Literature organization and etc. Hospitality industries in India are

Literature Review

Research on causes employee turnover
can be traced back to 1957 which was by March and Simon (1958). It was only
based on employee satisfaction. Then later years other theorists like Mobley
(1977), Price (1977) and price and Mueller (1986) they understood and identifies
other problem which leads to employee turnover such as better opportunities,
Payroll, lack of good leadership, unhappy with the organization and etc.  

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Hospitality industries in India are
deprived of enough trained manpower. This industry is facing a serious threat
of increasing employee turnover year by year. This is because there are more
employment opportunities in the market by the employer according to Dr Dilbag
Singh and Mr Amendeep (2017). According to Lashley (2001), the quality of
service is also affected due to employee turnover.

According to Woods (1995), managers
refer turnover as a process of filling the vacancy: each time a position is
vacated, voluntarily or involuntarily, a new employee has to be hired and
trained to fulfil the vacancy. This replacing process is known as
turnover.   

Washmuth and Device (1993) wrote that
high attrition is caused due to the employee dissatisfaction from the job when
there is low-motivation among the employee which further leads to dissatisfaction
of guest. According to this it can be said that employee from the restaurant
won’t be very polite and helpful with the guest because the employee doesn’t
find it worth doing it, in the end, guest decides not to come back where they
get such dissatisfaction

Meyer (1993) stated that employee
turnover is also a non-talked part of an organization and has huge negative
consequences on the organization which further lead to unneeded monetary cost,
demotivated employees and waste of management efforts. 

High turnover highly affects the
replacement and recruitment costs which further affect the profitability of the
hotel (Johnson, 1981). The cost of turnover has gained considerable attention,
Tracey, J. B. & Hinkin T. R. (2010) 
Stated that the different type of cost associated with the employee
turnover i.e. pre-departure, selection, recruitment, orientation, training and
lost productivity. In this, the most important is lost productivity. 

Even Mullins (200) finds that
employee turnover also affects the organizational cost od advertising,
administrative expenses, interview time, supervision and training of the
employee. It also affects the motivation of the other employee who is working
in the organization by which hotel faces low satisfaction of the employee and low
performance.

Walsh and Taylor (2007), in there
research they mostly focused on advantages of employee turn butat the same time
they found out that due to employee turnover hotels have impacts on their
productivity and profitability