ABSTRACT
The study has delved comprehensively on the effect
of labour turn over on employees' productivity in the manufacturing industry
with UNILEVER and PZ Nigeria Plc as a case studies. The objective of this study
is to examine whether better working condition has effect on labour turnover
reduction in the manufacturing sector. The study follows some logical step to
generalize the findings of the study. The survey research design was employed
in this study and the questionnaire was the major research instrument used to
collect information from the respondents in the manufacturing sector. Various
statistical tools were employed in this study. Tools such as simple percentage
analysis and chi-square test were used to provide answers to the research
problems, research questions and the research hypothesis. "Thus,
conclusion was drawn from the result of' the analysis. The result of the
statistical inference revealed that employees were very pleased with this
system which has not only improved productivity but also encouraged employees
to stay on the job and it was recommended that Training and retraining of'
staff should be encouraged and practiced to meet the modern techniques
production and service of goods and also in personnel management. This will
help to curtain labour turnover because staff feels happier when they are
learning new thing to improve their knowledge and skills. The recognition of
the above recommendation at all times will help the management to pursue its
goals and objectives in the. most effective and efficient.
TABLE OF
CONTENTS
CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
1.2 Statement of Problem
1.3 Objectives of the Study
1.4 Research Questions
1.5 Research Hypotheses
1.6 Significance of the Study
1.7 Scope and Limitation of the Study
1.8 Research Methodology
1.9 Definition of Terms
References
CHAPTER TWO
LITERATURE
REVIEW
2.1 Introduction
2.2
Employer and Employees Relationship
2.3
Theories of Labor Turnover
2.4
Causes of Labor Turnover
2.5
Function of Human Resource Management
2.6
The Employers Reaction to the Job
2.7
Performance
2.8
Theoretical Work by Edward L. Deci
2.9
Performance Determinant
2.10
Potential of Performance Pay In
Policy Reforms
2.11
Wages and Salary Policy In Nigeria
CHAPTER THREE
RESEARCH
METHODOLOGY
3.2 Research
Design
3.1 Introduction
3.3 Restatement
of Research Questions
3.4 Restatement
of Research Hypotheses
3.5 Characteristics
of the Studied Population
3.6 Sampling
Design and Procedures
3.7 Data
Collection Instrument
3.8 Administration
of the Data Collection Instrument
3J.9 Procedure
for Analyzing Collected Data
3.10 Limitations of the Research Methodology
CHAPTER FOUR
DATA ANALYSIS
AND INTERPRETATIONS
4.1 Introduction
4.2 Analysis
of Personal Data
4.3 Analysis
of Variables
CHAPTER FIVE
SUMMARY,
CONCLUSIONS AND RECOMMENDATIONS
5.1 Summary
5.2 Findings
5.3 Conclusion
5.4 Recommendations
5.5 Suggestions
for Further Research
CHAPTER ONE
INTRODUCTION
1.1
BACKGROUND
TO THE STUDY
Labour
turnover can be defined as the flow of manpower into and out of an
organization. In this definition, one could deduce the flow of manpower to mean
(replacement and new hire) while outflow to mean (separation, lay off,
discharge, quits, retirement, leave, absence or death etc.). This inflow and outflow
will continue to attract the attention of human resource practitioners on
finding the cause: and possible solution for an organization. Since
personnel/human resource managers are the custodians of the entire workforce in
any organization. The role they perform determine to a great extent the inflow
and outflow of workers in an organization.
According
to Tadeyi (1999), labour turnover occurs when an employee: leaves the service
of an organization. Therefore, the resultant effect of the movement of
workers/labour from one place to another in search of comfort is tagged
"labour turnover". Thus, the fund of human resource management is one
of the most dynamic and challenging areas for managers across the globe in the
turbulent business climate, caused by increased global price competitiveness,
changing technologic, changing employment legislation, and changing workforce composition
is challenging managers to utilize their employees more effective to gain
competitive; advantage. In recent years there has been significant practical
development with increasing numbers of private and public sector organizations
adopting Human Resource management in order to retain the best hands in their
organization, thus reducing labour turnover. Therefore, there is a need for a
study of this nature.
1.2
STATEMENT
OF PROBLEM
The
management of human resource is crucial to the survival, growth and development
of any organization, particularly, in the contemporary period of 21st, century where
there is unhealthy rivalry in the global market, and competitiveness. The
reasons for this are many, but the most important ones are that:
v Organizations
are practically run by men.
v Human
resource is the most difficult resource to manage, in the sense that they have
facilities of reasoning and the ability to respond or resist to stimuli, and
v Human
beings are dynamic, complex and unpredictable.
