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Motives to Stay: Gaining Employee Insights for Designing Talent Retention Strategies

Kashyap, Shreyas Jagadeesh LU and Serrao, Nishita Diana LU (2016) MGTN59 20161
Department of Business Administration
Abstract
This thesis examines the motives of IT employees to stay employed at their current job in an organisation or resign voluntarily and suggests possible factors for organisations to consider while designing retention strategies. The research was conducted as an inductive case study at an IT organisation headquartered in Sweden. A mixed method approach was adopted to gather empirical data through interviews and a web based questionnaire.

The findings from this study highlight certain aspects that the employees considered as vital for their decision to stay at the organisation or voluntarily resign. The employees placed great importance on the open and co-operative culture at the organisation and were of the opinion that the culture had a... (More)
This thesis examines the motives of IT employees to stay employed at their current job in an organisation or resign voluntarily and suggests possible factors for organisations to consider while designing retention strategies. The research was conducted as an inductive case study at an IT organisation headquartered in Sweden. A mixed method approach was adopted to gather empirical data through interviews and a web based questionnaire.

The findings from this study highlight certain aspects that the employees considered as vital for their decision to stay at the organisation or voluntarily resign. The employees placed great importance on the open and co-operative culture at the organisation and were of the opinion that the culture had a significant influence on their motives to stay at the organisation. The aspect of missing a visible career path within the organisation and the need for mapping their future in the organisation was another factor which employees expressed their concern with. Additionally, the authors were able to explore the associated factors such as the role of rewards and recognition, adequacy of resources and opportunities to develop additional competencies related to the satisfaction of the job. Lastly, the authors were able to gather that the employees in the organisation were valued greatly by their competitors due to the sustained growth the organisation has witnessed in the recent years. The research also yielded information about factors such as better opportunities outside the organisation, headhunting by competitors and non-availability of desired roles within the organisation as the reasons that motivated them to either leave the organisation.

The research subsequently puts forward a five-point strategy for the organisation which the authors believe would aid the organisation in developing a comprehensive retention programme, which was found to be non-existent in the organisation. The research incorporates multiple dimensions of employee inputs and can be referred to broaden one’s perspective on employee expectations, opinions and retention strategies. (Less)
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author
Kashyap, Shreyas Jagadeesh LU and Serrao, Nishita Diana LU
supervisor
organization
course
MGTN59 20161
year
type
H1 - Master's Degree (One Year)
subject
language
English
id
8887003
date added to LUP
2016-07-08 15:10:18
date last changed
2016-07-08 15:10:18
@misc{8887003,
  abstract     = {This thesis examines the motives of IT employees to stay employed at their current job in an organisation or resign voluntarily and suggests possible factors for organisations to consider while designing retention strategies. The research was conducted as an inductive case study at an IT organisation headquartered in Sweden. A mixed method approach was adopted to gather empirical data through interviews and a web based questionnaire.

The findings from this study highlight certain aspects that the employees considered as vital for their decision to stay at the organisation or voluntarily resign. The employees placed great importance on the open and co-operative culture at the organisation and were of the opinion that the culture had a significant influence on their motives to stay at the organisation. The aspect of missing a visible career path within the organisation and the need for mapping their future in the organisation was another factor which employees expressed their concern with. Additionally, the authors were able to explore the associated factors such as the role of rewards and recognition, adequacy of resources and opportunities to develop additional competencies related to the satisfaction of the job. Lastly, the authors were able to gather that the employees in the organisation were valued greatly by their competitors due to the sustained growth the organisation has witnessed in the recent years. The research also yielded information about factors such as better opportunities outside the organisation, headhunting by competitors and non-availability of desired roles within the organisation as the reasons that motivated them to either leave the organisation.

The research subsequently puts forward a five-point strategy for the organisation which the authors believe would aid the organisation in developing a comprehensive retention programme, which was found to be non-existent in the organisation. The research incorporates multiple dimensions of employee inputs and can be referred to broaden one’s perspective on employee expectations, opinions and retention strategies.},
  author       = {Kashyap, Shreyas Jagadeesh and Serrao, Nishita Diana},
  language     = {eng},
  note         = {Student Paper},
  title        = {Motives to Stay: Gaining Employee Insights for Designing Talent Retention Strategies},
  year         = {2016},
}