Literature organization and etc. Hospitality industries in India are

Literature Review Research on causes employee turnovercan be traced back to 1957 which was by March and Simon (1958). It was onlybased on employee satisfaction. Then later years other theorists like Mobley(1977), Price (1977) and price and Mueller (1986) they understood and identifiesother problem which leads to employee turnover such as better opportunities,Payroll, lack of good leadership, unhappy with the organization and etc.   Hospitality industries in India aredeprived of enough trained manpower.

This industry is facing a serious threatof increasing employee turnover year by year. This is because there are moreemployment opportunities in the market by the employer according to Dr DilbagSingh and Mr Amendeep (2017). According to Lashley (2001), the quality ofservice is also affected due to employee turnover. According to Woods (1995), managersrefer turnover as a process of filling the vacancy: each time a position isvacated, voluntarily or involuntarily, a new employee has to be hired andtrained to fulfil the vacancy. This replacing process is known asturnover.    Washmuth and Device (1993) wrote thathigh attrition is caused due to the employee dissatisfaction from the job whenthere is low-motivation among the employee which further leads to dissatisfactionof guest. According to this it can be said that employee from the restaurantwon’t be very polite and helpful with the guest because the employee doesn’tfind it worth doing it, in the end, guest decides not to come back where theyget such dissatisfaction Meyer (1993) stated that employeeturnover is also a non-talked part of an organization and has huge negativeconsequences on the organization which further lead to unneeded monetary cost,demotivated employees and waste of management efforts.

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  High turnover highly affects thereplacement and recruitment costs which further affect the profitability of thehotel (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 employeeturnover i.e. pre-departure, selection, recruitment, orientation, training andlost productivity. In this, the most important is lost productivity.

  Even Mullins (200) finds thatemployee turnover also affects the organizational cost od advertising,administrative expenses, interview time, supervision and training of theemployee. It also affects the motivation of the other employee who is workingin the organization by which hotel faces low satisfaction of the employee and lowperformance.Walsh and Taylor (2007), in thereresearch they mostly focused on advantages of employee turn butat the same timethey found out that due to employee turnover hotels have impacts on theirproductivity and profitability