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Retention In Hotel Management

6990 Words28 Pages

Employee Retention Policies Adopted by Floating Hotels in Egypt

Michael Magdy Zaki Ibrahim

Hotel Management Department
Faculty of Tourism and Hotels
South Valley University

Abstract
Effective employee retention is a systematic effort by employers to create and foster an environment that encourages current employees to remain employed by having policies and practices in place that address their diverse needs. These practices are used to prevent valuable employees from leaving their jobs. How to retain valuable employees is one of the biggest problem that plague organizations in the competitive marketplace. Nowadays, employee retention is the most critical issue facing hotel managers as a result of the shortage of skilled labor, low economic …show more content…

4) Motivation
Motivation is an important concept in modern psychology. It is not possible to understand, explain or predict human behavior without some knowledge of motivation. Motivation is the effective methods that relate to an individual 's intensity, route and determination of effort towards the achievement of goals. Motivation is the process of producing and maintaining goal-directed behavior. Motivation is a psychological process through which unsatisfied wants or needs leads to drives that is aimed at goals or incentives.

There are three levels of employees ' motivation. These levels are: 1) the direction of an employees ' behavior: It relates to those behaviors which the individual chooses to perform, 2) the level of effort: It refers to how hard the individual is willing to work on the behavior, and 3) the level of persistence: It refers to the individual 's willingness to pursue the behavior despite obstacles or …show more content…

In all organizations, staff turnover is expected and cannot be avoided. Resignations, discharges, retirement and death are all causes of turnover. Further causes that can lead to turnover include lowered levels of job satisfaction and organizational commitment, the nature of the work itself, job involvement, remuneration and recognition, as well as the lack of opportunities for training and career development. - There are also other reasons which lead to turnover. They are as follows: low rate of pay, communication problems, conflict with management, few benefits, no career ladder, change in leaderships, and job transferability. For the organization, these causes may be controllable or uncontrollable. Controllable turnover is voluntary (for example, the resignation of an employee), whereas uncontrollable turnover is involuntary (for example, the death or retirement

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