ABSTRACT
This research is mainly carried out to investigate Effect of Labour
Turnover on Organizational Performance. To effectively carryout this research,
the questionnaire method of fact finding were used. It was observed that labour
turnover has tremendous effect (positive or Negative) on the performance of an
organization. It is in view of this that such recommendations was make by
management to embark on motivational packages for their staff; so as to reduce
turnover especially among high performance.
TABLE OF CONTENTS
Title page
Certification -- -- -- -- -- -- -- -- -- i
Dedication -- -- -- -- -- -- -- -- -- ii
Acknowledgement-- -- -- -- -- -- -- -- iii
Table of Contents-- -- -- -- -- -- -- -- iv
Abstract -- -- -- -- -- -- -- -- -- -- vi
CHAPTER ONE:
INTRODUCTION
1.1
Background
to the Study-- -- -- -- -- -- 1
1.2
Statement
of the Problem -- -- -- -- -- -- 2
1.3
Research
Questions -- -- -- -- -- -- 3
1.4
Objective
of the Study-- -- -- -- -- -- -- 3
1.5
Statement
of Hypotheses -- -- -- -- -- -- 4
1.6
Scope
of the Study -- -- -- -- -- -- -- 5
1.7
Significance
of the Study -- -- -- -- -- -- 6
1.8
Limitations
of the Study-- -- -- -- -- -- 6
1.9
Operational
Definition of Terms -- -- -- -- -- 7
CHAPTER TWO:
LITERATURE REVIEW
2.1 Labour Turnover - -- -- -- --
-- -- -- 9
2.2 Types
of Labour Turnover-- -- -- -- -- -- 10
2.3
Causes of Labour Turnover -- -- -- -- -- -- 16
2.4 Labour
Turnover Process-- -- -- -- -- -- 20
2.5 It’s
Effect on Organization Efficiency/Performance -- -- 22
2.6 Control
-- -- -- -- -- -- -- -- -- -- 26
CHAPTER
THREE: RESEARCH METHOD
3.1 Research Design-- -- -- -- -- -- -- -- 30
3.2 Population
of the Study-- -- -- -- -- -- -- 30
3.3 Sample/Sampling Technique-- -- -- -- -- -- 31
3.4 Method
of Data Collection -- -- -- -- -- -- 31
3.5
Method of Data Analysis -- -- -- -- -- -- 32
CHAPTER FOUR: DATA PRESENTATION, ANALYSIS AND INTERPRETATION
4.1 Data
Presentation -- -- -- -- -- -- -- 33
4.2 Test
of Hypotheses -- -- -- -- -- -- -- 42
4.3 Discussion
of Findings -- --- -- -- -- -- 48
CHAPTER FIVE: SUMMARY CONCLUSION AND RECOMMENDATIONS
5.1 Summary
-- -- -- -- -- -- -- -- -- 49
5.2 Conclusion
-- -- -- -- -- -- -- -- 49
5.3 Recommendations-- -- -- -- -- -- -- 50
References
Appendixes
CHAPTER ONE
INTRODUCTION
1.1 Background to the Study
The of resources or labour turnover is the rate at
which the employer recruit and discard employees or that employees tend to stay
or the rate of traffic through the revolving door. Turnover is measured for individual companies and for
their industry as a whole. If an employer is said to have a high turnover,
relative to its competitors, it measn that employees of that company have a
shorter average tenure than those of other companies in the same industry.
High turnover may be harmful to a company’s
productivity if skilled workers are often leaving and the workers population
contains a higih percentage of noise workers. In the united states, the average
total non-farm seasonally adjusted normally turnover rate was 31% for the
period of December 2000 to November 2008.
i.
Death
ii.
Termination
of appointment
iii.
Staff
lay off
iv.
Resignation
v.
Retrenchment
On the other hand the firm or organization based on
the following reason when there is dynamic management for effective use of it’s
resources. After the allocation of funds for capital goods, labour investment
rank second highest. There is no doubt that organizational invest huge amount
of money for the procurement, maintenance, training and development of
personnel. When organizations fail to curb the glaring problem posed by labour
turnover, it leads to a continuous and persistent rise in declining
productivity and it prevents the company from achieving its set goals and
objectives.
