Turnover Case Study I/O Psychology Research Assignment

Assignment #5: Option 2: Turnover Case Study
Student’s Name:
ORG 303: Applied Organizational Psychology
Colorado State University-Global Campus
Professor’s Name:
19 December 2016
Assignment #5: Option 2: Turnover Case Study
High staff attrition is costly and is undesirable in any organization. When an employee leaves, they go with their knowledge and expertise and the company has to incur additional costs in hiring and training a new one. Apart from the expenses, the turnover affects the firm’s performance as it adjusts to the changes. The hospitality industry experiences high employee attrition and hence the need to find ways to improve the employees’ commitment and their job satisfaction to reduce the turnovers. The dissatisfaction with one’s job, the absence of growth chances, poor working conditions, and remunerations among other issues can lead to staff leaving an organization. The interventions to enhance management retention include hiring the right person, providing development and training opportunities, and offering incentives.
The first approach that I would use to minimize manager attrition is ensuring that during the interview selection an individual who best fits the organization is chosen. Hiring the right person from the start makes sure that people with the required skills and attitude towards the job, company and other employees are acquired (Scott, 2016, p.109). A mistake in the recruitment process and the realization of the problem later will significantly cost the restaurant. The matching of the individual’s talents and passions with those of the job and ensuring their values agree with those adopted by the organization is paramount. In this case, a person who understands restaurant operations and has an interest in the products that Bubba Gump Shrimp Company offers will best suit the position. The emotional intelligence such as motivation, interpersonal skills, empathy, and self-discipline will be crucial for the restaurant manager.
Secondly, I would ensure that the managers access personal growth and development opportunities to enhance their skills. Mandhanya (2015) explains that employee training increases self-efficacy and improves their confidence and productivity. The managers will be provided with training programs tailored to their individual needs that aim to expand their knowledge in restaurant management. The improvement of the expertise of the top leadership will not only benefit them, but will also enhance the restaurant’s performance as a whole. The managers would have better skills on how to improve the restaurant’s operations and how to relate to employees that in turn reduces staff turnover. According to Yang, Wan, and Fu (2012, p.837), most hospitality staff leave to seek career advancement and hence the need for training. The company will utilize techniques such as having job-specific training and offering incentives for the employees that remain after the training to avoid losing the trained individuals.
Another technique would be the use of incentives and offer a competitive pay to t...