Final Paper Research Example | Topics and Well Written Essays - 1250 words - 6

Final - Research Paper Example While he thought that the theory would reconcile religions and cultures, they all turned against such civilization in unity; no religion has ever embraced Evolution. There still exists a rift in the theories and myths of origin of man and death. The aim of this paper shall be to critically discuss the topic origin and death of man from the various aforementioned perspectives. By so doing, a clear comparison or contrast among different ideologies and myths shall be exposed. One of the objectives is to compare how the topic has also been discussed by Benton Banai (The Mishomis Book), Rainey Gaywish, Dr. Brian Rice (Seeing the World with Aboriginal Eyes), and Vine Deloria Jr. (God is Red). Another objective would be to approve or disapprove the mythology and theories on the origin of man. The origin of man has usually been discussed on the platforms of Creation and Evolution theories. The beliefs and myths of the Aboriginals have always been sidelined by many philosophers and scientists. In as much creation and evolution seems to be the most universalized and civilized approaches, the Aboriginals are quite rich cultures and myths that need to be understood, as Benton Banai and Vine Deloria describe in their books. Evolution, offers that all living organisms originated from a common ancestor. Evolution has been defined as the gradual genetic change that the species usually undergo due to the environmental pressures. The DNA, a vital element of the animal cell, has taken all the living creatures to a single common ancestor. Most animals share the patterns of their DNA. This was before the evolution took place. The evolution eventually took place and the organisms have been biologically and geographically separated from each other. Evolution took place in three different forms. These are: Gradualism, Speciation and the Natural selection. In gradualism, the species take several generations to attain the desired change that will enhance their

Comparison between Adele Ratignolle and Mademoiselle Reisz Essay

Comparison between Adele Ratignolle and Mademoiselle Reisz In order to help to get a point or idea across it is not uncommon to provide two stark contrasts to assist in conveying the point. Writers commonly use this technique in their writing especially when dealing with a story that concerns the evolution of a character. An example of such writing can be found in Kate Chopin's The Awakening. The novel deals with Edna Pontellier's "awakening" from the slumber of the stereotypical southern woman, as she discovers her own identity independent of her husband and children. In order to illustrate the woman that Edna can become in The Awakening, Chopin creates two opposing forces Adele Ratignolle and Mademoiselle Reisz for her best friends that not only contrast each other but also represent different genres of women in Creole society. Adele Rataignolle serves as not only the epitome of the nineteenth-century woman but as Chopin's model of the perfect Creole "mother-woman". Adele's gold spun hair, sapphire blue eyes, and crimson lips made her strikingly beautiful even though she was beginning to grow a bit stout. A devoted wife and mother Adele idolizes her children and worships her husband. Her days are spent caring for her children, performing household duties, and ensuring the happiness of her husband. Even while vacationing at Grand Isle over the summer she thinks about her children and begins work on creation their winter garments. As a matter of fact sin...

Executive Summary: Compensation and Benefits

Executive Summary: The purpose of this paper is to highlight the best practices followed by HRM and to acknowledge the importance of compensation and benefit strategies used in organizations all around the world. Compensation and Benefits are used by different organisations globally to attract, motivate and retain their employees. This paper contains a case studies, summary and analysis of academic journals and books to understand the latest trends in compensation and benefits field.The three primary components which are used in designing a strategic compensation plan are listed. During the course of the paper, it discusses how the compensation and benefit strategies can be tailor-made for the different generations joining the workforce, and how these strategies are used in the organisations. Further, this paper highlights four different case studies giving the reader insight on the different ways compensation and benefits schemes were used by organisations in different scenarios.In this present day circumstances, with employees having access to all kinds of information regarding salaries, wages and benefits of other companies it is extremely important for any organization to have a fair and an attractive compensation system in place. Introduction: Employees are the most valuable assets of any organization. The main purpose of human