scholarly journals Human Capital Strategies to Reduce Employee Turnover in the Food Service and Automotive Industries

2020 ◽  
Vol 8 (3) ◽  
pp. 84-90
Author(s):  
Olivia Patrice Chante’ Miller ◽  
Regina Banks-Hall
Keyword(s):  
Human Capital ◽  
Employee Turnover ◽  
Service Industry ◽  
Food Service ◽  
Employee Motivation ◽  
The United States ◽  
Service Industries ◽  
Organizational Strategies ◽  
Capital Theory ◽  
Voluntary Employee Turnover

High voluntary employee turnover in service industries often exceeds 60%, negatively affecting profitability due to employee replacement costs. In studies conducted with multinational corporate leaders, they acknowledged a lack of business direction resulting in a 68% failure to implement organizational strategies. Through a multiple case study, we aimed to explore the human capital strategies utilized in the automotive and food service industries to reduce voluntary employee turnover. We analyzed the responses of twenty-four service leaders in the Eastern and Midwest regions of the United States through the process of compiling, disassembling, reassembling, interpreting, and concluding. Vroom’s expectancy theory and G.S. Becker’s human capital theory provided the conceptual framework for the study. Five emergent themes supported positive work relationships with employees through employee motivation, employee selection, and employee incentives: benchmarking, training, communication strategies, organizational change, and integrity. The results support employee development and improved corporate profitability, which increases competitive advantage and economic sustainability within the service industry.

Different Country, Same Work

2016 ◽  
Vol 44 (2) ◽  
pp. 210-232 ◽  
Author(s):  
Matthew A. Painter ◽  
Matthew R. Sanderson
Keyword(s):  
United States ◽  
Human Capital ◽  
Labor Markets ◽  
Recent Work ◽  
Economic Integration ◽  
Mexican Immigrants ◽  
The United States ◽  
Human Capital Theory ◽  
Specific Knowledge ◽  
Capital Theory

This study builds on recent work investigating the process of migration channeling between analogous sectors of the Mexican and U.S. labor markets. In this study, the authors take up the question of whether channeling between Mexico and the United States promotes immigrants’ economic integration. Drawing on previous research on channeling, and using insights from human capital theory, the authors test the hypothesis that immigrants who are able to use their industry-specific knowledge, skills, and abilities acquired in Mexico within the same industry in the United States achieve higher levels of economic integration. Using a sample of Mexican immigrants from the New Immigrant Survey, we find that industrially channeled immigrants experience a wage premium of over $5,000, on average, in the United States. Our study concludes with a discussion of what industrial channeling means for Mexican immigrants’ broader integration into U.S. society.

Impact of the Menu Labeling Act Upon the Market Value of Foodservice Firms

2020 ◽  
pp. 109634802097101
Author(s):  
Eojina Kim ◽  
Juan Luis Nicolau
Keyword(s):  
Service Industry ◽  
Food Service ◽  
Market Value ◽  
The United States ◽  
Share Price ◽  
Negative Effects ◽  
Menu Labeling ◽  
Positive Effects ◽  
Restaurant Firms ◽  
The Impact

The Menu Labeling Act (MLA), which requires restaurants to provide customers with nutritional information, has encountered implementation difficulties for more than 8 years, owing to the imposition of administrative costs on restaurant firms. By investigating the market value of 46 restaurant firms that publicly trade in the United States, this research analyzes the impact of MLA-related announcements on the market value of foodservice firms. Announcements associated with restrictions tend to reduce restaurant market value by 0.29% per day (market value is defined as the number of shares times the share price), whereas announcements related to flexibility increase such market value by 0.80%. The final guideline and compliance date announced by the Food and Drug Administration has provoked significant negative effects on restaurant market value. Meanwhile, the congress’ proposed opposition act has elicited great positive effects. This study provides important implications for policy makers and practitioners in the food service industry.

