An Investigation into the High Turnover of Employees within the

Sri Lankan Hospitality Sector, Identifying What Methods of Retention

Should Be Adopted
Abstract
The research mission is to decide the motive for the excessive turnover of group of workers
within the Hospitality enterprise in Sri Lanka. ultimately, the hospitality industry in Sri Lanka
capabilities a large wide variety of employees who opt out. that is a negative aspect for assorted
corporations on this essential commercial enterprise, as they continue to want to spend
tremendous sources hiring new human beings to replace those who've left the agency. that is a
very high priced way, that's to take in the income of these groups. This task will choose out the
number one motivation for why extra employees surrender their procedures. To try this,
researchers will apprehend Sri Lanka's key insights into the holidaymakers' hospitality within the
enterprise. the solution to this target institution is basically based at the need to sell honesty
inside the responses provided.
Acknowledgements
Chapter 1

1.0 Introduction
on this ever-changing environment, human resource control plays a important role in coping with the
sources of employers and coping with employees inside the employer, not simplest in terms of
employers however additionally within the body of workers in which they paintings (Hassan, Hassan,
Khan and Nasser, 2011). employees are an vital asset to each organization, business enterprise and
company. In fact, the fulfillment of every organisation or enterprise depends absolutely at the
effectiveness of its body of workers (Samuel and Chipunza, 2009). An employer can incorporate
investments from an expansion of sources into its core businesses and sports, however fulfillment will
in the end not be performed without enormously sturdy human assets (Ton and Hackman, 2008).

There are several ways an employer or commercial enterprise can enhance employee productivity. this
may be thru everyday schooling programs, stability dynamics within the workplace, worker
empowerment, advertising and bonus schemes and greater. (Samuel and Chipunza, 2009). those
strategies and sports often require agencies to spend considerable assets to ensure that their people are
content material with their jobs and first-rate efforts to obtain the set up organizational desires and
goals (Glebes and container 2004). however, despite the above-cited efforts, corporations and
organizations nonetheless face the same old risk of excessive turnover, ensuing in low employee
retention costs. those factors have substantially hampered the achievements of businesses and groups
because they have got snatched their largest treasures, personnel (Angola, 2007).
1.1 motive of the observe
The primary motivation for this is the comprehensive evaluation of the key elements of the
Hospitality enterprise in Sri Lanka. primary one is the region group of workers turnover price is too
excessive. this may had been achieved, in standard, via Hospitality personnel who was in Sri Lanka
and searching out crucial insights on the price of maintaining employees within the enterprise. The
emphasis may be on figuring out the fundamental elements that result in excessive turnover of this
critical corporate employee. these past officers will clearly see the development of group of workers
turnover in the reception area of Sri Lanka. they'll provide a practical insight into what they want to
enforce which will increase the employee's reserve charge.

1.2 historical past of the Sri Lankan hospitality industry

The strong financial growth in Sri Lanka inside the early 2000s was critically interrupted by using the
global monetary crisis of 2008, affecting all sectors of the economic system, specifically inside the
hospitality industry. because of rising unemployment, tax increases, declining disposable earning and
declining tourist arrivals, the drop in domestic call for has led to the decline in home charges.

1.3 The importance of the look at

This studies may be very important as it recognizes the motivations for why there may be a excessive
turnover price in the Sri Lanka Hospitality industry. The examine will help manipulate HR managers
in Sri Lanka motels, particularly human resource managers in hospitality businesses. corporations in
this industry can do it
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discover in which they want to paintings immediately to reduce excessive group of workers turnover
prices and thereby keep on sources which might be regularly spent on opportunity and staff training.
employees can even benefit from this due to the fact corporations will awareness more on retention
and inspire employees to live inside the employer through multiple incentives which includes
incentives, empowerment, bonus packages, training and improvement. The findings can be delivered
into the famous literature where team of workers members flow and live in the hospitality enterprise.

shape of the research assignment

The research mission will anticipate a observe-up shape, bankruptcy, and documentation reviews
with a view to define the turnover and retention of personnel inside a Hospitality business. talk
factors that could help entertain high turnover of employees to your organisation and the sorts of
retention methods you may employ. chapter three discusses the strategies used to collect facts and
explains why you selected this approach. financial disaster 4, assessment and Survey results, will
examine the records generated from the questionnaire and country the findings. bankruptcy 5 will
summarize the findings, and advocate and advise extra observations.