resource management (HRM) is to manage the development and performance of people employed in an organization.Some of the significant tasks of HRM comprise of attracting and retaining employees with the right skills and abilities, match people to the right positions within an organization and to align employee’s goals and objectives with that of the organizations. All these key tasks are directly or indirectly affected by compensation and benefits plan which the human resource management decides. Compensation and benefits redefines value and success in any workplace.An efficient compensation and benefits strategy is seen as an opportunity by organisations to differentiate themself from their competitors, who may otherwise take away talented workforce. Hence, organisations need to know the evolving needs of the working population to make sure they offer the most competitive package. This paper adopts a general approach which may be relevant to number of different organizations or industries and discusses how the new generation workforce is making an impact and forcing organizations to change their traditional compensation strategies.This paper also examines how companies located in different sectors and countries look at compensation and benefits aspect of human resource management, to attract and retain their highly qualified staff. Finally the paper summarizes and analyses few articles related to HR practices in compensation and benefits, and see if they fit into organizations seeking best practice. Compensation and benefit strategies for current generation workforce: Compensation is a major driver in t he success of any organization and it is also true that it is one of the highest expenses for an organization.Therefore, compensation is always under heavy scrutiny by the top executives of a company. Compensation is not only carefully analysed by the management, but also analysed by employees and prospective employees. If properly executed, effective compensation design can improve organizational effectiveness, support human capital requirements of the organization, and motivate the employees to achieve key corporate strategic and financial goals (Ellig, B. R. 2007). Effective compensation and benefits strategy is no easy task, especially with the large organizations and ever-changing demands of the workforce.To construct the most attractive compensation and benefits package, organizations must now tackle the fundamental landscape change in workforce requirements and demands. Employees born in the 60s and 70s (generation X) have ceded place to a new generation of workers (generatio n Y). A flexible approach to compensation and benefits is now required to satisfy the different priorities of these generations. ‘Planning for the future’ has long been the motto governing Generation X’s approach to their careers and so, traditionally, a generous pension provision compensation plan has been the key to attracting workers.But for Generation Y, priorities have changed. For instance, in a research conducted last year, just 4% of 16-24 year olds were attracted to their employer because of their pension contribution, compared to 17% of 45-54 year olds (HR magazine, March 2011). Certainly, younger workers are increasingly questioning the customs and traditions of the workplace and now those same pension plans which were previously considered as synonymous with security, are now regarded as unstable.In present day environment, employees have become much more educated on the possibilities available to them with sources like online salary calculators, indu stry chat rooms and so on (Schneider, B. , & Paul, K. B. 2011). Employees now know more about current market pay levels, new opportunities and how to successfully negotiate compensation packages. Keeping these changes in mind organizations include many other noncash components to the potential cash components to come up with a fair, competitive and an attractive compensation program (Schneider, B. & Paul, K. B. 2011). Employee benefits are indirect forms of compensation provided by the organizations to their workforce as part of an employment relationship. The competition for quality employees in today's market is tough and employers must do more than just offer a fair salary to compete for the best employees. Employees also look forward for a good benefits package; in fact employees have grown accustomed to generous benefits programs, and join an organization expecting them.Employee benefits exist in organizations all around the world and the levels and range of these benefits vary between countries. Some of the benefits companies offer can be like company accommodation, company provided vehicles, health insurance, retirement benefits, easy loans, travel benefits, workplace flexibility, work-time flexibility and so on. (SHRM, 2011) Compensation and Benefit strate gies used in organisations: As per Kevin O’Connell, there are three primary components in a strategic compensation plan. First, building