Extending the Models of Employee Turnover to Include External Drivers such as Client-related Factors: A Multi-country, Qualitative Assessment

2019 ◽  
Author(s):  
Katrina Radford ◽  
Amber L. Stephenson
Keyword(s):  
Health Care ◽  
Decision Making ◽  
Employee Turnover ◽  
The United States ◽  
Service Industries ◽  
Process Models ◽  
Qualitative Assessment ◽  
Personal Factors ◽  
Related Factors ◽  
Average Percentage

The employee turnover literature to date is teeming with process models that assume only organizational and personal factors contribute to employees’ intentions to leave and stay. However, with the average percentage variance explained still only around 50%, it is clear that other factors play a substantial role in these decision-making processes. One possible explanation is to explore the unique role that clients play in employees’ intentions to stay or leave. This paper extends the conceptualization of the role that clients play on employee’s intentions to stay and leave their roles, particularly within service industries such as health care. This paper presents the results of two qualitative studies that examine employees’ decision-making process for turnover and retention intentions. The first study explores the factors influencing employees’ intentions to stay and leave the Australian aged care sector (N = 420) and the second study explores prison health care nurses in the United States (N = 175). The results of both studies reveal that client-related factors affect the choice to stay within a job and, in some cases, are the favoured aspect of the role. Therefore encouraging client-staff relationships will expand job satisfaction and therefore increase retention of employees within both contexts.

scholarly journals Revealing factors hindering halal certification in East Kalimantan Indonesia

2015 ◽  
Vol 6 (2) ◽  
pp. 268-291 ◽  
Author(s):  
Sulistyo Prabowo ◽  
Azmawani Abd Rahman ◽  
Suhaimi Ab Rahman ◽  
Asnarulkhadi Abu Samah
Keyword(s):  
Service Industry ◽  
Food Service ◽  
Nominal Group Technique ◽  
Service Industries ◽  
Point Of View ◽  
Nominal Group ◽  
Content Type ◽  
East Kalimantan ◽  
New Finding ◽  
Data Collection Technique

Purpose – This study aims to explore various factors that hamper halal certification in food service industries in East Kalimantan, Indonesia. World halal business as well as awareness in halal products and services consumption has been growing rapidly for the past few years. However, many industry players have not yet realized those huge potential concepts of halal business. Food service industries such as restaurants and caterings show less concern in putting priority on the issue of halal certification. Design/methodology/approach – A qualitative data collection technique called nominal group technique (NGT) was used in this study. Four categories of stakeholders participated in this NGT to represent certifying body, consumers, industry player and government. Each category was given a fundamental question: “What factors are hindering restaurant and catering in East Kalimantan, Indonesia, in obtaining halal certification?” Findings – The authors found that through NGT, the authors can obtain top priority issues to be followed up by the respecting institutions which are concerned. The lack of socialization and information have led to the lack of knowledge and awareness. This is the most important issue addressed by the participants. Research limitations/implications – This research was conducted to collect data from various stakeholders in East Kalimantan Province of Indonesia. Considering the vast expanse of Indonesia and different level of development in each province, results of this study could not be generalized as Indonesia situation in general. Practical implications – Halal certification in food service industry gains low interest from industries. This research presents hampering factors in various perspectives and offers some suggestions to overcome those issues accordingly. Originality/value – It is hard to find research paper discussing halal management from the Indonesian perspective. This paper extends the use of NGT in halal management with the perspectives from many stakeholders in food service industries. It provides a relatively new finding from the Indonesian point of view.

scholarly journals Culture at Work: Self-Entrepreneurialism and Earnings Inequality in the United States

2021 ◽  
Author(s):  
Sophie Moullin
Keyword(s):  
Human Capital ◽  
Cultural Capital ◽  
Working Life ◽  
The United States ◽  
Earnings Inequality ◽  
Self Concept ◽  
Employment Practices ◽  
Capital Theory ◽  
Self Sufficiency ◽  
Working Age

Several social theorists describe a culture of self-entrepreneurialism: a subjectivity in which individuals see themselves as determining their objective economic outcomes or earnings. This culture, it is thought, is institutionalized in contemporary employment practices such that, as in human capital theory, self-entrepreneurialism is widespread among employees, and the more self-entrepreneurial earn more. I contribute a quantitative and comprehensive response to these largely untested claims using survey data from the mid-1990s through mid-2010s, representative of working-age Americans. I find individuals’ self-mastery, self-directedness, focus on self-growth and self-foresight of their future forms one general latent reflective self-concept. As a subjectivity, this self-entrepreneurialism is not associated with self-sufficiency or self-flexibility but is high among Americans regardless of social group. In terms of objective earnings, I find self-entrepreneurialism to be associated with an average earnings premium of up to ten percent of average earnings within occupations. However, self-entrepreneurialism does almost nothing to account for enduring earnings inequality between occupations. Further, over individuals’ working life, there is no association between increasing self-entrepreneurialism and increased earnings. Thus, in line with the theory of cultural capital, but not of human capital, self-entrepreneurialism works materially at work.