Chapter 2 - Literature Review

Wood, Maculary and others (1989), have stated that when there is no motivation among the
employees and they are not satisfied the level of service provided suffers and ultimately lead to
dissatisfaction of guests. So according to this we can say that if a front office assistant decides not to
be friendlier with the guest because he doesn’t find it worth it, the guest might decide not to come
back to such facility.
Washmuth and Device (1993) writes that increase in turnover is generally because of employee
dissatisfaction from the present job and leads to attraction for different profile or industry, it is
also cited that can be one of the major reasons for the employee turnover.

Darmon (1990), states that as a result of high rate of employee turnover the productivity start
decreasing and leads the organization to poor performance.

Meyer (1993), says that employee turnover is more of a non-talked part of human resources and
it has a lot of negative consequences to the organization. These further result in unnecessary
monetary cost, waste of management efforts and demotivated employees. Hom and Griffeth
(1995) have been also found mentioning similar findings in many of his researches.

Himkin and Tracey (2000) states that cost of employee turnover is more for an organization in
comparison to the reduction in service quality due to that. It also leads to decreased morale of the
employees working in that organization, which results in demotivated employees giving inferior
service and the customers begin to fall.

Mullins (2000), observed that employee turnover leads loss of organizational costs of
advertising, interview time, administrative expensive, supervision and training. High employee
turnover effects motivation level of the employees working, as a result the organization faces
low satisfaction level of employees and low performance.

Walsh and Taylor (2007), in their study focused on advantages of employee turnover. They find
that it is a natural process of downsizing the workforce. But at the same time they find that due to
employee turnover the production and the profit of the organization is adversely impact.

Yang and Cherry (2008), wrote that when an employee leaves any organization there will be
loss of employees and that might affect the level of service provided.

1. Objective of the Study

The purpose of the study is to understand an empirical approach of a single objective that is to
investigate various factors considered by the Hospitalityiers about the impact of employee
turnover on Hospitality industry.

Chapter 3 Research Aims and Objectives

3.1 Research Objectives

This observes the awareness of the three major studies goals. these will provide satisfactorily
key and conclusive records, drawing clear snap shots of worker turnover and retention prices
within Sri Lanka's Hospitality and business businesses.

studies goal 1

The aim of the primary observe was to look for various factors that revealed higher group of
workers turnover prices inside the hospitality place of Sri Lanka. this will be achieved via
radical remark through beyond personnel of Hospitalitys inside the industry to decide what
causes low retention

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fee. The emphasis may be on developing a varied incentive for personnel on this industry to
inspire them to remain within the business enterprise (Nishii and Mayer, 2009).

studies purpose 2

the second research objective can be to explain the findings as a priority Hospitality service z1.
This presents a clean picture of employee turnover and retention charges in hospitality areas in
Sri Lanka. Emphasis might be located on studying the factors that affect the retention of rates
throughout the industry (Samuel and Chipunza, 2009).
 Research aim t3

The remaining research goal may be to become aware of some powerful retention techniques that
Sri Lanka's hospitality companies can use to significantly lessen worker turnover (kind, Duchy,
Michelson and Meyer, 2009).

Chapter 4 Methodology

4.0 Introduction
As described in Chapter 1, this research mission will fully acknowledge a thorough investigation
of the high costs of staff turnover in the Sri Lanka Hospitality industry. In addition, the research
mission will provide an innovative perspective on how hospitality companies must take to
increase staff retention costs. In order to achieve these goals, the right and most appropriate data
collection methods should be followed. In this way, researchers can have accurate and reliable
statistics applied in the assessment. Finally, it is possible to accumulate and analyze the correct
results to improve Sri Lanka's Hospitality company employee retention rate (Ton and Hackman,
2008).
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4.1 research philosophy