a solid foundation for the plan to understand the business strategy is required.Where the company is now and where is it heading to in the future, what are its short term and long term goals. This will provide the necessary information needed to construct a solid framework for the design of a compensation plan. Second, understanding organizational capabilities and how the role of compensation plays a key role to achieve organizational goals is critical. This will provide an excellent understanding of what positions are the most critical to a company's future success and the various compensation options available to motivate employees to achieve this success.Third, aligning compensation with human capital management initiatives will help develop a plan that allows the company to successfully recruit and retain employees (O'Connell, K. 2007). We will see how different organizations have overcome significant business challenges by re-evaluating and strategically designing new compensation plans. By striking the right balance between organizational goals and employee needs, compensation plans can play a major strategic role in the success of a business. Jamba Juice case: Jamba juice was founded in 1990. It is a leader in blended-to-order fruit smoothies and fruit juices. Source: http://www. jambajuice. com/) Since its inception, it found employee retention as a major problem. It was located in San Francisco bay area and therefore the employees had more options with other employers situated there. A lot of these employers were technology bas ed and offered more generous financial benefits than the food retailer. To tackle this problem, Jamba Juice introduced a compensation plan, called ‘J. U. I. C. E plan’ which allows the general manager to receive a percentage of store’s cash flow depending on their business’s final performance. It allows manages a share in the profits over a period of three years.When the general managers increase the year-to-year sales, money accrues in a retention account, which is payable only in three year cycles. This retention account not only provides short term retention benefits, but also incentives to stay with Jamba. Also, executives at managerial positions are offered stock options. And, when assistant managers are promoted, their general managers also receive a cash award of $ 1000 for their development efforts. In a highly competitive industry Jamba was able to successfully reduce turnover. (Mello Jeffrey, 2011) The MAERSK way:MAERSK not only rewards absolute performance but also focuses significantly on performance relative to peers, says Alex Penvern, Global Head of Group Compensation, Rewards and Executive HR. This had not always been the case. Less than five years ago, rewards in the company were characterised by confidential bonuses, awarded with very little transparency. One of Penvern’s first challenges when he joined MAERSK in 2008 was to create a scalable, measurable and quantifiable compensation and benefits structure that was understandable and could, over time, be rolled out uniformly across the organisation (Source: http://www. aersk. com/Pages/default. aspx). He spoke to CEO’s of each business within the group and focused on the executive compensation structure that focussed on relative distribution. During these conversations, he discussed range of different performance criteria, happening in annual sessions which were a part of the performance management cycle. The outcome was a relative performance distribu tion of the company’s most successful and less effective performers. â€Å"The company believes that our people are motivated by this constant striving to do even better†, says Penvern. You can never rest on your laurels or spend too long patting yourself on the back, because you know how hard everyone else is running. We want people who thrive in this atmosphere†. This is brought in practice and reinforced by a carefully considered distribution of rewards to the highest performers. Since the introduction of the pay-for-performance scheme, fewer very high performers are securing a significantly larger share of the bonus on offer. The highest performers receive nearly double the bonus opportunity that they did few years back but to earn that bonus they need to keep up or stay ahead of their peers or market.While Penvern does underline the value the company creates by this performance culture, he believes that the transparency of its bonus system is just as importa nt. The lesson is clear. Company has to build employee engagement and drive performance both by having a clear and transparent compensation scheme that links pay and performance and by communicating this consistently in order to reinforce and reinstate the belief that pay and performance are linked (Bonic, Davies, Brood, etall, 2011) Design and Engineering group in Delaware:A small to medium design and engineering group in Delaware, employs engineers and designers, most of them who are in their 30’s. Most of the employees were the