scholarly journals Shake Shack IPO Analysis

2021 ◽  
Vol 5 (9) ◽  
pp. 49-54
Author(s):  
Caixia Hu
Keyword(s):  
New York ◽  
New York City ◽  
Fast Food ◽  
Service Industry ◽  
Food Service ◽  
The United States ◽  
Restaurant Industry ◽  
Fast Food Restaurant ◽  
Fast Food Restaurants ◽  
Successful Business

The restaurant industry is one of the largest and fastest growing sectors in the economy in the United States. According to the National Restaurant Association (NRA), the food service industry is the third largest industry accounting for more than 4% of the country’s gross domestic product (GDP). Shake Shack is an American fast food restaurant chain based in New York City. It started out as a food cart at Madison Square Park in 2000, and its popularity grew steadily. Shake Shack is currently one of the best fast-food restaurants in the world. This article discusses the successful business model of Shake Shack through IPO analysis.

Identifying Muda in a fast food service process in Spain

2020 ◽  
Vol 12 (2) ◽  
pp. 201-226 ◽  
Author(s):  
Manuel Francisco Morales-Contreras ◽  
Manuel F. Suárez-Barraza ◽  
Marcelo Leporati
Keyword(s):  
Fast Food ◽  
Service Industry ◽  
Research Question ◽  
Food Service ◽  
Service Industries ◽  
Structured Interviews ◽  
Fast Food Industry ◽  
Content Type ◽  
Service Production ◽  
Customers Perspective

Purpose Identification and elimination of Muda (any activity adding cost but not value from the customers’ perspective) is one of the main objectives of Lean service. Whilst there is significant research on implementing lean in manufacturing and some service industries, there is little information related to its application to the fast food service industry. The purpose of this paper is to try to fill in this gap by answering the research question: What type of Muda could be identified from the customers’ perspective within the service production processes in the fast food restaurant industry in Spain? Design/methodology/approach An exploratory case study has been conducted. Three multinational companies were selected and several sites observed in Madrid, Spain. Three methods were used to gather data: document analysis; direct and participative observation and semi-structured interviews. Findings The paper identifies the seven types of Muda: defects, movements, process, inventory, overproduction, transport and delay. The results are discussed for Cases A, B and C, showing that A and B present higher potential for Muda, compared C. Practical implications Threefold value for practitioners and managers: waste identification is an opportunity for non-efficient processes improvement; observation/analysis from the customers’ perspective reveals that customers perceive these inefficiencies; a guideline/audit tool for future assessments. Originality/value The paper contributes to the limited existing literature on lean service in fast food industry and disseminates this information to provide impetus, guidance and support toward increasing the productivity, efficiency, consistency and quality of service.

A Model of Excellence for Training Managers And Non-Supervisory Employees In The Food Service Industry

1988 ◽  
Vol 12 (2) ◽  
pp. 319-335 ◽  
Author(s):  
Reg Foucar-Szockl
Keyword(s):  
Service Industry ◽  
Food Service ◽  
The United States ◽  
Service Organizations ◽  
Training Directors ◽  
Percent Response ◽  
Model Of Excellence ◽  
Dun And Bradstreet ◽  
Percent Response Rate

The purpose of this study was to investigate the perceived effectiveness of instructional techniques used when training management and non-supervisory employees in the food service industry. Surveys were sent to 716 training directors of the largest food service organizations in the United States as listed by Dun and Bradstreet. A 72.5 percent response rate was achieved with the use of two follow-up mailings. The results of the factor analysis produced an eight factor structure of effective approaches for training employees in the food service industry.

Sign in / Sign up

Export Citation Format

Share Document