Turnover rate

Nowadays, employee turnover is a concern for managers as it is costly and can affect the production schedules (Taplin & Winterton, 2007). According to Afzaal and Taha (2013), the reason for people leaving the industry may be Job dissatisfaction, minimal degree of Job security, or other working conditions. The failure in success on employee Job satisfaction may be caused by many personal factors, such as attitudes, education levels, social network, parental support, and so on.

Thus, it is the time headed for Emotional Intelligence (E’). According to Dinnell (2007), there is no previous generation began their working lives moving between Jobs as frequently as Generation Y. This can be clearly seen in the current labour market. For example, if the work is not living up to Gen Ys expectations, they have the immediate intention to move to greater opportunities. However, Sunil et al. (2012) stated that turnover rate of employees in hotel industry is very high due to long working hours and low pay scale.

Despite of this fact, people would prefer to work in other service sectors such as anks, Airlines and so on as there will be superior remuneration provided in comparison to hotels (Sunil et al. , 2012). Thus, the hotel industries are currently facing difficulties in retaining Gen Y employees as they are unable to identify the factors which contribute to employee satisfaction and the resultant loyalty (Rahman et al. , n. d. ). As an example, the turnover culture recognised in the I-JK and Australian hospitality industry by Deery (2002) as cited in Solnet and Hood (2008) found some rates as high as 300% per annum.


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