This is the start to my dissertation, I need the interview questions fixed,also the start of my dissertation and an annotated bibliography with 6 references pertaining to “the cost of employee turnover in hotels at the front desk night audit shift” Thanks
Richard Snyder WALDEN INSTRUCTOR MANAGER
RE: Discussion 1 – Week 6
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I recommend you take a look at some recent approved studies.
Some possible questions to ask would include things like this.
How do you measure, or otherwise assess, the effectiveness of this strategy?
What else might you tell me that would help me understand the strategies you use to retain night auditors?
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There is an overwhelmingly high rate of turnover in hotels (Ramall, 2014). Among all departments that exist in hotels, the front office desk has the highest turnover rate (Francis, 2017). According to the U.S. Bureau of Labor Statistics (2018), there was an estimate of 935,000 employee separations from hotels front desk in March 2017, and by April 2018 grew to 957,000 (U.S. Bureau of Labor Statistics ,2018).
The general business problem is that the high rate of turnover among hotel front desk positions may lead to poor customer service and lost profits. The specific business problem is that some hotel leaders lack strategies for retaining front desk night audit employees.
The purpose of this qualitative study is to explore strategies some hotel leaders use for retaining night audit employees. The population of the study involves hotels that have a low turnover during the night audit shift, in Virginia Beach, VA. The implication for positive social change is the availability of more jobs, job security, continued employment, which in effect improve standards of living.
What strategies do hotel leaders use for retaining front desk night audit employees?
Francis, D., & Les Roches Jin Jiang, L. R. J. J. (2017, July). Socialization and Friendship as the Panacea for Turnover in the Hospitality Industry. In ICICKM 201714th International Conference on Intellectual Capital Knowledge Management & Organizational Learning: ICICKM 2017 (p. 81). Academic Conferences and publishing limited.
Houghton, C., Casey, D., Shaw, D., & Murphy, K. (2013). Rigour in qualitative case-study research. Nurse Researcher, 20, 12-17. doi: 10.7748/nr2013.03.20.4.12. e326
Krstic, B., Kahrovic, E., & Stanisic, T. (2015). Business process management in the hotel Industry: A proposed framework. Ekonomika, 61, 21–34. doi:10.5937/ekonomika1504021K
Leite, N. R. P., Rodrigues, A. C. D. A., & Albuquerque, L. G. D. (2014). Organizational commitment and job satisfaction: What are the potential relationships? Brazilian Administration Review, 11, 476-495.doi: http://dx.doi.org/10.1590/1807-7692bar2014276
Lewis, S. (2015). Qualitative Inquiry and Research Design: Choosing Among Five Approaches. Health Promotion Practice, 16, 473-475. doi: 10.1177/1524839915580941
Ramall, S. (2014). A review of employee motivation theories and their implications for Employee retention within organizations. Journal of American Academy of Business, 5, 52‐63. doi:10.1108/IJOA-08-2015-0900
U.S. Bureau of Labor Statistics. (2018a). Table 16. Annual total separations rates by industry and region, not seasonally adjusted. Retrieved from https://www.bls.gov/news.release/jolts.t16.htm