With
the foregoing, effective managers of human resource; is fundamental to the
survival of any organization. Therefore, it. is
very important for any organization that desires to survive, to put in place,
policies, programmes, and practices that can ensure optimal acquisition,
utilization and reduction of labour turnover in business enterprises.
Labour
turnover today in the manufacturing sector in Nigeria has led to a greater
extent brain drain and this has lead to many economic crisis in which the
nation find her self. Therefore, a high rate of labour turnover is costly, not
only in terms of recruitment, advertising, selection, training of new employees,
waste, reduced production and loss of sales, but frequently has serious effects
on general efficiency and staff morale and on the organization image at large.
With
the aforementioned, labour are very important in the manufacturing sector in
order to identify reasons for incencant change of jobs by personnel. 'thus,
there is a need for a study of this nature.
1.3
OBJECTIVES
OF THE STUDY
The
main objective of this study is to examine the effect of' labour turnover on
organizational performance.
Hence
in order to achieve the objective stated above, the following specific
objectives shall be our guide:
v To
examine whether labour turnover have effect on organization efficiency.
v To
examine whether labour turnover have effect on organizational efficiency.
v To
examine the effect of labour turnover on organization image.
v To
examine whether labour turnover help to lay off unproductive workers.
v To
examine whether better working condition has effect on labour turnover
reduction in the manufacturing sector
1.4
RESEARCH
QUESTIONS
In
order to achieve the objectives of the study identify above, the following are
the research questions of this study.
v Does
labour turnover have effect on organizational effectiveness in the
manufacturing industry?
v Does
labour turnover have effect on organization efficiency?
v Does
labour turnover have effect on organization image?
v Does
a better working condition have effect on labour turnover reduction in the
manufacturing sector?
v Does
labour turnover have positive effect on lay off unproductive workers?
1.5
RESEARCH
HYPOTHESES
Ho:
Labour turnover does not have effect on
organizational efficiency in the manufacturing industry.
Hi:
Labour turnover has effect on
organizational efficiency in the manufacturing industry.
Ho:
Better working conditions do not have
effect on labour turnover reduction in the manufacturing; sector
Hi:
Better working conditions have effect on
labour turnover reduction in the manufacturing sector.
1.6
SIGNIFICANCE
OF THE STUDY
This
study provides a basis for closer scrutiny of the causes of labour turnover in
the manufacturing industry. hence, the study will provide answers to issue;
regarding contemporary application of labour turnover, and it relative importance
with respect to employee's productivity.
This
study will be useful to all organizations in different industries, (public or
private) and entrepreneurs who are looking for the way to retain and attract
the best hands in their organization to achieve fundamental goals. Also,
government organizations and individuals concerned with labour issue will
benefits from this study.
Finally,
this study is expected to stimulate research interests in other aspects of
manufacturing. industry in general and human resources management.
1.7
SCOPE
OF THE STUDY
The
basic premise on which the study is based is the effect of' labour turnover on
organizational performance in the manufacturing industry. This study
concentrates on the staffs of UNILEVER and PZ Plc. Hence, staff of this
institution was sampled and data relating to labour turnover was collected from
them.
1.8
LIMITATIONS
OF THE STUDY
The
level of accuracy of this study depends on the amount of' data or information
supplied by the respondents. Also, there can be some elements of bias in
information supplied, which will hinder the generality of the findings of this
study.
Finance
and time are other constraints that rob this study of its perfection and
understanding a research study is a Herculean task that takes intellectual
stamina to the limit.
1.9
DEFINITION
OF TERMS
Communication: This
refers to as passing and receiving information from one human to another. This
can either be directly through writing, speaking or non-verbal language or
indirectly through technology, telephone, television, radio, telex, internet
etc.
.
Alienation:
This refers to as a situation in which an individual working in an organisation
feels cut-off from organisation itself or non-involvement of works in the
activities involving them in their working places.
Frustration:
State that occurs when an individual is presented by some obstacle from reaching
a goal, which may result in aggressive behaviiour.
Grievance:
is a complaint by an employee against the company based on an alleged
misinterpretation or non application of the terms and conditions of employment.
Induction:
It is a form of training the new employee with general organisation system and
its environment.
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