2.      What are the strategic methods that could be implemented to reduce this rate?

3.      How this reduction affects the productivity of the organization?

• The reduction of the employee’s turnover rate depends on the environment they are working as well as on their personal lives. The best employees will always share the values and vision about what they want to experience at work. Selecting the right people at the right place is the first step to minimize this effect in the organization. Don’t try to neglect the people who are skilled and have innate talent along with the best personality, smart work and abilities, even if you don’t currently have the suitable match for them in your company. Always offer them comprehensive packages such as insurance, bonus criteria, flexible hours. Allow them to share their views and knowledge with the rest of the employees through presentation and training sessions (Thomas, 2013).

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• Leadership plays a crucial role in managing the job satisfaction of the employees as well as reduces the turnover intention in the public sectors in UAE. This paper consists of three major parts which are employee’s job satisfaction-transitional leadership styles-turnover intention. As per the author Abubakr M. Suliman, one of the major challenges that work organization are nowadays are facing in UAE and other Gulf countries, are the retention and recruitment of staffs (Suliman & Al Obaidli, 2011). There is high staff turnover in the companies and still, it continues to pose challenges in both public and private companies amid the global crisis on economic factors which results in additional costs.

• Staff turnover in any of the organization might be due to voluntary or involuntary actions. Both of these actions lead to the reduction in productivity and also fails to achieve the target within the stipulated time frame. There are two theories which are described by Herzberg et al (1959) that explain what dissatisfies or satisfies the employees, and hence, serves as a vital framework for employee retention. According to several studies, it was proved that retaining a healthy team of productive employees and commitment leads to better productivity, and hence, firms need to design appropriate strategies to retain these many qualities (Reynolds, 2018).

2.      Tools used-one week

3.      Assessment of the data-four to five days

4.      Arriving at the conclusion-four to five days

5.      Finding or designing the recommendation-one week

Suliman, A.M. and Al Obaidli, H., 2011. Organizational climate and turnover in Islamic banking in the UAE. International Journal of Islamic and Middle Eastern Finance and Management, 4(4), pp.308-324.

Thomas, J., 2013. Study on the causes and effects of employee turnover in the construction industry. International Journal of Science and Research (IJSR), pp.2319-7064.

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