Doctoral research

Week 4 Assignment 1

Theresa Rice

Walden University

Week 4 Assignment Quantitative and Qualitative Problem Statement

Quantitative Problem Statement

The  Hook

Employee Turnover cost Hospitality Organizations between 90 to 200 percent of annual pay (Brawley and Pury, 2016).

The  Anchor

Hight Turnover rate in the hospitality industry affects the bottom line of business greatly financially.

General  Business  Problem

High Employee turnover rate  impacts  profitability in a negative way.

Specific  Business  Problem

The specific problem is that restaurant business owners do not know how training and perceptions of employee view of the organization affects profit.

Qualitative  Business  Problem  Statement

Anchor

The high rate of turnover in world-class hospitality organizations reduced these organizations to small scale businesses or caused them to disappear (Park, Newan, Zhang, Wu, and Hooke, 2016).

Hook

Approximately, 55% of businesses in these world-class hospitality organizations fail each year because of the inability of their business leaders to retain employees (Khandelwall and Shekhawat, 2018).

General  Business  Problem

The general business problem is that business leaders of world-class hospitality organizations who suffer high rates of employee turnover are unable to sustain their organizations.

Specific    Business  Problem

The specific business problem is that some business leaders of world-class organizations lack retention strategies to maintain their organizations

References

Brawley, A., & Pury, C. (2016). Work experiences on MTurk: Job satisfaction, turnover, and information sharing. Computers in Human Behavior, 54(Issue C), 531-546. doi: 10.1016/j.chb.2015.08.031

Huang, Y., Lee, J., McFadden, A., Murphy, L., Robertson, M., Cheung, J., & Zohar, D. (2016). Beyond safety outcomes: An investigation of the impact of safety climate on job satisfaction, employee engagement and turnover using social exchange theory as the theoretical framework. Applied Ergonomics, 55, 248-257. doi: 10.1016/j.apergo.2015.10.007

Khandelwal, A., & Shekhawat, N. (2018). Role of Talent Retention in Reducing Employee Turnover. SSRN Electronic Journal. doi: 10.2139/ssrn.3186397

Park, J., Newman, A., Zhang, L., Wu, C., & Hooke, A. (2016). Mentoring functions and turnover intention: the mediating role of perceived organizational support. The International Journal of Human Resource Management, 27(11), 1173-1191. doi: 10.1080/09585192.2015.1062038