primary wage earners in their families and have several dependents. This company pays wages that are slightly lower than those of its competitors, but it offers a fully paid insurance program that includes health, pharmacy, dental and eye care coverage for employees and their dependents. By meeting the employees benefit needs the company enjoys very low employee turnover (McConnell, J. 2003 Pg. 235). Mississippi garment manufacturer:A garment manufa cturer in Mississippi pays on a piecework basis. Most piecework plans in garments factory in general must guarantee pay equal to at least the legal minimum wage. In this specific company, new employees receive an hourly wage until they have acquired the skills required to meet performance standards. Then the manufacturer pays them on the basis of the number of pieces they produce in an hour. The company has designed its compensation approach to retain good and productive employees i. e. those who are continuous good performers (McConnell, J. 2003 Pg. 232). Conclusion:Compensation whether i the form of salary or benefits is a key element in both attracting and retaining employees. With careful and logical thinking companies should design a program that will significantly contribute to obtaining and retaining the type of employers who perform best for that company. Compensation professionals play a critical role in enabling organizations to execute their business strategy. The example s in this paper demonstrate how organizations have overcome significant business challenges by redesigning their compensation plans as seen in Jamba and MAERSK.We also have seen how a small company like the garment manufacturer in Mississippi use compensation package to retain highly performing people and do away with low performing people. Some companies like the one in Delaware uses non monetary benefits to keep their workforce happy and content. Compensation and benefits have a negative effect on the company if not properly managed. Collapses of big companies like Enron and Global crossing are examples. These are direct results of managerial behaviour aimed at short term profit maximization.That behaviour is in turn a result of the executive pay structure that measure and reward performance based short-term financial results. Managers are under constant pressure to show the expected / desired results the management wants to see in order to continue to be rewarded generously (Stab ile, 2002). Compensation experts need to be at the focal point where strategy, organizational effectiveness and human capital management congregate. They need to have a clear understanding of the business and organizational issues as well as the future direction of the company.Strategic compensation and benefits design is not a sound bite to impress management. It's the process behind compensation plan design that links and binds strategy, organization effectiveness and human capital together. By balancing organizational, employee and business needs with a company's financial and strategic goals it is possible to develop the right compensation strategy to motivate, reward and sustain high levels of performance. By finding this balance, a company can effectively use compensation to execute and achieve desired business results. References: Bonic, Davies, Brood, etall, (2011). Mercer’s 2011 EMEA Compensation and Benefits Conference * Compensation, Retirement and Benefits Trends Report, 2012/2013. (cover story). (2013). Pension Benefits, 22(1), 1-2. * Ellig, B. R. (2007). Fashioning an Employee Benefits Philosophy Statement. Benefits ; Compensation Digest, 44(10), 44-48. * Employee Benefits in the United States–March 2012. (2012). Medical Benefits, 29(23), 4-5. * Heshizer, B. (1994). The Impact of Flexible Benefits Plans on Job Satisfaction, Organizational Commitment and Turnover Intentions.Benefits Quarterly, 10(4), 84-90. * Lazear, E. P. (1990). Pensions and deferred benefits as strategic compensation. Industrial Relations, 29(2), 263. * MELLO, J. A. (2011). COMPENSATION. STRATEGIC MANAGEMENT OF HUMAN RESOURCES  (3rd  ed. , pp. 481-515). * McConnell, J. (2003). The Tangible Rewards of Work: Pay and Benefits. Hunting Heads, 223. * O'Connell, K. (2007). The Importance of Strategically Designed Compensation Plans. Benefits & Compensation Digest, 44(9), 20-25. * Poster, C. , & Scannella, J. (2001). Total Rewards in an iDeal World. Benefits Quarterl y, 17(3), 23-28. Rhines, G. M. , & Douglass, W. (2012). Highly Compensated Executives. Journal of Accountancy, 214(4), 50-55. * Schneider, B. , & Paul, K. B. (2011). IN THE COMPANY WE TRUST. HR Magazine, 56(1), 40-43. * SHRM, (2011). 2011 EMPLOYEE BENEFITS. EXAMINING EMPLOYEE BENEFITS AMONG UNCERTAINITY. * Stabile, S. J. (2002). ENRON, GLOBAL CROSSING, AND BEYOND: IMPLICATIONS FOR WORKERS. St. John's Law Review, 76(4), 815. * Tobias, K. (1991). BENEFITS/COMPENSATION. Journal Of Accountancy, 172(4), 129-132. * Wojcik, J. (2009). Rising to the benefits challenge. Business Insurance, 43(43), 9-12.