1.2 Statement of the Problem
The effect of labour turnover in organizational performance can be summed in terms of coat
and at times of good will or corporate image. The resultant cost of a high
turnover can be observed in the organizational in the following area
production, administration, procurement and training cost.
Organizations do not attempt to differentiate between
voluntary and involuntary effect on organizational performance. Efforts will be
made in identifying the relationship between labour turnover and organizational
performance. The types and the resultant tangible and intangible cost, in view
of knowing this. Hence, “the research
study examination” labour turnover and it’s effect on organizational
performance using the Nigeria Brewery Plc Benin City as a survey.
1.3 Research Questions
1.
How
does organization use turnover to increase the quality of the personnel and
consequently increase organizational performance?
2.
What
work is most important to promoting in avoiding labour turnover?
3.
Does
labour turnover boost the morale of the employees in the organization?
4.
Does
labour turnover affect organizations performance?
5.
Is
labour turnover an indicator of employees dissatisfaction in organizations?
1.4 Objective of the Study
1.
To
find out the effect of labour turnover as t affects modern organizational
performance
2.
To
recommend or suggest a new approach to labour turnover in organization where it
will be useful for the management to regulate effective labour.
3.
To
enable the organization know the causes of labour so that the government
management and other employees representative regulate and create a better
incentive to employees remains in the particular organization.
4.
To
acquaint the organization with the knowledge that right quality of personnel
can only be achieved through a systematic management of labour.
1.5 Statement of Hypotheses
Due to the presents economy difficulties and problems
faced by management and workers in organizations, the following hypothesis
shall be tested.
1.
High
labour turnover does not effect organizational performance \
2.
Management
does not utilize labour turnover to improve the quality of their personnel
3.
Labour
turnover does not have economy implications on the individual affected.
1.6 Scope of the Study
This study is concerned about the effect of labour
turnover in organization performance, a survey of Nigeria brewery plc Benin
City. It intends to define performance and relate the two key terms “labour
turnover and organizational performance”. Iti also is concerned with the remote
and immediate causes of labour turnover among employees. The study is of two
types, and will try to recommend a new approach to labour turnover in
organization as it is inheritable and sometimes a deliberate act done by
management.
This research study will be conducted within personnel
function, but with a different view to labour turnover in organization become
it will try to reveal two district categories that discourage. The effect of
each category on organizational performance will be highlighted. The topic
“labour turnover” s very broad that within the limited duration enough world on
this research will not be done, so particular attention will be given to a
manufacturing company: Nigeria Brewery Plc, Benin City
1.7 Significance of the Study
This work will contribute greatly to the body of
knowledge to the area of labour management in organization. Secondly, it will
enable the government know how to handle issues, policies and programmes of
labour in the economy.
Significantly, management will find the study
reference tool effective for taking decisions. On labour matters. It will also
serve as a reference tool to students as well as researchers specifically as
labour matters have become an academic problem in Nigeria’s economy. There is
no doubt that they will find the study as a source of information which will be
of immense value for their study and research.
1.8 Limitation
of the Study
A lot of problems hindered the progress in carrying
out a thorough research on this work. They are basically geographical
constraints, all time and financial constraints which is greatly due to the
fact that time for this work is shared between academic work and other
activities.
1.9 Operational
Definition of Terms
In social science, there is usually the problem of
definition, because getting a generally accepted definition is difficult. For
the purpose of the research work. Definition will be done in the most suitable
operational definition of terms.
Labour:
The aggregate of
all human, physical and mental efforts used in creation of goods and services.
Turnover:
It is the rate at which employers recruit and
discard employers in the organization.
Job
satisfaction: Lock
(1976) is an appraisal of ones job. Vroom Theory 1964 also states that job
satisfaction is an emotional response to do a job or satisfaction one gets wile
working.
Moral:
Liker and Willits (1940) defined moral as
individuals mental attitude towards all features of his work and towards the
people with him or whom he works for.
Dissatisfaction:
Bluedon (1978)
says it’s is the inability of management
to satisfy his employee in certain areas like salary structure, working
conditions and environment.
Tenure:
It is the length of time an employee hold an
office.
Organizational
Performance: It is the extent to which the organizational
objective are achieved with the use of organizational available resources.
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