Becks workforce

Research Report

Globalization has enabled the rapid movement of labor where a worker is able to provide his or her services to an organization overseas. This has been dubbed a milestone in the wake of the improving international relations between nations following the aftermath of the cold war. When workers realize they can easily move from one place to another, they will not stay at an organization that does not meet their desires and expectations. This leads to a high turnover rate in an organization that is deemed not to meet the 21st century demands of workers. By 2025, it has been estimated that millenials will make up over 75% of the workforce (Costa, 2018). Unlike the previous generation, such as the traditionalists and the baby boomers, millennials want autonomy and a sense of independence meaning they require minimal supervision. Such need to be met by the employer. These are some of the trends in the labor markets that are leading to high turnover rates, especially in the traditional organizations that still hang on hierarchical command structure. A high turnover rate means that an organization may lose some of its most skilled or talented employees. Also, it means that an organization will have to spend more money on recruiting and selection which impacts the budget and the overall operational costs.

Problem Statement

Today, organizations are not able to maintain low turnover rates. Employees are on each day, leaving organizations in search of those offering better terms and incentives. There are those looking for employers who will make them feel appreciated and valued. This indicates that employees will leave their current employers for various reasons. Actually, studies have shown that over 60% of employees do not leave an employer because of money-related issues (Gubbala & Battu, 2012). They want an environment that values and appreciates them. This makes them feel satisfied and fulfilled. But, what are the specific factors that will make an employee leave an organization for another? Despite the various benefits and incentives that an employer can put in place, an employee will still find another employer who is seen to provide better terms and conditions. This is the case with most local companies, especially those that have existed for the last 50 years. These organizations are not able to offer a satisfying environment despite measures such as better pay and reduced amount of working hours. Some workers still find newer organizations to be better when it comes to working conditions.

Research Objectives

The aim of this research is to determine the primary factors that will make employees leave an organization. This refers to the specific primary factors that will make employees leave an organization. Conventionally, it is not likely for a worker to find a fully satisfactory working environment. A worker may still choose to stay and work for an organization. However, in some situations a worker will not stay and will leave immediately a new opportunity erupts. As such, this research aims at determining the primary factors that will make employees leave an organization. The determination of these factors will inform the various approaches that can be adopted in a bid to lower the rates of turnover.

Research Question

The research process aims at addressing the overall research question, “What are the primary factors that make workers leave an organization.” For this question to be addressed, the research design will need to ensure that the researcher is able to fully engage the sampled participants who are individuals that have in the past left one or more employers. This makes them best suited for this research process.

The Scope of the Study

The study will focus on identifying why the workers will decide to leave an organization for another in the current American labor market. The latter has been dubbed one of the best in the world where workers are not discriminated against based on personal factors. In response, this research will aim at outlining why employees still choose their employers for others in the same labor market. This will be done through sampling workers who have been in the market for at least seven years. The workers must have left one or two employers in the last one to three years. This means they will provide insightful information on why they left their previous employers. The study will then collect data and narrow down on the specific factors that make workers leave the current employers for others in the American labor market.

The Research Method

In order to promote validity and reliability of the data collected, a qualitative research method will be employed. This means that the researcher will involve the participants in structured interviews where they will be required to respond to a set of predefined questions. The researcher would prefer to employ a qualitative approach as it has more credibility. The researcher or the interviewer is able to control the flow of the interviews and can focus on collecting the needed and important information. In addition, the use of structured interviews will enable the researcher understand the motivations of the workers while also enabling them to provide more information that can show new patterns. Also, the interviews will use open-ended questions to allow the participants provide more insights enabling realization of diverse data.