Critical Analysis of the Influence of Working Culture on Employee Retention

Business and Management Dissertation

Part 2

Critical Analysis of the Influence of Working Culture on Employee Retention

Student Name:

Student ID:

Acknowledgments

For completing the assignment I would like to thank and acknowledge a lot of individuals that have helped me in completing this project and also helped me with maintaining great focus throughout the project that has helped me in completing the project and achieving the goals and objectives that I want to gather at the end of the project. I would like to firstly thank my faculty members that have provided me with this opportunity to complete this assignment and also share my opinions related to the topic. After my faculty members, I would like to thank my family members that were a great help to me in completing the assignment and also helped me with keeping myself fit and healthy so that I can easily able to complete the assignment and can easily able to keep my mind fit and active so that I can able to think critically as well as comprehensively to come to a decision that will be helpful for others to gain knowledge and information. After thanking my family and my faculty members I want to thank my friends that have helped me in completing the assignment. They were a great help to me whenever I was stuck with the research part as well as helped me in understanding several other aspects of the topic. They all were easy to reach and have played an equally important role in helping me in completing this project. Lastly, I would like to thank God that has helped me in keeping myself fit so that I can able to complete the project on time with great effectiveness and efficiency.

Abstract

The following study will aim to define the importance of Workplace Culture and Working Environment on the performance of working individuals in an organization, with an underlying aim of defining the impact of this aspect on employee retention in the workplace.

In the report of the conducted study, the method of primary data collection has been utilized for the procurement of information in regards to the topic at hand, which is to critically analyze the influence of working culture on employee retention in the workplace. Through the help of responses and the answers that are being provided by several respondents who work at the managerial level in different organizations.

From these collected elements of various degrees of relation to the main aim of the research, a diverse study in terms of a thorough literature review based on theoretical aspects has been prepared in the study. Moving further, the methodology part of the research has been conducted that has provided the proper information about the methods that are being used in the research. Further, the research has provided an effective and efficient analysis of the data collected along with the effectiveness, limitations, alternatives, and ethical consideration.

Introduction

Employee retention is among the most significant variables in business performance, and companies are increasingly concentrating on it and attempting to keep their staff for longer periods. They believe this would benefit their company since it will allow them to earn more money while reducing the expenses or costs associated with recruiting new personnel and offering training and development sessions. Employee retention refers to maintaining personnel in the organization for a longer length of time. Several aspects contribute to the brand's ability to retain employees for extended periods, and the study will focus on one of these factors, which would be the workplace environment (Prasetyo et al. 2021). Working culture is also something that management can influence and will describe how the company's working environment is.

The findings will assist readers in understanding how well an efficient and productive organizational climate or culture could very well keep employees stay for longer periods, as well as how staff members can be driven to work with them, as motivation is one of the most important factors which must be sustained effectively and efficiently. A poisonous, unhealthy, or unfavorable work atmosphere may make employees unhappy and dissatisfied, causing them to become frustrated and possibly leave the company. Comfortable and healthy workplace culture, on the other hand, will aid the brand in the growth of its employees, causing them to be more driven and content with the management, and so remain for a longer amount of time.

Analyzing the work environment will assist the brand in determining what they are doing well and what they are not in terms of creating a good environment for their staff. The workplace culture or environment is a crucial factor to consider since it connects the brand's culture to employee engagement, productivity, happiness, and, most importantly, employee retention. Several strategies, such as observation, feedback, and others, can be used to conduct the analysis. These are among the most efficient and appropriate approaches that a company may use to assess the culture or working environment of its workers. Evaluating the working environment will make sure that working individuals are happy, satisfied, and motivated, and if they aren't, they can easily make decisions to ensure that they are. It will also assist the brand in employee retention, which will increase revenue and reduce expenses in the recruitment and training of new employees (Bibi et al. 2017). This study will give readers the managers' perspective as well as information on how successful the environment is for employees, as managers play an essential part in determining the regulations that will be implemented in the firm.

