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Leaders We Have A Problem!

…It Is Employee Retention.

By: La’Shonte Iwundu

Qualitative Research Design

EDUL 7613

For 

William Allan Kritsonis, PhD

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Abstract

This study examines the variables of school-workenvironment, employee motivation, and role of Human Resource Director. It also, studies howeach variable plays a role to combat the major 

problem of decreased rate in employee retention.

Many districts will spend thousands of dollars everyyear developing new programs and training newemployees to replace the ones who left the schoolorganization or relocated to another district. Thecost is more than what districts can afford.

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Dissertation Proposal

I. Theoretical Framework

II. Purpose of the Study

III. Research QuestionsIV. Review of Literature

V. Methodology

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Theoretical Framework3 Big Ideas to Guide This Research

EmployeeRetention

Role of Human Resource

Director 

Work Environment

Employee Motivation

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Purpose of the Study

The purpose was three-fold:1. Identify the factors contributing to the decrease rate

in employee retention.

2. This study will seek to discover what role HumanResource Management play in employee retentionand what initiatives are HRD implementing tocombat the issue of employee retention.

3. Finally, this will study will add to the body of research about the causes of the decreased rate inemployee retention and strategies to address theissue.

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Research Questions

1. What is the role of Human Resource

Director (HRD)?

2. What initiatives are being implemented by

the HRD to combat the issue of employeeretention?

3. What factors contribute to low employee

retention?

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Null Hypothesis

H01 There is no statistically significant relationship

between employee motivation and employee

retention.

H02 There is no statistically significant relationshipbetween the work environment and employee

retention.

H03 There is no statistically significant relationshipbetween the Human Resource Director and employee

retention.

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Review of Literature

Money as a motivator does not work for everyone. W.Kritsonis,(personal communication, March 10,2007) saysthere are two characteristics about people and money. Thetwo characteristics are : (1) People always feel entitled to

more money and (2) Regardless of what pay, satisfactionis short lived.

If companies want to do something about low employeeretention , then it is time to study the issue in-dept.

According Nobscot Corporation, employee retention hasbecome a key focus of human resource professionals(Kimball and Nink, 2006).

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Review of Literature

The role of Human Resource Managementprofessionals is changing (Heathfield, 2007). Inthe past, HR managers were often viewed aspersonnel who deals grievances, sexualharassment policy, and the paperwork thatgoes with the process of hiring and exiting of employees.

The role of HR manager must parallel theneeds of his or her changing organization(Heathfield, 2007). 

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Review of Literature

Managers should foster creativity within their 

work environment. I would have to agree with

the use of this tactic when used for motivating

others. By creating an environment in your company that fosters creativity, you can

encourage employees to react and adapt as

conditions change (Cortello, 2005, p.26).

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Methodology

Correlation StatisticsPearson’s r 

Qualitative Study –Semi-structured Interviews with Human

Resource directors

Quantitative Study –

AEIS & PEIMS ReportStaff Climate Survey

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Variables

Independent VariablesRole of Human Resource Director 

Work Environment

Employee Motivation

Dependent VariableEmployee Retention

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Method

Subjects of the StudyAll accessible Human Resource Directors in

Houston, Texas

All accessible school employees in

Houston, Texas (teachers, para-

professionals, and classified employees)

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Conclusion

It can be concluded that the main goal

of improving employee retentionrate is to improve the quality of 

education for our children.

-La’Shonte Iwundu

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References

Cortello, C. (2005). Fostering Creativity. Industrial Engineer , 10, p.26.

Heathfield, S. M. (n.d.). Q. What Does a Human Resources Manager, Generalist, or Director Do?.

 About.com, , . Retrieved 06/28/07, from

http://humanresources.about.com/od/jobdescriptions/f/hr_job_mgr.htm

Kimball, S. L., & Nink, C.E. (2006). How to Improve Employee Motivation, commitment, Productivity,

Well- Being and Safety. Corrections Today, 68, p.66.

Texas State Board for Educator certification (SBEC) (2000, November 2000). The cost of Teacher Turnover.

Texas Center for Educational Research, , pp.1-2.