Research philosophy refers to the development of information and the nature of knowledge
(Saunders, Lewis, and Thpronhill, 2009, p. 107). Research philosophy is usually a belief or idea,
through the way of researchers to learn how to accumulate, analyze and choose the research
information, and finally derive the informed result.
Researchers can adopt three philosophical approaches, namely epistemology, ontology and the
final theory of value (Crossman, 2003: Saunders et al., 2009, p110 and 10).
The epistemological branch of philosophy requires researchers to conduct critical investigations
and decisions about the personality, starting point and underlying motivation behind the human-
owned professional knowledge. It seeks to establish a clear distinction between the fundamental
realities and the false aspects of human knowledge (Williams, 2001). Epistemology focuses on
positivism and realism. (Saunders et al., 2009, p112).

4.2 Information Technology Series

Record collection methods can be quantitative or qualitative, and quantitative records serve as a
synonym for "any statistical collection strategy for generating or using digital information
(together with a questionnaire or information evaluation process, including charts and static
information") (Saunders et al. Qualification is used as a synonym for any fact-gathering strategy,
including interview or information evaluation techniques such as generating or using records of
non-numerical information
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To get the most accurate and reliable results, researchers rolled out a series of statistical
techniques from power supplies 1 and 2. The second supply of this study includes literature
review and previous research results. The benefit of using secondhand statistics is that it is
effective when others have completed the survey and their mileage has been dissolved. However,
supply number 1 became a questionnaire, which was used to accumulate important information
for participants in the research mission. The questionnaire used is tailor-made for all key
listeners to ensure that it adds an appropriate question so that researchers can rely on the answers
for stable and real purposes.

Questionnaire layout
The questionnaire is a fixed way of carefully selecting questions and often has several options
for observing or investigating individuals to arrive at their comment on a particular topic (Brace,
2008). There are several worthwhile and detrimental aspects of the use of questionnaires to
collect information;
The merit of the questionnaire
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First of all, the principal attaches great importance to the questionnaire. It may also be used to
get a large amount of records from a large pattern size in a relatively short period of time. This
makes it quite effective in a large research risk. The impact of the questionnaire on the
effectiveness and reliability of research techniques is often small, as participants can only choose
their choice from a given set. Positivists have provided concrete evidence to establish that
questionnaires are the best information strategy in trying to speculate or to grow new theories
(Brace, 2008).
Danger
A major drawback of the questionnaire is that it may not be certain whether the solution provided
by the participants is real or not. In addition, due to the use of taller members in research
activities, the questionnaire is usually no longer used seriously (Samuel and Chipunza, 2009).

Questionnaire Management
The questionnaire used by this research company is self-service and completed with the help of
online participants. The researchers contacted good friends, and most of them knew that staff in
Sri Lanka had worked and asked them if they would like to participate in the investigation and
asked them to send the hyperlinks to their friends or colleagues who, through private email or
any They think the right way. In addition, there is a link on Facebook that requires all those
staying in Sri Lanka to take part in the survey. The choice of these technologies is based largely
on the desire to get more information about the high labor costs of high-profile employees in the
Sri Lanka Hospitality industry.

4.5 Effectiveness and reliability

For each research firm, it is important for researchers to simply be valid
And reliability. Reliability refers to "the amount of your tactical series of strategies or analyzes"
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Process will produce consistent results "(Saunders et al., 2009, p158). Validity Once again"
worries whether the findings clearly show how they are
About. "(Saunders et al., 2009, p 158).