Theoretical background and research focus

Retaining the employees is one of the most vital as well as important factors that the organization requires to be much successful in the market and to achieve their desired goals and the working culture or the working environment plays an important role in the retention of the employees (Fletcher, Alfes and Robinson, 2018). The brand should focus on providing its employees with the proper training and development sessions that will help their employees in being much more motivated so that they can easily make them stay in the organization for a longer period. Irrelevant expenses or the extra expenses that the organization has to spend on firstly the hiring, then the training of the new ones will also be reduced if their employees are much more effective and efficient to stay in the organization. The brand or the organization can only be successful if the employees are motivated and happy or satisfied with the tasks or the job they are doing in the organization and will help the brand to achieve its desired goals. An effective and efficient working environment will make sure that the employees stay loyal to the brand for a longer period and a survey says that 80%of the employees or the staff are happy to work with the organization if they are provided with better and safe and a satisfying working conditions or the culture or the environment (Kundu and Lata, 2017). So for organizations, it becomes a lot more important to provide their employees with the working conditions that will make sure that they stay in the brand for a longer period and to work effectively and efficiently. For smooth and stress-free working conditions or the functioning of the business, the brand should focus on proper communication and should make sure that they have effective communication between the staff members or the employees and the management to make the employee feel that they are being heard by the management and will be more motivated to work with the brand. The issues that are being faced by the employees or the reasons that are being given by them to leave the organization will be something like the lack of proper communication, proper salary, proper working conditions or environment, and many others. It is said that the 33.85% of variations in the retention of employees are said to be because of the working conditions and communication being the most important factors for the variation (Rakhra, 2018). The communication between the staff members themselves and also the communication with the management plays an important role in making the working environment suitable to work in and hence improves the retention of the employees in the organization (Rakhra, 2018). Another factor of the work environment that is responsible for the effective and efficient retention of the employees is the type of leadership that is being followed in the organization and how much the employees are happy with that kind or type of leadership. It is said that the relationship between the employees as well as the leaders will have a great influence or impact on the decisions of the employees and effective leadership will help the organization in retaining the employees in a better manner. The employees are attracted to the organizations that provide them with the proper and effective working conditions or the environment and this can be achieved by the brand with the help of proper leadership style or the leadership skills that are being used by the brand in their operations. It is said that to create a supportive learning and working environment, the organization has to focus on developing the culture of the organization as well as the leadership used in the operations of the business (Covella et al. 2017). Effective leadership style or skill will help the brand in improving its employee retention abilities of the brand and will automatically help the organization in reducing the extra expenses that they have to spend on training as well as the hiring of new individuals for the purpose and will also help in improving the ability to generate a good amount of revenue that can be used by the brand to grow in the market (Maaitah, 2018). Employee retention will bring a good level of trust among the employees and the management as the management will now be able to know about the proper abilities of the employees as they are working with the company for a longer period.

Research Aim

Working Culture or environment is one of the most important factors that have a great influence on the mindset of the employees and that might change or influence the mind of the employee to change the organization. Therefore, this study aims to investigate the role of working culture in the retention of employees.

Research Objective

1. The objective of the research is to provide examples of some of the working cultural factors that influence the employees to stay back in the organization.

2. The objective of the research is to help organizations in finding some actions that they can take to make sure the employees do not leave the organization.

Research Question

Q.1 what are some of the working cultural factors that might influence the mentality of the employee to stay back in the organization?

Q.2 what are some of the actions that can be taken by the organization to increase employee retention in their organization?

Justification and Contextualization

Importance of research

Employee retention is one of the most important factors of success on which organizations are focusing more and more and are trying to make their employees stay within their organization for a longer period. They think this will positively help their organization as it might help them to generate more revenue and reduce the expenses or the cost that is involved in the process of hiring and providing training and development sessions to new employees. Retention of the employees means keeping the employee in the organization for a longer period.

Several factors help the brand to keep their employees for a longer period and the research will cover one of these factors and that is the working culture (Prasetyo et al. 2021). Working culture is something that can be controlled by management and will explain how the working environment of the brand is.

The research will help its readers to provide how an effective and efficient working environment or culture will keep their employees stay for longer as well as it will help in knowing how the employees can be motivated to work with them as it is one of the most critical factors that have to be maintained effectively and efficiently.

Importance to analyze the working culture for employee retention

A toxic and unhealthy or negative environment will make the employee unhappy and unsatisfied which will make the employee frustrated and might leave the organization. On the other hand, Healthy and efficient workplace culture will help the brand in the development of the staff members will make their staff members to be motivated as well as satisfied with the management, and will stay for a longer period.

Analyzing the workplace culture will help the brand in knowing what are they doing correctly and what is not in making a suitable workplace for the employees working with them. The workplace environment or culture is an important thing to analyze as it links the culture of the brand with the engagement of the employees, their productivity, their satisfaction, and most important the retention of the employees. The analysis can be done with the help of several techniques that can be observation, feedback, and many others. These are some of the most effective and efficient methods that can be used by the brand to analyze the culture or the environment in which the employees are working. Analyzing the work culture will make sure that the employees are happy and motivated and if not then they can easily make the decisions that will make sure that it does the same as it will help the brand in the retention of the employees that will increase the revenue of the brand and reduce the extra expenses in the hiring and training of the new employees (Bibi et al. 2017).

Build on the existing pieces of evidence

This research will provide the readers with the viewpoint of the managers and also the information on how effective the workplace is for the employees according to managers as they play an important role in the making of the policies that will run in the organization.

Timeliness and current needs

Yes, the research has been completed in the time that was decided and also has covered all the important aspects that will be required by the readers to know about the topic of “Critical analysis of the influence of work culture on employee retention”.

Analyzing the working culture of the organization is one of the most important factors or the needs on which the organizations are focusing more and more. This research will help them in being clearer as well as find more methods that can be used by them to improve the culture of the organization and will make them more clear that why they should increase their focus on analyzing the working culture and how it will help the brands in the retention of their employees to make them stay for a longer period.

Literature Review

Employee retention is referred to be the "heart of success," and it is explained as the method of encouraging and inspiring people to stay with the company for a longer length of time until the objectives or goals are met (Khalid and Nawab, 2018). Workplace culture, often known as the work environment, has a significant impact on employee retention. One of the most important aspects of the working environment is effective and proper communication, which aids in keeping personnel for extended periods (Singh, 2019).

