their job and the job environment. Job satisfaction is an important factor along with proper opportunities. In the next question number 3, the researcher has asked the manager about growth opportunities within the organisation. It is important to note that responses that were collected referred to proper growth opportunities within the organisational mix. The manager emphasised upon better growth of the staff members and employees will result in retention of their key skills and performances. The retention strategy mentioned above by the manager does not highlight proper growth opportunities. Proper growth opportunities for the employees is one of the most important factors that help organisations to retain their employees and staff members. The manager highlighted in question number 3 that opportunities that are required to grow higher in the management are proper recognition of the performances by senior management and proper evaluation programs within the organisation. As the manager shed light upon various factors of recognition by senior management, it is important to note that organisational growth is dependent on key employees retention.
In question 10, the manager had explained the reason of why the concerned individual would want others to work in the XYZ hotel. The response collected highlighted different factors about job satisfaction, and opportunities to develop skills for future. As job satisfaction is highlighted as one of the motives of as to why others would work in the concerned company, it can be evaluated that employees satisfaction essentially required to provide a sustainable structure for the company. The manager in the question highlighted that he/she recommend others to work here because there is a distinctive and effective culture within the company. The manager had also provided information about his satisfaction level as the Assistant Manager in XYZ Hotel. This sheds light on the fact that the manager is satisfied with the working culture of the concerned place.
Similarly in question 15, it is evaluated that things like communication with senior management and time to time performance appraisals are important for the organisation to implement regularly. The manager responded that these two functions are important for the organisation to carry on with in order to retain the employees and make the culture of the organisation successful and effective. These particular theme has been influential in connecting with the literature review that has been conducted above in the research. The literature review highlighted things like job satisfaction and employee retention strategies that are influential. Analysis of the responses collected refers to most of the information that has been touched upon in the literature review section of the research.
4.4 Ensuring employee motivation is foundation of sustainable and efficient organisational culture
In question number 8, the researcher have asked a about the frequency of recognition received by the manager from senior management. It is important to note that frequency of recognition has been highlighted as the kind of performances that are delivered by the staff members and employees of the business organisation. Recognition is based on level of performances that are required by the management. If the management feels that the level of performances and responsibilities are met by the employees and staff members, recognition is achieved. Employees who do not get recognition when there is lack of efficient culture. Similarly in questions 9 and 11, the manager has talked about the level of motivation required by the employees to work for a long period in the organisation. The researcher has also said that things like proper working structure and communication between different employees are important to motivational factors. Recognitions is also an important factor to motivate people.
In analysing and attaining the themes of the research and the qualitative research, it is important to note that the manager has provided various factors of motivation and culture within the organisation that is significant to have fun. Moreover, a constructive and efficient working culture is important for retention of employees.
In the research, the researcher has been successful in providing various facts and information about various qualities and traits of organisations to evaluate motivational factors to retain employees. These qualities are highlighted throughout the study to generate several conceptions about the retention of employees and staff members. In the research retention strategies of employees and staff members have been discussed. Organisational culture is one of the major variables in the research which has been evaluated by the researcher to assess its importance over organisational business operations.Organisations with proper culture in their company have a better chance of retention of key employees and staff members that are responsible for the productivity of the company. It is significant to note that there are different types of implications of organisational culture.
rganisational culture affects the general working structure within a company. There is a notion of strong organisational culture helps in retaining key employees. This notion is justified in the research as the researcher has presented several views and opinions on organisational culture and its impact on retention of employees. The research has been conducted with collected evidences and responses of Assistant Manager of XYZ Hotel and also relevant literature. Responses from the manager have been crucial in understanding various implication of job satisfaction that works for employee retention.
In addition to efficient culture within organisations, it is important to mention the prospect of job satisfaction. Job satisfaction is directly related to employee motivation and working conditions.
As identified in the sections and interviews above, job satisfaction is mentioned by the Assistant Manager as one of the most important factor in retaining employees and staff members. The summation of the results of interview conducted highlights various important factors of retention of employees and management styles. In accordance with the literature review, the interview conducted provides different motivational factors. It is important to understand that there are motivational factors within the structure of the organisation that is influential in keeping the employees and staff members satisfied.
Proper summation of results from interviews suggest that there are proper implication of organisational culture among the employees and their working lives. The aim of the research and objectives have been met after conducting the research. The research tries to identify different possibilities that organisational culture presents to business companies all over the world to retain their key employees and staff. This particular research is hence successful in providing a detailed analysis of organisational culture and its impact on the workforce.
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