This is mainly because university students, other researchers, and others in the future will use the
maximized research project to make the right conclusion on this issue. In this exact research
assignment, statistics from expatriate motel staff in the Sri Lanka Hospitality industry may be
used by other undergraduates and key business stakeholders in future trend studies. Traders can
use the facts contained in this research task to make informed business decisions. This actually
proves the necessity of validity and reliability at some point throughout the research risk
(Golafshani, 2003).

population of the take a look at

Civilians can be defined as a particular category of a particular geographical location or of the
total species of an organism. As an example, a town's population defines the total number of
people living in towns. The species in this case are human species and the specific geographical
area is town (Preston, Houseline and Guilt, 2000). The target audience for this research mission
became a Hospitality staff member in Sri Lanka who would like to participate. The main reason
is because it is very clean for these
Employees treat each other candidly because they do not have to worry about retaliation or
differences
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This is a fantastic way given the truth and honesty will provide the Sri Lankan hospitality
business with the right results. Those who exceeded their staff were asked to fill out the
questionnaire so that their expertise was satisfactory. In this way, they provide important
statistics on research tasks. The online survey did a great job of serving employees through the
web. This suggests greater participation (Meier and Heckling, 2008).
4.6.1 Sample
The model is a predetermined part of the research in which researchers provide important
statistics. It respondents and contributors to the study (Kortrijk and Higgins, 2001) are essentially
a statistical civilian. As the above phase recognizes, the pattern of this research may outweigh
the Hospitality staff in the Sri Lanka Hospitality industry.

Pattern size
Invitations to Invitations have been sent to all employees who have been voluntarily required to
provide useful facts to facilitate the completion of the research mission. In the long run, 39
prospective respondents provided researchers with appropriate records in the hope of inferring
the cost of excessive employee turnover in the industry. Of the 39 respondents, 42% were males
and 50% were females (Tackett, 2004).
sample method
Sampling techniques are probabilities and non-probability sampling. The sampling method
adopted by the research enterprise is non-probabilistic. Non-opportunistic sampling offers a
variety of opportunity strategies to pick a sample based entirely on subjective judgment
(Saunders et al., 2009, p. 233), which means that there is no possibility of meeting the model
used in this study. Has become a simple voluntary. Researchers use many different techniques to
obtain samples, including self-selection patterns, purposeful sampling, snowball sampling, and
comfortable sampling (Saunders et al., 2009, p.237.) Researchers want to engage Voluntary and
viable.This is why self-sampling has become an advantage.2 Autonomous choice of sampling is
done by allowing men or women to opt in
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Study (Saunders et al., 2009, p. 241). Outside the Hospitality staff in the Hospitality industry in
Sri Lanka, they may voluntarily participate in research missions.
In this way there will be no coercive means for participants to participate. As a result, honesty
and credibility have risen while surpassing the questionnaire filled by employees. Another
sampling method that researchers have taken to facilitate sampling because of their
inaccessibility is limited time to research. Consistent with Saunders et al. (2009, p. 242)
"Convenient sampling involves deciding the easiest way to achieve your model."
This sampling method is adopted because it guarantees voluntary participation, as coercion often
ends with the provision of false information ... This increases the effectiveness and reliability of
the results received by the entire record-keeping department. (Bryan and Bell 2011).

Pilot checking out

A pilot test is pending prior to the investigation. The main goals of this pilot inspection process
have changed to ensure that the records collected are correct and the retrieved statistics become
reliable. This is crucial for improving reliability and feasibility. An online survey of respondents
from the Internet site www.surveymonkey.com and the Sri Lankan hospitality industry found
that it was indeed possible to respond to the fact-series strategy and that the retrieved statistics
could be used to make strong and reliable results (Van Teijlingen and Hundley, 2001).
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4.7 ethical concerns
This research venture takes all the activity to its full potential to promote ethical behavior. First
and foremost, researchers ensure that there is no prejudice in the selection of an individual. In
this way, the effect is unpredictable, surprisingly reliable. Second, the individual is completely
covered up. The whole process kept their privacy. The questionnaire now does not require
individuals to disclose any personal statistics. The answer is safe, all the information will only be
saved during the study, it may be destroyed, and the questionnaire has no name. This study is
most convenient for my Master of Human Resource Management. All of these measures are
designed to ensure that all ethical issues are taken care of (Gregory, 2003).
4.8 Bias
Just like any research, it is important to take prejudice and researchers enter the field of research
with an open mind. However, some questions and statistical explanations may constitute some
bias. Examples of researchers attempting to get rid of prejudices at all levels of research ...
Anonymity has been transformed into a consistent (Sic, 2006).