Employee retention is one of the most significant variables that a business must consider to be successful in the market. As learned through the paper compiled by Fletcher, Alfes, and Robinson (2018), for an organization to reach its intended goals, business culture or business environment plays a crucial in influencing the rate of employee retention. The firm should focus on giving suitable training and development opportunities to its personnel, which will help them become more motivated, allowing them to stay with the company for a longer amount of time. Avoidable resources that the business must spend on hiring and training new employees can be minimized if its current employees are significantly more inclined toward staying at the organization. Employees that are motivated and content with the working activities or job roles that they are assigned within the company hold a higher potential of making the brand reach its targeted goals, while also providing themselves better routes to personal development.

An effective work environment can potentially ensure that employees remain loyal to the company for a prolonged period. According to a survey devised in the study conducted by Kundu and Lata (2017), 80% of employees or staff are happy to work for the company if they are provided with better, safer, and increasingly satisfying working conditions and workplace culture. Through this information, it can be defined that it has become a necessity for businesses in the modern world to provide their employees with suitable and demanded working circumstances, with the aim of that encouraging them to stay with the organization for a greater duration of time and to perform successfully and efficiently.

Working Environment and Communication are believed to be two of the most important determinants for the existence of variance in employee retention rate, accounting for 33.85% of the difference as derived through the study conducted by Rakhra (2018). The author further states that communication between staff members, as well as that with the management, plays a significant part in creating a pleasant working environment, which enhances employee retention. Another aspect of the working environment directly influences employee retention is the kind of leadership that is used in the business and how satisfied the employees are with that leadership. It is indicated that the relationship between employees and leaders in the workplace has a strong influence on employee decisions and that successful leadership will assist the business in better retaining personnel. Employees are drawn to businesses that give them appropriate and effective working environments, which can be accomplished by corporations via the employment of a competent leadership style or, through the deployment of adequate leadership skills in the operations.

It is further defined that to construct a helpful and productive learning environment, firms must concentrate on integrating their culture and the defined management staff in terms of expected and planned business operations, as discussed by Covella et al. (2017). An effective style of leadership or equivalent skill will assist the brand in improving its employee retention abilities and will automatically provide the organization will the required base in terms of reducing the additional expenses which they must endure on training and hiring newer employees for the purpose, as well as improving the brand's power to develop a substantial income that can be used to capture the market share (Maaitah, 2018).

It has been learned through the study conducted by Singh (2019) that employee turnover is segregated by definition into two segments, which are known as Voluntary Turnover and Involuntary Turnover. As per the author, involuntary turnover usually occurs in the case of organizational restructuring or based on employee performance. On the other hand, when the employee is the one deciding to leave the organization, it is known as voluntary turnover. The aspects which can lead to this could be job dissatisfaction, poor relationships with team members and seniors, or an absence of job security. The study also further claims that in an organization where a lack of appropriate planning for compensation and other extrinsic factors exists, a poor working environment can be formulated which can be the reason behind the implication of a rise in voluntary turnover.

Further, the study developed by Kossivi, Xu, and Kalgora (2016) highlights the requirement for a conducive working environment to retain employees in the workplace. This can be further devised as a working system where a flexible atmosphere is instilled to make worn enjoyable, while also considering aspects such as availability and provision of resources for the conduction of working responsibilities. Furthermore, the aspect of Autonomy, which is an inclusive segment of how the operations in the organization as per its environment are carried out, is also a vital element in defining the degree of employee retention in a company. The factor of autonomy defines the ability of an individual in the workplace to choose the working role they would like and perform their best in it, instead of being assigned working duties with less or no consideration of their interest and skills. Thus, the author states that not providing an employee control over their roles within an organization can be highly impactful in the context of job dissatisfaction, ultimately leading to the inability of retaining them. Specifically observed more in Gen Y and Gen Z as mentioned in the study conducted by Vui-Yee and Paggy (2020), the importance of a systematic method of conducting HR Practices in the workplace shall be carried out with maximum efficiency with the underlying aim of developing a strong workforce that is inclined towards effectively reaching organizational goals to ensure that employee retention rates are optimized. The authors suggest that through implementing adequate management practices, organizational performance and workplace culture can be improved, through which the promotion of employee retention and its importance within the administration can be highlighted.

Firms must focus on integrating their culture and specified management personnel in terms of the expected and planned business activities to create a helpful and productive educational environment, according to the definition. An effective leadership style or equivalent skill will aid the brand in improving employee retention abilities and will automatically provide the organization with the required base in terms of reducing the additional expenses that must be incurred in training and hiring relatively new employees for the intent, as well as trying to improve the brand's power to develop a substantial income that can be used to capture market share. Employee turnover is defined as willing Transition and coercive Transition. Involuntary turnover, according to the author, occurs most frequently as a result of organizational restructuring or poor employee performance. Voluntary turnover, on the other hand, occurs when an employee chooses to leave the company. Job unhappiness, strained relationships with co-workers and superiors, and a lack of job stability are all factors that might contribute to this. Furthermore, to keep personnel in the office, a pleasant working atmosphere is required. This may be further developed as a working system in which a flexible environment is instilled to make work joyful, while also taking into account factors such as resource availability and provision for the execution of job tasks. Furthermore, the issue of autonomy, which is an inclusive segment of how the organization's activities are carried out concerning its surroundings, is a critical factor in determining the degree of staff retention in a firm. It is suggested that the workplace interaction between workers and leaders has a significant impact on employee decisions and that effective leadership will aid the organization in better retaining staff. Employees are attracted to companies that provide them with acceptable and effective working environments, which firms may achieve by employing a competent leadership style or deploying adequate leadership abilities in operations. This may be further developed as a working system in which a flexible environment is instilled to make work joyful, while also taking into account factors such as resource availability and provision for the execution of job tasks. Furthermore, the issue of autonomy, which is an inclusive segment of how the organization's activities are carried out in its surroundings, is a critical factor in determining the degree of staff retention in a firm. The capacity of an individual in the workplace to pick the working position they want and do their best in it, rather than being assigned job obligations with little or no regard for their interests and talents, is defined by the aspect of autonomy.