Impact of retention rate on KFCs performance - Free Essay Example

Sample details Pages: 14 Words: 4132 Downloads: 5 Date added: 2017/06/26 Category Marketing Essay Type Analytical essay Did you like this example? KFC is one of the busiest fast food industries in UK and it is based in USA. KFC has big market share in UK. KFC provides training and good career path to its employees. Don’t waste time! Our writers will create an original "Impact of retention rate on KFCs performance" essay for you Create order KFC faces problems to meet business objectives, increasing customer satisfaction. To overcome difficulties and increasing organizational performances KFC wants to finds out the impact of retention rate on organizational performance. This is one month survey conducting with KFC employees and various secondary resources. Various articles, journals, newspaper and magazines have been collected to find out the information on motivation and organizational performance. 30 employees have been communicated via email to collect primary data. The primary and secondary data show that motivation has major impact on organizational performance. If organization can motivated its employees then performance of employees with a high volume. Employees attitude towards motivation is very positive. Employees want motivation rather than any other things. From the research it is clear that if KFC can improves its motivational strategy it can increase its organization performance. Impact of Retention Rate on Organizational Performance 2. INTRODUCTION Employee retention is a process through which the organization can keep its employees with a certain period of time. Retention is good for both employee and organization. The objectives of the research are about employees retention and organizational performance. Beginning of the research paper describes briefly about the research topic. It has three different parts. The paper is started by pointing out the research topic and its impact. After that the main parts are discussed. Among the three main parts the initial one is Research Proposal. The research proposal starts with the hypothesis. After selecting hypothesis the research proposal describe briefly about the organization. After that the research proposal describes about the context and rational, reason for research, aim, objectives, literature review, methodology, resources and action plan. The next part of the research is Actual Research. It has research design, data collection, and data analysis. The ending par t of the research is Presentation and Evaluation. It is about the analysis of findings, methodology evaluation, conclusion and recommendation. The references, bibliography and appendix are also included with the research. 3. RESEARCH PROPOSAL 3.1 Hypothesis If retention rate is related to organizational performance, than by increasing employees retention rate will increases organizational performance. 3.2 Background Theory Employee retention is the main concern of almost all of the organizations. Basically, small businesses suffer more because of employees high expectation. There are many firms; offer little benefits last 10 years or so. Now-a-days employees need and wants growing every day. Employees want more than their salary. As a result employee turnover is increasing. On the other side the importance of retention become very important for every organization. (Kim McLean, 2008). Employee retention always increases organizational performances. Retention also encourages current employees to remain with the organization. Long term service of employees means they are efficient and effective to their job duties. Again they know very well how to job done. On the other side retention can save several costs to the organization. Such as, hiring cost, training cost, productivity lost, replacement cost and efficiency cost. (Workforce Planning for Wisconsin State Government, 2005). Employee retention has se veral benefit but employees turnovers has several disadvantages. Some of the article shows that, turnover is a silent but significant profit killer. (Kottolli, 2010). 3.3 Brief Summary to the Organisation KFC is one of the busiest fast food industries in UK and it is based in USA. KFC has big market share in UK. KFC provides training and good career path to its employees. The company was founded as Kentucky Fried Chicken byÂÂ  ColonelÂÂ  Harland SandersÂÂ  in 1952. At present KFC have more than 24,000 employees. KFC operates all over the world and its main business trend is Halal food. 3.4 Context and Rational 3.4.1 Problems Faced by KFC Today KFC faces some problem with its employees turnover. Employees do not paying attention to their job duties. They turn up late and try to go home early. They are not very active as they used to in 2008. Customers often complain to the manager that, employees are serving very late. They are more concentrated in gossiping with each others. Some of the KFC stores take 5 to 10 minute to serve customer even though there is only one customer. Some employees are giving resignation without having informed. Due to frequent change of employees, customer dissatisfaction is growing day by day. Lack of concentration of employees and their carelessness shows that employees are not loyal to KFC. Sometimes managers also support employees and careless about KFC code of conducts. 3.4.2 Reasons for the Research KFC undertakes the research to find the ways retain its employees. Employees turnover is growing day by day. KFC wants to keeps its employees in order to provide high level of customer service. KFC also wants to reduce the cost of hiring, training and efficient cost. If employees turnover rate decreases KFC can increase its market share. Also it is possible for KFC to increase its customer satisfaction and bring back previous business reputation. 3.5 Aim The aim of the research is to discover the impact of employees retention rate on organizational performance. 