4.9 Barriers to research

As expected, there are some obstacles to this research mission. 1 is the fact that it focuses on
Hospitality staff outside the Hospitality industry in Sri Lanka. In addition to the current situation,
the effectiveness of these border-level results across the country. The second inconvenience is
that the length of the sample is really small because the observation is to find out the factors that
have caused the churches in Sri Lanka to spend too much to drain workers. If more people were
involved in the past, more important facts might have been collected. However, even with a
small pattern, the consequences are still accurate and the state of the event is repeated (Reiter,
2010).
Chapter 5: Results and Findings

Presentation of Findings

5.0 Introduction
This bankruptcy will carefully analyze the results received in these studies. It will present the
results in a systematic manner, making it more difficult for researchers to gather conclusive and
informative conclusions about the labor costs of high-profile employees in the Sri Lanka
Hospitality industry. The key key data came from 39 participants who volunteered for the study.
The questionnaire has done incredible work in purchasing these statistics from individuals, so
researchers can use it to determine the factors behind the low cost of staying stranded in Sri
Lanka's accommodation. The following is a comprehensive presentation of the consequences of
each question received after the participants provided their insights through a questionnaire. All
39 respondents in the study were former employees in the automotive industry.

Impact of Employee Turnover on Hospitality Industry

Based on the secondary data 10 variables were identified to know the impact of employee
turnover on Hospitality industry. Through structured questionnaire respondents were asked
questions on five point likert scale. Factor analysis method is used to reduce these variables to
limited number of factors. The analysis is done with the help of rotated component matrix. Thus
reducing 10 variables to underlying 2 factors these are:

Table 3: Rotated Component Matrix for the impacts of employee turnover on Hospitality
industry
Rotated Component Matrix
Component
Impact of Employee Turnover on Hospitality 1 2
Low rate of the coordination in the staff .908
industry:
Downfall in the market image .899
Lesser guest satisfaction .895
Low rate of guest arrival .828
Lower motivational level .808
Poor performance .786
Reduce uniformity in services .744
Monitory loss .725
Low rate of productivity .693
Wastage of time and money for re recruitment .523

Factor 1: Low level of coordination, low satisfaction of guest and low rate of guest arrival- Four
variables have been found in this factor and it reflects Low rate of the coordination in the
staff(.908) , Downfall in the market image(.899) , lesser guest satisfaction (895) , and Low rate
of guest arrival (828).

Factor 2: Organizational performance downfall- Six variables have been found in this factor and
it reflects Lower motivational level (.808), Poor performance (786), Reduce uniformity in
services (744), Monitory loss (.725), Low rate of productivity (.693) and Wastage of time and
money for re recruitment (.523).
Chapter 6: Analysis and Discussion of Findings

6.0 Introduction
This chapter will recognize the many findings that have been deduced from the results mentioned
in the previous chapter. A basic analysis of the impact will be carried out on the first justification
of providing valuable insights on the subject. As a result, researchers will gain insight into the
root causes of over-employee turnover in Sri Lanka's hospitality industry. The following factors
have been found in the results;

Motivation
For a time to encourage employees to no longer be the most effective in enhancing their ability,
but also to cultivate super-painting and group painting. Motivation is important in all operating
environments. In fact, one of the main determinants of employee loyalty to the institution
(Rainfall, 2004).

The inferred effect from the questionnaire mentions the low motivation stage in their former
office. In some cases, staff motivation does not exist. Above all, it is important that these former
employees undoubtedly over-worked and that 48.7% of the employees mentioned that what they
did was simply not feasible.
6.2 work is stable
The second major factor identified from the responses provided in the questionnaire is the
balance between work and life. Interviewees said they worked for a long time and weird times,
inhibiting their social presence. Obviously, there are various kinds of contradictions when
employees and their supervisors or team leaders are present at work hours. For businesses and
businesses, it is vital that bending working hours allow employees to revel in their social life.