The thoughts of authors Shah and Asad, (2018) say that keeping the employee motivated and satisfied with the job role or with the working environment of the brand will help the brand in making itself stand in a great position in the competitive market. This will help the brand effectively retain its employees. They further added that employee retention is one of the key aspects of the brand and helps them to achieve their desired goals and objectives. Motivation is one of those things that plays an important role in the process of retaining the employees that will help the brand in many ways. As per the authors, intrinsic and extrinsic motivation plays a significant role in the retention of employees and the perceived support from the organization meditates the relation between these two types of motivation within the organization or in the brand. According to the thoughts of the authors, the increase in employee turnover is one of the major reasons for the absence of motivation among the employees that are working for the brand. As per the thinking of the author, intrinsic motivation is that type of motivation that is linked with the internal satisfaction of the employees that includes the aspects like appreciation, giving new challenges to work on, a positive as well as interactive working environment, and so on. These are those efforts that are made by the brand internally to make sure that the employee is motivated and can enhance their self productivity. The extrinsic motivation includes the aspects like job security, bonuses as well as promotions that are being provided to the employees working for the brand.

Methodology

This is the section that will help the readers in getting the proper information about the methods or the ways that are being used for the completion of the research work. This will help the readers in getting a proper and detailed version of all types of methodology that were considered effective and efficient as well as most suitable for the completion of the research and to derive the desired result or to make an effective decision at the end of the research (Pandey and Pandey, 2021). In other words, methodology is the term that describes the procedure as well as the techniques that were used to identify, process, select as well as analyze a piece of particular information. This is the section that helps the readers or the viewers in getting the proper idea about the validity as well as the reliability of the overall study that was taken into consideration for completing the project.

Research Philosophy

It the known as the step in which the nature of the research is discussed. This is the step that is associated with the assumptions that are made during the process of completion of the research. It is the step that deals with any specific or particular way or method of developing or gaining knowledge (Žukauskas, Vveinhardt, and Andriukaitien?, 2018). Several types of philosophies can be used by the author or the researcher to derive their assumptions and these are generally used as the base for the strategy that will be used in the research to derive the proper result or to make a decision. The research philosophy which is used by the researcher for completing this project is interpretivism. The main reason for selecting this philosophy is to provide the readers with an in-depth as well as effective and efficient collection of the data that will be used by the researcher to provide holistic as well as comprehensive details as well as information about the quantitative data which will be collected during the process of completion of the research (Alharahsheh and Pius, 2020).

Research Approach

This is the step that can be said as the plan as well as the procedure for conducting the research. There are majorly three categories into which the research approach is divided. These categories are the Deductive approach, the Inductive approach as well as the Abductive approach (Song, 2018). For completing this research the researcher will take the help of the deductive approach. The major reason for selecting this approach is because this approach is focused on the falsification as well as the verification of the existing theories or the research that is already being done by other researchers. This is the approach that talks scientifically as well as is focused on the facts that are being mentioned by other authors or the researcher (Machila et alo. 2018). In this approach, the data is being collected to make sure to evaluate or analyze the proposition or the hypothesis which is related to the already existing theory created or provided by the existing researcher or the authors.

Research strategy

This is the section that will provide holistic as well as comprehensive details about how the objectives, as well as the aims of the research, will be achieved and which strategy will play an effective and efficient role in this. Several strategies can be used by the researcher to make sure to provide proper details that are being desired by them and make sure that they are effective and efficient in that process (Durazzo and Lucarini, 2018). The research strategy that will be used in this particular research was the survey strategy. The main reason for selecting this strategy is to make sure that the reader gets the knowledge that is being provided by the primary source or the one who are facing these type of challenges or the situations in the organization.

Research Methods/ Choice

This section of the research will help the readers in getting the proper idea about the number of data types are used by the researcher to derive the desired result or the conclusion that will be helpful for the readers or the viewers that are reading the research that is being conducted by the researcher (Sellahewa and Samarasinghe, 2021). There are three types of choices that can be used by the author or the researcher of the research. One being the mono-method, the other being the mixed-method and the third being the multi-method. The researcher here has taken the help of the mono-method. In this particular type of method, the researcher generally uses only one type of method for deriving the results. The researcher here has used only one type of method for deriving the result (Alturki, 2021). The method that has been used was quantitative research. This is that type of research that has helped the researcher in collecting the numerical as well as quantitative information that has made it easier for the researcher to make their own decisions and also derive their desired results at the end of the research. Another reason for selecting this type of method is because it has provided a reliable collection of the information or the data that was collected that was very much helpful in providing proper information in other words it has provided a source on which the readers can easily rely for the gathering of the information.

