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Why are they leaving?’ STUDYING COLLECTIVE TURNOVER AND ITS ANTECEDENTS IN A PRODUCTION CONTEXT
This research contains the answer on the following research question ‘What are the most influential causes for the high turnover ratio of Comfoor?’. After identifying these causes, recommendations are proposed to reduce the turnover ratio. With a mixed methods approach using interviews, participative observations and a questionnaire, data was gathered based on a list of plausible causes distilled from theory. Four of these causes were deemed most influential, namely level of pay, leadership and management quality within Comfoor, the strength of the HR system and (resulting) culture, and the working hours that Comfoor uses. These results were transformed into three recommendations. First pay needs to be increased for production employees as this is a core reason for people leaving the organisation. Second, the style of leadership should be addressed and become more ‘people focused’ as opposed to the original ‘production focused’ style of leadership. As a third recommendation Comfoor should analyse the current values they espouse as a company. The recommendation is to formulate a message that Comfoor wants to communicate to their employees. The next step is to use this message as a guideline to align actions and behaviours with the message and create a coherent and consistent whole.
Faculteit der Managementwetenschappen