This includes several good times that allow them to spend time with relatives and friends (White,
Hill, McGovern, mills and Seaton, 2003). However, from the questionnaire survey, the
maximum working hours of employees, social time, so missed the social life.
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6.3 Wages
There are other issues that have become prominent in my reply. At the beginning, they
responded strongly and asked whether the remuneration they had received from their previous
work was sufficient. Here, about 40% of the people disagree with each other and express unfair
compensation.
Similarly, others say wages can not be paid on time. These surprising incentives have a negative
impact on the overall performance of these people in the long run. In fact, salaries and unfair
payments make a big contribution to low employee retention costs (Dulebohn, Molloy, Picher
and Murray, 2009).

Chapter 7: Conclusion

7.0 Introduction
This research has already pointed to many factors in the high cost of employee turnover in the
Hospitality industry in Sri Lanka. The main reason is the lack of prominent
motivation. The reporters showed the non-life of incentive programs
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Their previous office activities. Executives are no longer encouraged to bring their teams closer
to meeting their goals and targets. They no longer price staff inputs, nor do they reward workers
for their morale through appropriate benefits. There is no education program to increase the
staffing of these employees. This supports these people in search of a higher place of work. This
has led to low worker retention fees.

7.1 Past literature review

A thorough evaluation of this well-known past literature shows a very interesting element.
Human resources practices within an organization are fully responsible for ensuring the
employee's satisfaction. If HR fails to perform intermediate functions or is useless, the
organization is likely to experience excessive staff turnover costs. Therefore, the literature shows
that agencies have to work hard to draw a strong HR team. In doing so, they will avoid the
disadvantages of lack of talent and lack of motivation. This is the simplest way that the turnover
rate of employees in the Hospitality industry in Sri Lanka is high, which may be significantly
lower (Deer, 2008).

7.2 Statistics on turnover rate of over-staffing

Quite a high quotation of employee turnover has a negative impact on the company's budget.
According to the CIPD (2004) survey, about 4,800 pounds are required to update employees
leaving the business. This fee is related to recruitment, selection, entry and management costs.
Other direct costs include advertising and a CIPD. At such rates, companies with high employee
turnover spend large amounts of financial assets hiring new employees. The same survey also
found that it needed one
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The cost of updating supervisors or specialist staff in the organization is estimated at £ 7,000.
These are staggering numbers, and businesses should paint to keep their workforce. In this way,
they will be far away from causing these extra prices (Atkinson and Williams, 2003).

7.3 Employer-organization relevance

By integrating the skills provided by this research project, businesses in Sri Lanka's Hospitality
industry will increase their savings. Some of their assets may be used on other possible projects,
in addition to recruiting the most recent ones to replace those who have already left. In addition,
more time can be spent on developing a fairly green person, ensuring that all your organization's
wishes and goals are achieved. However, these companies must also understand the costs
associated with employee retention. Just like any other item, people are a key investment for
these companies. Agency agencies in the Sri Lanka Hospitality industry have spent considerable
resources to improve the staff's ability to enhance their productivity (Blake, 2006).

In order to maintain their personnel, these organizations must devote their money to a package of
training and development that provides them with attractive salaries and blessings and offers
them the possibility of career advancement. All of these campaigns require huge monetary
assets. However, having the right skills and inspiration will generate additional rewards for the
company to make it more valuable (Wiesenberger, Stinglhamber, Vandenberg, Sucharski &
Rhoades, 2002).

7.4 Tips are based primarily on the findings

This phase of the research project will provide a compelling conclusion that summarizes the
inferred results at some stage of the project. The point may lie in determining whether the
research questions raised at the start of the study are satisfactorily answered.
The findings of the questionnaire used in the study carried out in the Hospitality industry in Sri
Lanka showed the following as the main motivations for excessive staff turnover; the
stabilization of wages and working-lifestyles and the lack of motivation were among Sri Lankan
hospitality staff in-house The main factor in the high turnover rate (research goal 1).
There is a direct relationship between the factors mentioned above and the behavior of persons in
the hospitality area in Sri Lanka (Study Objective 2).
Workers' education, delegation of authority, positive pay, reward packages and sooner or later
career development are the best techniques for promoting over-retention of staff in the
Hospitality industry in Sri Lanka (Study Goal 3).