Time Horizon

It is that part of the research that helps the researcher or the readers in getting the proper information about the number of times does the research has used for collecting the required or the needed piece of information or the data (O'Mahony, 2021). This is will help the researcher in gathering information about how effective and efficient they were with the time while collecting the information or the data. The type of time horizon that was used for conducting this research was a longitudinal time horizon that uses multiple snapshots or attempts for collecting the relevant data or information (Jílková, 2021). The major reason for using this type of time horizon was because the data has to be collected several times during the research and have to be tested or evaluated or analyzed at several different moments of the research.

Research Techniques/ Data Collection

It is that step of the methodology section that helps the researcher and the reader in getting proper details about what is the method of collecting the data or the information is used for deriving the desired results or discussions. The main motive of this part is to make the audience aware of the collecting method that has been used by the researcher for collecting the data or the information to provide their discussion or the decision at the end of the result (Barrett and Twycross, 2018). For collecting the information, the researcher has taken the help of Primary sources that have helped the researcher in collecting the quantitative information or the data. For collecting the quantitative information, the researcher has to perform several sampling that helped the researcher in selecting the samples that can be used by the researcher for gathering the desired data or information (Islam and Islam, 2020).

Sampling

For selecting the samples for collecting the data or the information, the researcher has taken the help of the random sampling method that has helped them in selecting 100 who were the ones who were working within different brands at a managerial level. It is the sampling process that helps the researcher or the author in selecting the required or needed samples randomly without being judgemental or biased.

Target Population

The target population of the research was the employees that are working at a management level within the organization as they will be the ones who will be the perfect individuals to make the suitable and the required changes in the organization that will help them in the retention of the employees and to make their employees motivated as well as effective and efficient to work more for the brand or the organization.

Data Analysis

This is that part of the methodology section that has helped the researcher as well as the readers or the viewers in getting the proper idea about the analysis method that has been used by the researcher in the process of deriving the suitable as well as the desired result and also provide with the critical decisions at the end of the research (Mölder et al. 2021). The analysis method that was used by the researcher for analyzing the collected data is the statistical data analysis method. The main reason for selecting this type of analysis method is to make sure that the quantitative data collected from the primary sources can be effective as well as efficiently analyzed and can be much helpful in deriving effective results to make sure that the readers are being helped by the result as well as the findings that are being done in the particular research (Braun and Clarke, 2019). This has helped the researcher in analyzing the numerical data or the information with the help of several bar graphs and pie charts.

Findings and Analysis

This is the section or that part of the research which will talk about the findings as well as the evaluation or analysis that has been done for, the data or the information which is being collected by the researcher. This is the analysis section of the research. For conducting the analysis process, the research has taken the help of the statistical data analysis method or tool. This was used by the researcher because the data which is collected was collected from primary sources from several participants or respondents. The quantitative data were collected from these sources of information.

Questionnaire Analysis of Workplace culture Employee Name-- Designation- Q.1 Do you think that the workplace culture or environment plays an important role in the retention of employees? Ans. Yes No Analysis- As per the analysis of most of the responses, it can be seen that the working environment plays an important as well as a crucial role in the retention of employees. The authors have further added that it becomes a prime duty of the organization or the management to make sure that their brand can create a great and suitable working environment for the employees as it has a great influence or impact on the retention of the employees (Fletcher, Alfes and Robinson, 2018). As per the participants, the brands have a great chance of retaining their employees if they become successful in providing their employees with an effective and efficient working environment or workplace to work in. This will make them motivated and hence it will help the brand in keeping them with the organization for a longer period. This will help the brand in reducing the amount which will be required in the process of hiring as well as training the new employees or the individual that the brand is planning to take on board. Q.2 Do you feel that the current workplace cultures at your organization are much more effective as well as efficient? Ans. Yes No Analysis- According to the above chart, it can be seen that most managers think that their brand is having a proper working culture and are effective and efficient enough. As per most of the participants, it becomes an important factor for the organizations or the brand to make sure that they can make suitable changes in the workplace of the organization to make sure that their employees are satisfied and motivated in a manner that will help the brand in retaining their employees for a longer period. Q.2 Does your brand focus on making your employees happy? Ans. Yes No Analysis- According to managers, their brand is working effectively and efficiently in making their employees happy by providing them proper motivation with the help of proper training and development, and the ones who do not think are the ones who are not happy with the process themselves and think it can change to something better. As per most of the respondents, training and development of the employees play an important and significant role in keeping the employee motivated as well as satisfied with the brand helps the brand in making sure that they can keep the employees for a longer period and will able to make them much more effective and efficient as well as enhances the productivity of the employees that will automatically enhance the quality of work that is being completed by the employees that are working for the brand (Ali and Anwar, 021). The training and development process will help the brand in making the employees develop those skills that are required in them by the organization or by the brand in which the employees are working. Q.3 Do you have the proper policies to solve the problems of the employees? Ans. Yes No Analysis- According to the above observation, it can be observed that most managers think that their organizations have the proper policies that will help them in solving the problems of the employees while some of them think that the employees do not trust their policies and they do not reach out to them if they are facing any problem currently. Q.4 Do you think that the policies related to the workplace culture should be changed by the upper management? Ans. Yes No Analysis- As per the above analysis, it can be analyzed that most manager thinks that these policies are working perfectly with their organizations and they might not need any changes soon but some of them who are not happy wants some changes in the policies that are made by the managers. As per some of the participants, their brands are having a policy that says that the participation of the employees will be helping the brand in keeping its employees motivated and satisfied within the organization. The organization or the brand has made sure that they can make their employees give their ideas in several important decisions and has made sure that they are more and more eager to share their opinions on different aspects or on solving different problems that might affect the productivity of the organization. The organizations have made sure that they can give proper importance to the idea that is being provided with the proper recognization so that the employees are much motivated towards finding a new way or the methods that will help the brand in achieving their goals and objectives in a most productive as well as effectively and efficiently to make sure that the brand can retain their employees as well as the talent that are working with the brand.

