The Role of Leadership in Employee Retention: Managing Conflicts in Teams

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ACKNOWLEDGEMENT

It gives me great pleasure to express my gratitude towards my professor who has also been my mentor. My professor has always been a source of confidence for me. Here I also want to express my gratitude towards my mother and my father who have always shown belief in me. My entire family, including my mother, fathers, sister and brother, all have continuously supported my throughout my life and my academic career. I would also like to express my gratitude towards my University and my Department, including the supervisors, faculty members and peers, for their continuous support during my research study.

DECLARATION

The content mentioned within this thesis/dissertation is my own work and opinions and does not provide opinions of any other individual or entity. I would also like to declare that this thesis/dissertation has not been submitted or published previously.

ABSTRACT

When leaders or managers of the organisation are questioned why employees leave, most of them reply that “it is because of the money”. Some of them simply ignore the whole issue of employee departure by saying that “they went for a better opportunity”. However, past literature indicates that among the reasons for employee turnover, money does not even makes the top five of those reasons. We are currently facing a very dynamic and extremely volatile organisational environment, which involves continuous turbulences in the global economy. Leaders or managers are continuously facing challenges regarding employee motivation and retention in an increasingly uncertain work environment. Productivity, commitment of employees and challenges of retention are emerging as the most serious issues of employee management in the near future. A good leader has the obligation to increase trust and commitment of employees which eventually leads to employee retention. Employee retention is critical to an organisation's profits; high turnover results in direct, measurable costs. Organisations like Euro Group Hotels need to add new employees with new technological and other advanced skills to be and remain competitive in the industry. So hotels like Euro Group Hotels should not just concentrate on the customers' needs but also concentrate on the needs of the employees as clearly as it is possible for them to do. The purpose of this study is to verify the need for leadership in the retaining employees and their commitment towards the Euro Group Hotels. This research is based on quantitative research methodology, which was adopted to collect data from the chosen sample of employees from the Euro Group Hotels. One of the top five reasons employees stated for leaving the organisation was an unsatisfactory connection with his or her leader. Retaining employees is important because of the organisational knowledge each person learns, develops, and takes with them when he or she leaves. Employee retention is critical to an organisation's profits; high turnover results in direct, measurable costs. The findings of the research reveal that high employee turnover and the consequences it has on business is a concern of business leaders as well as stakeholders ...