Employee turnover is one of the major problems business organizations have to grapple with, in order to create strong business capacities that can enable them to survive in business environments characterized by stiff competition and to sustain their bottom line. Sayre (2001) defines employee turnover as the number of employees who leave a business entity for any particular reason and the organization seeks to employ new workers to replace them. Measuring employee turnover is important for an organization, because it makes it possible for an organization to understand why its employees are leaving their place of work. It also enables an organization to estimate the costs involved, making it possible for the management team to come up with remedial strategic measures that can be used to reduce its rate.
The Qualitative Research Proposal has done an in-depth discussion on the issue of employee turnover and the reasons why an organization may find itself having a high turnover rate of employees. The proposal starts by stating the grim statistics that show more that than 60% of employees working in the formal sector, will not have any misgivings to change their employers if they think that the new job offer gives them better value for their labor and that they will get better job satisfaction at their new employment (Morgan, 1997). This shows that employees’ turnover rate is bound to increase. For this reason, it is important for business organizations to come up with measures aimed at curbing this high rate.
To be able to attain a low employee turnover rate, the proposal talks about the importance of understanding the root cause of the issue. There is a misconception among many employers that the main reason why employees leave their place of work is if they think they are not being paid competitively. Even though this is one of the reasons, it is not the major one. Employees’ perceptions of how they are valued by the organization they work for and their overall job satisfaction have more weight than their salaries, as well as, their job location. This shows that employers need to have a deeper understanding of employees’ turnover in order to be able to come up with strategies that can help lower it (Morgan, 1997). One method that can be implemented to help attain this goal is by creating a good working and conducive working environment where each employee can be happy to work to the best of their abilities. The employer can also come up with employee empowerment programs that can help motivate employees to work hard and be motivated to perform their duties. Sayre (2001) states that employee empowerment is one of the strongest indicators that show employees are valued by their employees. When employees are empowered, they are able to apply their knowledge and skills at their workplace and this is what brings about employee satisfaction.
A critical analysis of the Qualitative Research Proposal shows the type of sources that will be used in this research. The researcher will use good sources that can be relied upon to provide good and reliable information and data. The sampling and data collection tools will also ensure that the research paper is done according to the set laws and regulations of data sampling. The conceptual framework will use Porter’s Five Forces. This tool has been reliable in analyzing different business questions and in this case, it will enable the researcher to come up with good research on employee turnover rate and ways in which business organizations can curtail this issue.
ChangingMinds.org. (n.d.). Probing questions. Retrieved from
ChangingMinds.org. (n.d.). Open questions. Retrieved from
Morgan, D. L. (1997). Focus groups as qualitative research: Planning and research design for
focus groups [PDF]. Retrieved from https://study.sagepub.com/sites/default/files/Morgan.pdf
Sayre, S. (2001). Analyzing verbal data. In Qualitative methods for marketplace research.
Thousand Oaks, CA: Sage.
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