These are some of the findings that are there that have been gathered from different sources or from different journals as well as the articles that were being published by several great authors as well as researchers.

Effectiveness

The research or the survey method that was conducted has been turned out to be very much effective and also helped in clearing out the doubts that whether the organization should focus on developing a better working culture for the employees and how effective the workplace is there at their organizations.

The effectiveness of the survey can be judged by the short analysis of the above data that is collected through the survey method.

Motivation is one of those keys that makes the environment of the workplace suitable as well as appropriate for the employees that are working in the organization and especially for the organization. According to the findings, it can be said that the retention of employees can be effectively and efficiently managed with the help of an effective and efficient working environment. This has a great influence or impact on employee retention and somehow it is depended on the workplace environment that one is getting. As per the findings, there are several ways in which the brand can easily make a suitable and appropriate for the ones that are working with the brand. According to the finding, these methods or the ways are the reward and recognization method, training and development method as well as the method of increasing the participation of the employees in the decision making of the organization. These all ways or methods are linked with the motivation of the employees that help the brand in making a great and suitable working environment for the employees. Motivated employees become more productive toward the brand and also their loyalty to the brand increases and which will help the brand in keeping their existing talent for a longer period with the brand. It can also be seen that retaining most of the employees for a longer period will help the brand in reducing the cost or the expenses that will be required to make sure that they can hire and train their new employees.

Rewarding the most effective employee will create great energy among other employees too will help the brand in making their employees as well as the working area much more productive will help them in keeping their employees stay with the brand for a longer period. The employee will feel that their efforts are recognized and they will be happy to work with the organization for a longer period.

Alternatives

One alternative that can be used will be the interview method that will help in face-to-face interaction and might able to check out if the managers are being pressurized or not and will create proper transparency in the answers of the participants (Adhabi and Anozie, 2017). as the sample size selected for the survey s limited and can be counted in numbers, then the interview method will become one of the best and the most suitable alternative for the selected method of collecting the data. This will help in building transparency in the answers which are provided by the participants and might build a great level of trust over the participants or the respondents. After choosing this method, this can be said that the answers might come differently and the answers or the responses might be different from the ones that have been collected with the help of the survey method. The main reason is that in the survey method, transparency can not be maintained and that level of trust can not be maintained that is maintained in the interview method. The participants will now be watched or analyzed faces- to - face that will help the researcher in analyzing the verbal as well as the non-verbal expressions of the individuals that are attending the survey or sitting as a respondent or participants.

Ethical consideration

This is that section of the research that will help the researcher in getting the proper idea about how ethically the research was conducted or how ethically the data was collected. While conducting the research or while conducting the survey several ethical things are there that has to be kept in mind. The ethical points that were considered during the conduct of the research or the conduct of the survey were: -

• Total privacy has been maintained regarding their identity as well as the individual answers that the participants have provided (Crockett and Maxwell, 2021). The identity of the individuals that have provided their responses was kept private during the conduct of the survey and will also be maintained afterward. None of the identities was leaked and will be leaked out not even to the bosses of the organization. There was complete privacy in the answers that were submitted by the respondents and the researcher has tried to keep them away at a separate place so that they can not be leaked out or accessed by any other unauthorized individuals.

• All the participants were asked about their consent even if it was a random sampling method and only proceeded if they are ready and do not have any problem answering. It becomes an important task for the researcher to make sure that the participants were asked about their consent related to attending the survey. This was also kept in mind properly and all of the individuals were asked for their consent before turning them into participants in the survey. There was no pressure on the participants or the individuals to participate in the survey and were only asked the questions or provided with the questionnaire once they have given their consent or said yes to their participation.

• The researcher needs to make sure about the health of the participants or the respondents who are attending the survey. It becomes the prime responsibility of the researcher to make sure no type of mental as well as physical pressure is there on the respondents to answer the question and should make sure that all of the participants are free to take exit from the survey at any time after giving a suitable or appropriate reason. The researcher should make sure that they are not forcing the participants to answer any question and might not give the answer if they don't feel like it. All of the participants, as well as the respondents, were safe and no harm was there to them physically or mentally during the process of the research they were free to leave anytime and were also not forced to answer. If they don’t feel like then they may not answer.

