High Employee Turnover Rate Within Domino’s Pizza in

Abstract This paper will examine the superior employee swage rate in dominos pizza pie pie. Employee turnover attributes to bad culture and tough human resources management deep down the company. Yet, this paper proposes strategies that could lead to an increased in employee retention rate, recommends to aid the high turnover, and employee supervision strategies combined with other strategies regarding financial incentives. This paper also provides recommends, such as, proper planning, enforcement of regulations and appropriate training, to create a black marketplace that suits all its employees.This paper accepts that Motivations are the very reasons behind great deals thoughts and behaviors and that pauperization is an curve that accounts for an one-on-ones look ation, intensity, and persistence of causal agency toward attaining a goal. Motivation is the willingness to exert high levels of effort to organizational goals, lettered by the efforts ability to satisfy m ore or less exclusive need. This need is the internal state that makes certain outcomes appear attractive.Motivation is an influence that accounts for an individuals direction, intensity, and persistence of effort toward attaining a goal (Robbins p. 175). Dominos pizza pie has al paths looked for new ways to reward their team parts. For instance, Dominos entertains its workers with a franchise-wide pep rally that is held once a year. Dominos began the Worlds Fastest Pizza Maker competition in 1982, honoring those who best exemplify the companys philosophy of keeping efficiency in the store to allow sufficient magazine for safe oral communication of the products to the consumer.Regional competitions are held across the world to restore the competitors with the fastest times. Dominos Pizza gives the winner $10,000 cash to whoever obtains the fastest time. Shopping sprees, vacation trips, and even cars are also rewarded at this event. Yet, Dominos pizza recognizes the best way t o achieve success is to first ensure the contentment of its team members. Treating team members exceptionally well is just one way they is committed to putting Dominos people first. Dominos is proud to provide a fair and comprehensive rewards package (dominos. com).Benefits which implys emulous salaries, Medical, dental and vision coverage, Health Spending Account, Prescription Drug Benefit, police squad Achievement Dividend ( cognitive operation bonus), Partners Foundation (team member assistance) ,Above-average paid holiday program, 401(k) Matching Program, Employee argumentation purchase discount plan, Company-paid life insurance, Tuition reimbursement, National corporate discounts, sound services, lastly Adoption assistance. On the contrary, with all that Dominos Pizza provides to their team member this year employee turnover was 260%.Even though, in modern society, motivation is until now considered a contentious issue within management circles and within companies. It is believed that sure-fire companies have employees who are motivated and believe in the mission. Even though, some theorists like Herzberg believe that money is not a positive motivator, a lack of it can de-motivate. I believe pay systems are designed to motivate employees. Financial rewards are regarded as a signalise divisor in body of work motivation however, additional concomitantors such as work appreciation, variety, and security remain just as important.These factors can best be described as work outcomes which are a result of employee inputs. Adams candor theory identifies both inputs and outcomes as the two primary components in the employee-employer transfigure (Kinicki & Kreitner two hundred7, p. 242). However, it is important to remember that pay is only one element of motivation and will work best where management gives attention to developing acceptable management and supervision, designing demarcations, and organizing work groups to make jobs satisfying.Provi ding feedback to staff about their performance along with training and development makes effective arrangements for communications and consultation within the company. All the same, Dominos Pizza has faced a very high employee turnover rate of 200% this year. The companys turnover rate reached 199. 9% in 2009. In the food industry, this turnover rate is not unusual, as turnover of 200% rate has been registered by other companies in this field.Dominos CEO started to focus on the companys human resources, by implementing certain strategies, like improving store managers workplace quality, improving personnel selection, recruitment, and retention methods, or using financial incentives. However, the key factor in retaining employees is to ensure that there is substantial scope for job enrichment. Since individuals differ in their motivation drive, there is not right or wrong method that will enforce a productive workforce.An individual will consider that he or she is treated fairly if h e or she perceives the ratio of his or her inputs to his or her outcomes to be equivalent to those slightly him or her. The e forfeity theory of motivation is based on the fact that people are motivated first to achieve and then to hold up a sense of equity (wikipedia. org). Equity refers to the allocation of rewards in direct parity to the part of each employee to the organization. Within Dominos, each employee perceives their contribution in differing levels.For example, pizza-makers and telephone operators provide similar inputs as delivery drivers however, the delivery drivers receive less financial reward creating inequity. Mcshane and Travaglione (2007, p. 154) suggest that employees will witness an emotional tension when they perceive inequities, and, when sufficiently strong, the tension motivates them to reduce the inequities. at that place are numerous methods that an employee can employ to correct inequity feelings. These include reducing inputs, increasing outcomes, changing perceptions, or changing the comparison other.Ultimately, if these methods do not obtain the desired outcomes, an employee will become de-motivated and may quit their occupation (Mcshane and Travaglione p. 154). An organizations employee turnover does not solely enumerate on the input-to-output ratio alone it also depends on the comparison among the input-to output ratios of employees fulfilling a similar position, Chapman (2007). An explanation of employee inputs and outputs will be utilise to identify the perceived equity or inequity of an employee within Dominos. This will provide a better understanding of how Adams theory affects employee turnover.