3.6 Objectives A list of the objectives of the research has given below: To reduce employee turnover To increase customer satisfaction To increase employee satisfaction 3.7 Literature Review According to Robert L. Mathis, John H. Jackson in their book, Retention of human resources must be viewed as a strategic business issue. Retention of employees has several benefits and advantages. Employees are getting high level skills when they working same environment for long period of time. But, the result of employees turnover is vital for the company. If an efficient employee gives resign company need to appoint new people. The new employee is not efficient and cannot provide satisfactory level customer service. That cost higher for the company. To support employee retention an article can help further. The world leading company shows high level of employee retention programme. As a result employees are providing high level service and working hard for the organization. Anne bruce (2006), described in his article, ÂÂ  how to motivate every employee. He also described, how Google manage its employees retain with its. He described that, like at Google, one of the webs most successful and growing search engines. Here employees play roller hockey during work hours, bring their dogs to work, and eat lunch and the company cafe. The result? Employees work long, hard hours and love their jobs. Again, survey and research on employee retention is an issue since the early age of industry revolution. A survey takes place in 1980. The focus of the survey was on the employee retention. The survey demonstrated that, people want more from work than money. An early study of thousands of workers and managers by the American Psychological Association clearly demonstrated this. While managers predicted the most important motivational aspect of work for people would be money, personal time and attention from the supervisor was cited by workers as most rewarding for them at work. In a recent Workforce article, The Ten Ironies of Motivation, reward and recognition guru, Bob Nelson, says, More than anything else, employees want to be valued for a job well done b y those they hold in high esteem. He adds that people want to be treated as if they are adult human beings. Another article shows described that, We knew from past experience that Love2reward offered a great product and service (for our employee retention scheme). Its all about giving our team what they want, and feedback tells us that weve got it rightÂÂ  Pizza Express UK. 3.8 Methodology 3.8.1 Chosen Methodology It is easy and very reliable to use qualitative and quantitative methods together. There is a method that gives chance to use qualitative and quantitative methods together and it is, Triangulation of Positivistic and Phenomenological Paradigms. For this research the Triangulation of Positivistic and Phenomenological Paradigms is selected as methodology. Triangulation of Positivistic and Phenomenological Paradigms uses both quantitative and qualitative methods for this research. 3.8.2 Evaluation of Methodology The methodology is very effective for the research as it uses both qualitative and quantitative methods at the same time. If the results of two methods are same, then the result of the research will consistent. Again the methodology of the research collects data from secondary sources and primary sources as well. It has no chance to gives a false result. Therefore the methodology is very effective for the research. 3.8.3 Limitations of Methodology The methodology uses two methods at the same times. This is the main limitation of the research. Because, the variation of results of two methods make the whole research value less. Again, in case of different result from the two methods, the research needs to do again. It is very costly and time consuming. The methodology has other some other limitations two. It uses two methods. But it is very difficult to select two methods for one research. 3.9 Resources A short list of the resources has provided below: Computer with the Internet connection Internet for articles and journals Books and articles Library access for recent magazines and newspapers 3.10 Action Plan A Gantt chart has prepared for the action plan. The Gantt chart is included in the appendix section. 4. ACTUAL RESEARCH 4.1 Research Design 4.1.1 Step-by-step Design Stage 1: Define Research Topic and Describe Research ProposalThe step-by-step research design has shown below: Stage 2: Extensive Research on Literature Stage 3: Find out suitable methodology and creating research plan Stage 4: Secondary and Primary Data Collection Stage 5: Qualitative and Quantitative Data Analysis Stage 6: Evaluation and Presentation of findings Fig: Flow Chart for research design 4.1.2 Step-by-step Explanation Stage 1: Research Proposal Topic is the main subject of any research. Identify a suitable research topic is very difficult task. The topic needs to support by various secondary sources of data. After selecting topic a research proposal is essential. This two are the most important task for any research. It is assume that 6 days are enough for the first stage of the research. Stage 2: Extensive Research on Literature It is the most important part as all the supported evidences are collected from Literature review. Among several literatures the most related 5 or seven literatures need to select and then make a research on the literature. It is assume that 3 days are enough for this stage. Stage 3: Find Suitable Research Methodology and Creating Research Plan As the whole research is depend on the research design it is need to carefully create. All tasks follow the research methodology and the research plan. It is assume that 4 days are enough for this stage. Stage 4: Secondary and Primary Data Collection Data collection is the most important part of the research. For this research primary and secondary data need to collect. It is assume that 7 days are enough for this stage. Stage 5: Qualitative and Quantitative Data Analysis The result of the research depends on data analysis. Both qualitative and quantitative data need