A Transferable Employee Retention Model
Non-toxic leadership teams and organizational cultures result in a higher retention of employees
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The focus of this research is to identify the root causes behind the premature preventable attrition of missionaries and subsequently what steps to take to retain them. In my different roles I have seen the pain of missionaries as they come back from the field and my wife and I also had our own experiences of pain which led to a premature termination. The methodology in this dissertation focused mainly on the culmination of extensive research data that has been gathered over the last twenty years, in addition to my own experiences in the secular world and in the Member Care field. Valuable res...
The focus of this research is to identify the root causes behind the premature preventable attrition of missionaries and subsequently what steps to take to retain them. In my different roles I have seen the pain of missionaries as they come back from the field and my wife and I also had our own experiences of pain which led to a premature termination. The methodology in this dissertation focused mainly on the culmination of extensive research data that has been gathered over the last twenty years, in addition to my own experiences in the secular world and in the Member Care field. Valuable research from the Member Care, HR, and Humanitarian Aid-fields were also included. The findings from this research provide evidence that there are a great variety of factors, often in combination, that influence the attrition/retention rates. I suggest a transferable Missionary Retention Member Care Model which includes key elements that need to take root in proper succession for the model to be successful. The main conclusion drawn from this study is that a non-toxic organizational culture with a supportive leadership thereof will retain more missionaries.
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