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How does organisational culture influence employee retention within a landscaping business?


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This research project set out to answer the question; how does organisational culture influence employee retention within a landscaping business? The purpose of this research project is to understand better the importance of culture and the part that it plays in retaining employees within a landscaping organisation. A qualitative method of five semi-structured interviews was used to gather data for this current research. Four themes identified from literature; Induction Programs and Training, Organisational Culture, Organisational Commitment, and Rewards and Recognition posed as the foundation for the research project. Key results found that a positive induction and effective training improves culture which has a positive influence on retention. It was found that clear communication of organisational vision, pay opportunities and events, positively influences culture, which improves retention. It was concluded that culture plays a significant role not only in retaining employees within a landscaping business but also attracting them. This research project recommends the modification of the current induction program to develop a clear training and advancement opportunity plan, to clearly communicate the vision and values of GGL, to develop a rewards system for employees based on work done and skill development, and to establish a social event plan. This research project provides the foundation for future research in this field specifying on landscapers within the organisation.
This research will lead to an understanding of the factors affecting the turnover rate of MasterHouse through secondary research, then researchers will collect data through quantitative research, and develop a strategic plan for MasterHouse to reduce employee turnover. The researcher will use questionnaires to investigate the HR strategies of MasterHouse and employees’ views on MasterHouse current HR process and policies.
This research will involve five factors that affect employee turnover rate: Long-term relationships, benchmark, work-life balance, talent management, rewards and motivation. The researcher then connected and compared survey results with information in the literature and developed a practical plan for MasterHouse to reduce employee turnover rate.

Item Type: Paper presented at a conference, workshop or other event, and published in the proceedings
Uncontrolled Keywords: business, human resources, employee retention, organisational culture
Subjects: H Social Sciences > HF Commerce
Divisions: Schools > Centre for Business, Information Technology and Enterprise > School of Business and Adminstration
Depositing User: Adrian France
Date Deposited: 26 Nov 2018 02:52
Last Modified: 21 Jul 2023 07:28

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