to analysis for the result of the research. It is assume that 4 days are enough for this stage. Stage 6: Presentation and evaluation of findings Analysed data is very easy to evaluate and presented. It is assume that 5 days are enough for the presentation and evaluation of data. 4.2 Data Collection 4.2.1 Secondary Data Collection Secondary data is collected throughout the Internet research, using company record, articles, journals, books and web pages. In this section the topic related data is selected and summaries all of them. The data sources are given below: Turnover is a silent but significant profit killer. By Arun Kottolli (2010), Employee Turnover Kills Profits. Keeping good employees is a challenge that all organizations share and it becomes even more difficult as labour markets tighten, by Robert L. Mathis and John H. Jackson. (2008:76), Human Resources Management Retention of human resources must be viewed as a strategic business issue by Anne Bruce, How to motivate every employee Nelson (2003) writes in The Ten Ironies of Motivation that, I have known for yearsthat money isnt everything when it comes to employment Employee retention is most critical issue facing corporate leaders as a result of the shortage of skilled labour, economic growth and employee turnover By www.retentionconnection.com For service-orientedÂÂ  careersÂÂ  such as account management andÂÂ  customer service, high turnover can lead to customer dissatisfaction. By Shelley Moore (2010) The above resources give qualitative data about the retention and organizational performance. From the data it is found that retention can change trend of employee turnover form any company. Retention makes employees motivate. It also brings job satisfaction. It gives clear definition of job responsibilities. The motivated and satisfied employees provide high level customer service. The high level customer service increase organizational performance. On the other hand employee turnover show negative impact to company. The results are hiring cost, training cost, efficiency cost and much other cost. The collection of secondary initially shows that there is a relationship between employee turnover and organizational performance. If employees retention increases then organizational performance also increases. If employee performance decreases then organizational performance also decreases. 4.2.2 Primary Data Collection The questioner method has been used to collect primary data. The primary data is collected by sending e-mail to 30 employees who are working KFC. A total of 10 questions have been set for every employee. From their response and activeness it is found that employees are more concern about retention that any other thing. The primary data initially shows that retention play a major role in organizational performance. Organizational performance will increase if retention increases for the organization. 4.3 Data Analysis 4.3.1 Qualitative Data Analysis Quantitative data collection is very critical task. Here some basic criteria are essential to follow. The analysis of data need to be valid, reliable, fair and must be follows some ethical issues. Valid: All the secondary data are valid. They have strong relationship with the subjects matter. They show the relation between employee retention and organizational performance. Again, all data shows the effect of employee performance. Some of the articles show the survey and research has been taking in order to decrease turnover. It is clear from the initial research that all secondary data are valid. Reliable: Qualitative data has been taken from various reliable sources. Books, articles, journals, and web pages are used to collect qualitative data. Qualitative data also collected from a sample of 30 employees. They provide qualitative data by their questions answer. Fair: Data are directly taken from sources. No modification has occurred while taking data from its sources. No data has been taken in order to support the hypothesis. Ethical issues: Qualitative data collection follows a set of agreed policies, such as literature review, secondary data collection, primary data collection. Data is not modified of misinterpret by any one. While collecting and using data permission from the authority has been taken carefully. In case of web based data, the sources are indicated very carefully. No influence has take place in order make the result of the research similar with qualitative and quantitative data. 4.3.2 Quantitative Data Analysis Quantitative data analysis follows a set of ethical issue. It also uses the valid, reliable and fair policies. Valid: All data are taken from current employer of KFC. Questioner has been set in a way that employees give answer along with their own feeling about retention and organizational performance. All the data related to the topic of the research. Reliable: Data are taken from KFC employees. They are not influence to give the answer. No suggestion has been provided them regarding the questioner. Employees are actively replay their answer and express their free thinking. So, data is reliable. Fair: No answer has been modified in order to get positive result. Participants are always free to replay the questioner. Answer from the questioner has been taken accurately. Ethical: Data was confidential. Only the researcher saw the data. Participants are not influenced participate the research. Participant privacy policy got priority. Data is not affected by anyone. Participate did not get reminder to replay the questioner. 5. PRESENTATION AND EVALUATION Analysis of Findings What is your job position? Reasons: Job position gives the overview about employees experience with the company. It also shows the time spent by employees within the organization. Majority Answer The majority answer was Team Members Conclusion Team members are can give the most recent experience about retention. They are worried about their job duties, getting promotion and other benefits. The sample group is the right one. Please indicate your work experience with KFC? Reasons: Job experiences show that the employees working life experience. Higher the job experiences higher the knowledge about retention. Majority Answer: The majority answer was 3 to 5 years experience Conclusion: The sample of 30 people, with 3 to 5 years experiences show that all employees are aware about employee retention policies. 