7.4.1 Painting - Stable lifestyle

In the research mission, most of the 39 respondents emphasized that the balance between
painting and lifestyle has become an important issue. People are social creatures, take time to
relax, and engage with friends and family. While this is dampened by the promise of painting,
stress is inevitable. Those who draw a long, non-social time frame tend to be inclined to add a
variety of social issues resulting from desperation and prolonged publicity to a series of similar
activities. As mentioned earlier, hospitality businesses are created by organizations that serve
their customers 24 hours a day. Sometimes people stand up to such burdens and overwork.

7.4.2 Motivation
Motivation has become even more absent in groups that the respondents have worked hard for
before. Without employee motivation, the employer or organization is doomed to failure.
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Employees need constant motivation to improve their performance and instill some of the key
capabilities available to them in fulfilling their central responsibilities and obligations. In fact,
the motivation of employees within a Hospitality business is a key determinant of the company's
fulfillment. This is usually due to the employee's service to the customer without delay.
Employees are encouraged to usually prefer to provide outstanding and excessive service to their
customers to ensure that they are back on the shop floor to protect their loyalty. Judging from the
responses provided by respondents, they found the work less motivated than ever before
(Cadwallader, Jarvis, Biter and Nostrum, 2010).

A significant proportion of respondents were not presented with the possibility of schooling and
improvement in order to beautify their abilities and even operate for their former company. In
addition, they have been overworked. The overall perception of respondents is that their skills
and expertise can no longer be effectively used in the workplace. They have been underestimated
and underrated.

All of this is a catastrophe, and people are sure to leave such services as employers. This is one
of the main motivations for high employee turnover at this key organization (Salinities and
Boris, 2008).

7.4.3 Wages
Subsequently, the challenge of the study found that wages in the Hospitality industry in Sri
Lanka were a major factor in their reluctance to work with their respective organizations over the
long term. Respondents expressed concern about the amount of income they received and how
they got their money. They firmly believe that their investment in the work should get a higher
return.

In addition there are some cases of default in wages. All of these factors affect the determination
of employees in the direction of painting. In fact, these factors may force employees to start
looking for other valuable employment opportunities in different organizations, thereby
increasing employee turnover costs (Loren and Stay, 2011).
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One way to solve this problem is to re-examine the remuneration packages of employees in these
hospitality companies. According to their investment in business, must be given the appropriate
level of wages.
7.5 fate research tips
This study is absolutely an analysis of the super-staff in Sri Lanka's resorts. Although the
retrieved records have become very useful, it is based on the fact that the industry goes beyond
employee debt. In order to learn about the modernized hospitality industry in Sri Lanka, different
research projects should be published to determine their perception of the lost staff costs. Further
consideration can be given to the age at which people enter, as they age as they feel their careers
have shortened, and replace predecessors who believe in lifestyle. Will the hospitality industry
attract additional young people as they usually move from one company to another? In addition,
most participants are girls because her mileage reflects gender in the business or does not work
in concert or part-time with girls who may be concerned about their responsibilities. In addition,
there are extra girls in the organization because they think they need to leave due to unfriendly
working hours. These figures basically determine the accuracy of the results inferred from the
research task.
 Chapter 8 Reference List

 Atkinson, J. and Williams, M. (2003). “Organization perspectives at the recruitment,

retention and advancement of low-pay, low-repute employees”. Government leader
Social Researcher’s workplace, United Kingdom.

 Beam, B.T and McFadden, J.J. worker advantages, 6th ed., Chicago: Dearborn alternate
Publishing,

 Brunette Y and Farr-Wharton R (2002). “Using social identification concept to explain

the process pride of public area employees”. Worldwide magazine of Public area control
15 (7):pp.534-551.

 Bryan, A. and Bell, E. (2011) business studies techniques. 3rd ed. big apple: Oxford
university press.

 Chartered Institute of employees and development (2014) employee turnover and

retention 2014 CIPD, London. (on line) available from:http://www.cipd.co.united
kingdom/hr.- sources/factsheets/worker-turnover-retention.aspx