| Employee retention in the hospitality industry is a persistent problem which management can reduce by applying effective managerial and leadership practices as a means of generating employee satisfaction. Researchers found factors such as long, inconsistent hours, undesirable pay and compensation, working conditions, job satisfaction, and lack of career opportunities contribute to employee turnover. It also indicates that there may be a link between managerial practices and employee retention rates. The purpose of this research was to study hotels managers' beliefs on the impact managerial practices have on employee retention in resort hotels. This study also explored managers' perceptions of retention practices such as staffing, training, rewarding, recognizing, and motivating and their impact on employee retention. This study included managers (four general managers, one assistant general manager, and two front-office managers) who practiced leadership at different levels from four different resort hotels classification groups in a small resort town located in the Mid-Atlantic region on Maryland's Eastern Shore. The purposeful sample consisted of seven hotel managers who worked for the same company for more than two years. Data was obtained using audio-taped, open-ended interviews, field notes, and focus groups. As a result of this study, resort hotel managers understand that hospitality industry defaults about workforce inherited causes of employee turnover can be alleviated by effective retention practices which create a culture based on respect, trust, encouragement, positive reinforcement, and empowerment. |
