Strategies to Reduce Employee Turnover in the Durable Goods Industry

Strategies to Reduce Employee Turnover in the Durable Goods Industry by Mary Jane Burnett MS, Florida Institute of Technology, 2007 BS, Tennessee State University, 2003 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration Walden University August 2018 Abstract Some durable goods industry leaders lack strategies needed to successfully reduce voluntary employee turnover, which is detrimental to organizational performance and decreases an organization’s competitive advantage. The purpose of this qualitative single case study was to explore the strategies durable goods industry leaders used to reduce employee turnover in their organizations. The population consisted of 4 durable goods industry leaders in the southeastern region of the United States who had at least 3 years of managerial experience in reducing employee turnover. The conceptual framework was the transformational leadership theory of Bass. Methodological triangulation was used to increase the validity and reliability of the interpretation of the data and was accomplished by using multiple methods to gather data. Data were collected by conducting semistructured face-to-face interviews and analyzing organizational documentation. Three themes emerged from inductive coding of phrases, word frequency searches, and theme analysis: employee compensation, open and responsive communication, and training and career development opportunities. Employee compensation was the driving force to retain some employees. A comprehensive compensation and benefits package and the ability to provide intangible benefits are proven strategies to reduce turnover. BySome durable goods industry leaders lack strategies needed to successfully reduce voluntary employee turnover, which is detrimental to organizational performance and decreases an organization’s competitive advantage. The purpose of this qualitative single case study was to explore the strategies durable goods industry leaders used to reduce employee turnover in their organizations. The population consisted of 4 durable goods industry leaders in the southeastern region of the United States who had at least 3 years of managerial experience in reducing employee turnover. The conceptual framework was the transformational leadership theory of Bass. Methodological triangulation was used to increase the validity and reliability of the interpretation of the data and was accomplished by using multiple methods to gather data. Data were collected by conducting semistructured face-to-face interviews and analyzing organizational documentation. Three themes emerged from inductive coding of phrases, word frequency searches, and theme analysis: employee compensation, open and responsive communication, and training and career development opportunities. Employee compensation was the driving force to retain some employees. A comprehensive compensation and benefits package and the ability to provide intangible benefits are proven strategies to reduce turnover. By understanding what strategies reduce turnover and how to implement them, durable goods industry leaders could create positive social change through effective strategies to reduce voluntary employee turnover, decrease the unemployment rate, sustain organizational profitability, and contribute to the wealth of employees and the local economy. Strategies to Reduce Employee Turnover the Durable Goods Industry by Mary Jane Burnett MS, Florida Institute of Technology, 2007 BS, Tennessee State University, 2003 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration Walden University August 2018 Dedication I dedicate this research study to my large family. First to my mother, Violet Lorraine (Jackson) Burnett, retired certified Drug and Alcohol Counselor, and my father, Clifford Leroy Burnett, Navy/Air Force Veteran, member of the Navy Seabees, and recipient of the Bronze Star and Purple Heart. My parents were my first teachers, role models, and they are my heroes. Mommy and Daddy, I love you and miss you dearly! Mom, I have finished what I started and I am the first within our family to wear the title Doctor! Next, to my son Madison Christopher Jared Burnett, my joy, and one of the reasons why I decided to take the doctoral journey. Madison, I thank you for your support, encouragement, patience, and being my sounding board along the way. I am so happy with the man that you are becoming! To my oldest brother, Richard Dean Pratt, my older sister, Penny (Burnett) Reidl, and my baby brother, Keith Duane Burnett, who are gone too soon, it is an honor to call you family and I miss you! To my older brother, Nathaniel Pratt and oldest sister, Joyce Nadine Burnett, Attorney at Law, I appreciate who you are and I love you. To my older sister, Bonnie Jean (Burnett) Smith, author and advocate for children with special needs, it is an honor to call you my sister! To my older brother Christopher Leroy Burnett, retired Army and the best jazz musician I know! I thank you for always encouraging me and knowing the right words to say. You have continually been the example of what Mom and Dad taught us! To my other baby brother, Donnie Ray Burnett, you are the most intelligent person I know and I am so glad we are family! Finally, to all of my nieces, nephews, and cousins, I hope you each dream big and become the best version of you! Thank you everyone for believing in me! Acknowledgments First, and foremost, I must thank my savior, Jesus Christ, for allowing me to embark on and complete the doctoral journey. For truly, without Jesus, I can do nothing. I thank Dr. Diane Dusick, study chair who accepted me into her class and provided the guidance I needed to complete this process. I appreciate the sharing of your wealth of knowledge and your ability to affectively communicate the requirements. Thank you, Dr. Charles Needham, second committee member and Dr. Judith Blando, University Research Reviewer, for ensuring this research study would be worthy of your signatures. Thanks to Dr. James Savard and Dr. Gene Fusch for taking the time to mentor me to ensure I had a sound business problem and a topic that would get me through the program, respectively. Dr. Freda Turner, program director, for not just telling us about Walden’s three values – quality, integrity, and student-centered learning, but being the example, as great leaders do. Dr. Jon Corey for solidifying my interest in leadership through his course that academically challenged me and confirmed I picked the right specialization. I would like to thank all the scholar-practitioners that I met in Walden’s global on-line DBA classrooms and at the residencies. You are all agents of change, and the world is waiting for you! I especially appreciate the support and friendships from Dr. Lydia Roxborough Smith, Sikini Knight, Jo Collins, Dr. Henry Childs, and Dr. Shaun Barrett. You each played a significant role in keeping me focused and motivated to complete this journey.