Limitations of the research

The above research also has several limitations like the questionnaire method that was used can be replaced with the interview method as it will help in the proper transparency of the process and will able to trust more on the results of the questionnaire that were answered by the managers (Buckley et al. 2021). Another limitation of the research is that the researcher has to make sure that the answers from the survey method have taken much time to provide with the responses of the respondents and the researcher has to make sure to send lots and lots of emails again and again to the respondents to take their responses. This has become a great time-consuming task that has affected the timeliness of the research and has also affected the results that are being provided by the respondents or the participants.

References

Adhabi, E. and Anozie, C.B., 2017. Literature review for the type of interview in qualitative research. International Journal of Education, 9(3), pp.86-97. DOI: 10.5296/ije.v9i3.11483

Alharahsheh, H.H. and Pius, A., 2020. A review of key paradigms: Positivism VS interpretivism. Global Academic Journal of Humanities and Social Sciences, 2(3), pp.39-43. https://www.gajrc.com/media/articles/GAJHSS_23_39-43_VMGJbOK.pdf

Ali, B.J. and Anwar, G., 2021. An Empirical Study of Employees’ Motivation and its Influence Job Satisfaction. Ali, BJ, & Anwar, G.(2021). An Empirical Study of Employees’ Motivation and its Influence Job Satisfaction. International Journal of Engineering, Business and Management, 5(2), pp.21-30. https://www.researchgate.net/profile/Kofand-Anwar/publication/350582297_An_Empirical_Study_of_Employees'_Motivation_and_its_Influence_Job_Satisfaction/links/6067a4b7458515614d2e4d78/An-Empirical-Study-of-Employees-Motivation-and-its-Influence-Job-Satisfaction.pdf

Alturki, R., 2021. Research onion for smart IoT-enabled mobile applications. Scientific Programming, 2021. https://www.hindawi.com/journals/sp/2021/4270998/

Barrett, D. and Twycross, A., 2018. Data collection in qualitative research. Evidence-Based Nursing, 21(3), pp.63-64. https://ebn.bmj.com/content/ebnurs/21/3/63.full.pdf

Bibi, P., Pangil, F., Johari, J. and Ahmad, A., 2017. The impact of compensation and promotional opportunities on employee retention in academic institutions: The moderating role of work environment. International Journal of Economic Perspectives, 11(1), pp.378-391. http://repo.uum.edu.my/26102/1/IJEP%2011%201%202017%20378%20391.pdf

Braun, V. and Clarke, V., 2019. Reflecting on reflexive thematic analysis. Qualitative research in sport, exercise and health, 11(4), pp.589-597. https://uwe-repository.worktribe.com/OutputFile/1493242

Buckley, J., Adams, L., Aribilola, I., Arshad, I., Azeem, M., Bracken, L., Breheny, C., Buckley, C., Chimello, I., Fagan, A. and Fitzpatrick, D.P., 2021. An assessment of the transparency of contemporary technology education research employing interview-based methodologies. International Journal of Technology and Design Education, pp.1-20. https://research.thea.ie/bitstream/handle/20.500.12065/3645/An%20assessment%20of%20the%20transparency%20of%20contemporary%20....pdf?sequence=1

Covella, G., McCarthy, V., Kaifi, B. and Cocoran, D., 2017. Leadership’s role in employee retention. Business Management Dynamics, 7(5), pp.1-15. https://www.researchgate.net/profile/Vikkie-Mccarthy/publication/322297243_Leadership's_Role_in_Employee_Retention/links/5a5168930f7e9bbc105434e7/Leaderships-Role-in-Employee-Retention.pdf

Crockett, R. and Maxwell, R., 2021, June. Ethical and privacy considerations of the marketing tactics used by some academic assignment providers: a case-study. In European Conference on Academic Integrity and Plagiarism 2021 (p. 87). https://www.sai.ucg.ac.me/dokumentacija/book_of_abstracts2021.pdf#page=87

Durazzo, A. and Lucarini, M., 2018. A current shot and re-thinking of antioxidant research strategy. Braz. J. Anal. Chem, 5, pp.9-11. http://www.brjac.com.br/artigos/2019-N20/BrJAC-2018-V5-N20-Point-of-View-A-Durazzo.pdf

Fletcher, L., Alfes, K. and Robinson, D., 2018. The relationship between perceived training and development and employee retention: the mediating role of work attitudes. The International Journal of Human Resource Management, 29(18), pp.2701-2728. https://publications.aston.ac.uk/id/eprint/29454/1/Perceived_training_and_development_and_employee_retention.pdf

Islam, M.N. and Islam, M.S., 2020. Data Collection and Analysis. In Islam and Democracy in South Asia (pp. 49-65). Palgrave Macmillan, Cham. https://www.forum-asia.org/uploads/wp/2019/08/education-final-press-NCJP.pdf

Jílková, P., 2021. Sustainable Corporate Strategy: The Role of Human Capital in the Time of COVID-19 Crisis. TEM Journal, 10(2), pp.699-706. https://www.researchgate.net/profile/Petra-Jilkova-3/publication/352083448_Sustainable_Corporate_Strategy_The_Role_of_Human_Capital_in_the_Time_of_COVID-19_Crisis/links/60d5eedc299bf1ea9ebe2f16/Sustainable-Corporate-Strategy-The-Role-of-Human-Capital-in-the-Time-of-COVID-19-Crisis.pdf