5.1.3 What is the level of your job satisfaction? Reasons: Job satisfaction levels provide information about employees loyalty to the organization. Satisfied employees are happy with their retention and other policies. Majority Answer: The majority answer was satisfied. Conclusion: Satisfied employees are loyal to the company. They are happy with their retention and motivation policies. They can provide high level of performance in order increase organizational performance. How satisfied you with KFC? Reasons: This is similar to the prevision one. But, it takes the answer critically and specifically about the KFC. Majority Answer: The majority answer was Average. Conclusion: It is very difficult to distinguish the previous answer and present answer. Employees are satisfied with their job but not to KFC. Possibly, job satisfaction of KFC is good but some other policies are not good. How satisfied you with your Payment and other Benefits? Reasons: Payment and benefits is the indicators of employee satisfaction. If employees are satisfied with their payment and other benefits it will reduce employee turnover and increase organizational performances. Majority answer: The majority answer was average. Conclusion: KFC provides many benefits to its employees but the does not enough for employees satisfaction. The average level of job satisfaction shows that employee retention rate will decrease in KFC and its performance will decrease day by day. Do you satisfied with you promotion policy? Reasons: Promotion policies are major indicators of employee retention. If company have suitable promotion policy, employees are very active to meet the criteria to get promotion, as a result organizational performance increase. Majority Answer: The majority answer was average. Conclusion: The answer shows that KFC promotion policy is not good enough to meet its employee satisfaction. If employees are not satisfied with their promotion policy they cannot provide high level of customer service. That will affect organizational performance. If you get better chance to other company what will you do? Reason: This shows the loyalty to the organization. If employees are not loyal to the organization they not provide high level performance. As a result, organizational performance will decrease. Majority Answer: The majority answer was Quite the Company Conclusion: Employees want to quite the organization. KFC need to appoint new employees and level of its performance will decrease. What is your view about employee retention? Reason: It will help to find out employees personal view about retention policy. Majority Answer: The majority answer was very helpful Conclusion: If KFC take better retention policy employees will satisfied. They can help to increase company performance. If you will be promoted as a manager of a new opening store, what is your plan for long term and constant success for your organization? Reason: This question gives chance to employees to take decision about the improvement of company performance. Majority Answer: The majority answer was Retention Policy Conclusion: Most of the employees want to improve retention policy KFC has many employee employees development programmes for its business success. Which is most preferable to you? Reason: Find out the most preferable methods to keep employees and increase organizational performances. Majority Answer: The majority answer was Retention Policy Conclusion: Among all the development programs employees are like retention policy for the improvement of KFC performance. The result of this question indicates that KFC need to improve its retention policy in order to increase its performance. 5.2 Methodology Evaluation The selected methodology for the research is Triangulation of Positivistic and Phenomenological Paradigms. The methodology is best suited for the research as it is used two methods at the same times. The methodology is effective to find out the impact of retention on organizational performance. The data is collected by following a set of ethical rules. All the data are valid, reliable and fair. 5.3 Conclusions The research proves that retention has major impacts on organizational performance. Thus, the hypothesis is supported by the research. Finally it is found that if KFC develops better retention policies it can keep its employees. As a result KFC can increase it organizational performances. 5.4 Recommendations Although the sample of the research was only KFC employees, it can be used by any organization. Both qualitative and quantitative data shows that retention can increase organizational performance. The methodology has some limitation to. The data is collected from a sample of 30 people. Again, only KFC employees provide data. There is no way to make sure that the target employees have replayed back the questioner. Employee may not give the right answer. Though the limitation, this research can help further research in retention and organizational performance. All the resources have valid source identification. The final result of the research is retention rate can help the organization improves its performances. This research is made independently. As the hypothesis of this research is proved and this research is made only on fast food company(KFC) so other fast food companies like MacDonalds and Burger king, Subway can make use of the results of this report for the related featured problems and to improve their performances. Furthermore it is advised to KFC that it should focus on employees retention rate by using different tools for retention such as salary increase, bonuses, promotions and pension schemes. 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