Khalid, K. and Nawab, S., 2018. Employee participation and employee retention in view of compensation. SAGE Open, 8(4), p.2158244018810067. https://journals.sagepub.com/doi/pdf/10.1177/2158244018810067

Kossivi, B., Xu, M. and Kalgora, B., 2016. Study on determining factors of employee retention. Open Journal of Social Sciences, 4(05), p.261. http://www.scirp.org/journal/PaperInformation.aspx?PaperID=66904&#abstract

Kundu, S.C. and Lata, K., 2017. Effects of supportive work environment on employee retention: Mediating role of organizational engagement. International Journal of Organizational Analysis. https://www.researchgate.net/profile/Saeid-Nosrati/post/Do_you_know_a_questionnaire_to_measure_organizational_engagement/attachment/5d3608dd3843b0b9825bd8a1/AS%3A783541675761665%401563822301910/download/kundu2017.pdf

Maaitah, A.M., 2018. The role of leadership style on turnover intention. International Review of Management and Marketing, 8(5), p.24. https://www.researchgate.net/profile/Ayman-Almaaitah/publication/327230878_International_Review_of_Management_and_Marketing_The_Role_of_Leadership_Style_on_Turnover_Intention/links/5b825b404585151fd13374aa/International-Review-of-Management-and-Marketing-The-Role-of-Leadership-Style-on-Turnover-Intention.pdf

Machila, N., Sompa, M., Muleya, G. and Pitsoe, V., 2018. Teachers understanding and attitudes towards inductive and deductive approaches to teaching social sciences. Multidisciplinary Journal of Language and Social Sciences Education (2664-083X, Online ISSN: Print ISSN: 2616-4736), 1(2), pp.120-137. https://conferences.unza.zm/index.php/mjlsse/article/download/94/99

Mölder, F., Jablonski, K.P., Letcher, B., Hall, M.B., Tomkins-Tinch, C.H., Sochat, V., Forster, J., Lee, S., Twardziok, S.O., Kanitz, A. and Wilm, A., 2021. Sustainable data analysis with Snakemake. F1000Research, 10. https://www.ncbi.nlm.nih.gov/pmc/articles/pmc8114187/

O'Mahony, T., 2021. Cost-Benefit Analysis and the environment: The time horizon is of the essence. Environmental Impact Assessment Review, 89, p.106587. https://www.sciencedirect.com/science/article/pii/S0195925521000378

Pandey, P. and Pandey, M.M., 2021. Research methodology tools and techniques. Bridge Center. http://dspace.vnbrims.org:13000/jspui/bitstream/123456789/4666/1/RESEARCH%20METHODOLOGY%20TOOLS%20AND%20TECHNIQUES.pdf

Prasetyo, I., Aliyyah, N., Rusdiyanto, R., Utari, W., Suprapti, S., Winarko, R., Chamariyah, C., Muninghar, M., Halimah, N., Aminatuzzuhro, A. and Indrawati, M., 2021. Effects of organizational communication climate and employee retention toward employee performance. Journal of Legal, Ethical and Regulatory Issues, 24(1), pp.1-11. http://eprints.uwp.ac.id/id/eprint/3058/1/effects-of-organizational-communication-climate-and-employee-retention-toward-employee-performance.pdf

Rakhra, H.K., 2018. Study on factors influencing employee retention in companies. International journal of public sector performance management, 4(1), pp.57-79. https://www.inderscienceonline.com/doi/pdf/10.1504/IJPSPM.2018.088695

Sellahewa, W.N. and Samarasinghe, T.D., 2021. The Factors influencing on students’ choice of undergraduate research project. http://dl.lib.uom.lk/bitstream/handle/123/16858/14.%202021_03_111.pdf?sequence=1&isAllowed=y

Shah, M. and Asad, M., 2018. Effect of motivation on employee retention: Mediating role of perceived organizational support. European Online Journal of Natural and Social Sciences, 7(2), pp.pp-511.

Singh, D., 2019. A literature review on employee retention with focus on recent trends. International Journal of Scientific Research in Science and Technology, 6(1), pp.425-431. https://www.academia.edu/download/60641051/5095_lit_review_paper20190919-118800-dzni7v.pdf

Song, D., 2018. Learning analytics as an educational research approach. International Journal of Multiple Research Approaches, 10(1), pp.102-111. https://www.researchgate.net/profile/Donggil-Song/publication/327834673_Learning_Analytics_as_an_Educational_Research_Approach/links/5bb40d22a6fdccd3cb8459e0/Learning-Analytics-as-an-Educational-Research-Approach.pdf

Vui-Yee, K. and Paggy, K., 2020. The effect of work fulfilment on job characteristics and employee retention: Gen Y employees. Global Business Review, 21(2), pp.313-327. DOI: 10.1177/0972150918778912

Žukauskas, P., Vveinhardt, J. and Andriukaitien?, R., 2018. Philosophy and paradigm of scientific research. Management culture and corporate social responsibility, 121. https://www.intechopen.com/chapters/58890