ABSTRACT
This research is carried
out to investigate labour turnover on organizational efficiency using Nigeria
Brewery Plc as a case study. The broad objective of the study is to determine if inadequate compensation leads to
labour turnover also to examine if labour turnover affect organizational
efficiency. High turnover is caused by unhappiness with the work inadequate
compensation unsafe and unhealthy condition unrealistic expectations,
inappropriate process and poor candidate screening other causes are lack of
career opportunities and challenges, dissatisfaction with the job-scope or
conflict with management. The primary source of data collection was used while
questionnaires were distributed to respondents to gather relevant information;
the chi-square statistical tool was used to test the stated hypotheses.
Findings revealed that management utilize turnover to improve the quality of
their personnel. The study concluded that in profit-oriented organizations, it
is important to detach all sentimental findings in carrying out assigned task
as it is an acceptable business ethic. Recommendations reveal among others that
labour turnover should be used to regulate the input of labour in the
organization.
TABLE OF CONTENTS
Title Page
Certification
Dedication
Acknowledgements
Abstract
Table of Contents
Chapter One: Introduction
1.1
Background to the
Study
1.2
Statement of
the Problem
1.3
Objective of
the Study
1.4
Research
Question
1.5
Statement of the
Hypotheses
1.6
Scope of the
Study
1.7
Significance
of the Study
1.8
Limitations of
the Study
1.9
Operational
Definition of Terms
Chapter
Two: Literature Review
2.1 Introduction
2.2 The
Review
2.2.1 Concept of Labour Turnover
2.2.2 Meaning
of Labour Turnover
2.2.3 Types
of Labour Turnover
2.2.4 Effects
of Labour Turnover
2.2.5 Organizational
Efficiency
2.2.6 The
Control
2.2.7 Causes of Staff
Turnover
2.2.8 Impact of Staff Turnover on Employee Performance
2.2.9 Factors affecting Reduction of Staff Turnover
2.2.10 Impact of Motivation on Staff Turnover
2.2.11 The Impact of Organizational Size on Staff Turnover
2.3 Summary
of the Review
Chapter
Three: Research Method
3.1 Introduction
3.2 Research
Design
3.3 Population
of the Study
3.4 Sample/Sampling
Techniques
3.5 Instrumentation
3.6 Method of
Data Collection
3.7 Method of
Data Analysis
Chapter Four: Data
Presentation, Analysis and Discussion of Findings
4.1 Introduction
4.2 Data
Presentation and Interpretation
4.3 Data
Analysis and Hypotheses Testing
4.4 Discussion
of Findings
Chapter Five: Summary,
Conclusion and Recommendations and Suggested Areas for Further
Studies
5.1 Introduction
5.2 Summary
of Findings
5.3 Conclusion
5.4 Recommendations
5.5 Suggested
areas for Further Studies References
Appendices
CHAPTER ONE
INTRODUCTION
1.1
Background to the Study
Labour
turnover is the rate at which an employer gain and lose employee. High turnover
may be harmful to company productivity, if skilled worker are often leaving and
the workers population contains a high percentage of novice workers.
When
the workers are satisfied with compensation and salaries payment high turnover
will not be involved and there will be increases in productivity.
However,
high turnover rate of skilled professional can pose as a risk to the business
or organization, due to human capital (such as skill training and knowledge).
Notably given the natural specialization of skilled professionals, these
employees are likely to be reemployed within the same industry by a competitor
(Testa, 2008).
This
study carryout the numerous problem associated with labour turnover and its
attendant effect on productivity and effectiveness of an organization.
1.2
Statement of the Problem
High
turnover is caused by unhappiness with the work inadequate compensation unsafe
and unhealthy condition unrealistic expectations; inappropriate process and
poor candidate screening other causes are lack of career opportunities and
challenges, dissatisfaction with the job-scope or conflict with management (Stear,
2011). When the worker is not happy with the work high turnover will be
involved and there will be low productivity and poor candidate.
1.3
Objective to the Study
This
shows the general objective of labour turnover and organizational efficiency.
The following are the specific objectives of the research work:
•
To examine if labour turnover affect
organizational efficiency.
•
To determine if labour turnover
boost the morale of employees.
•
To ascertain whether labour turnover
is an economic implication on the individual affected.
1.4 Research Questions
1.
Does labour turnover affect
organizational efficiency
2.
Does labour turnover boost the morale
of the employees in the organization.
3.
Does labour turnover have economic
implication on the employees.
1.5 Statement of the Hypothesis (es)
The
following Hypothesis will be tested.
Hypothesis
One
HO: There is no significant
relationship between high labour turnover and organizational efficiency
Hypothesis
Two
HO: There is no significant
relationship between labour turnover and the morale of the employees in the organization.
Hypothesis Three
HO: There is no significant
relationship between labour turnover and economic implication on the employees.
1.6
Scope of the Study
This
study is all about labour turnover and organizational efficiency. This research
work will be conducted within personnel function, but with a different view to
labour turnover in organizations, or a firm. Using Nigeria Brewery Plc, Benin
City as a case study.
1.7
Significance of the Study
How
the following will benefit from labour turnover and organizational efficiency:
Research:
It will serve as a reference tool to students as well as researchers
specifically as labour matters have become an academic problem in Nigeria
economy.
Organization:
It
will enable the organization know how to handle issues, policies and programmes
of labour in the economy.
General
Public: They will find study as a source of information which
will be of immense value for their study and research.
Customers:
This work will contribute greatly to the body of knowledge in the areas of labour
management to customers.
1.8
Limitations of the Study
A
lot of problem 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 facts that time for this work is shared
between academic work and other activities. The research has to go from staff
to staff in the Nigeria brewery plc in search for solution to the problem. As a
result of this, the researcher ran this regular visit to different head of
department in the company.
1.9
Operational Definition of Terms
In
social sciences, there is usually the problem of definition because getting a
generally acceptable 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 his
organization.
Job
satisfaction: Lock (1976) is an appraisal of one’s job.
Vroom theory (1964) also state that job satisfaction is an emotional response
to do a job satisfaction one gets while working.
Moral:
Liker
and Willits (1940) defined moral as individual mental attitude towards all
features of his work and towards the people with him or whom he work for.
Dissatisfaction:
Bluedon
(1978) say it’s the inability of Management to satisfy his employees in certain
areas like salaries, working conditions, structure and environment.
Tenure: This is the length of time an employee hold an office.
Organizational
Efficiency: It is the extent of which organization objective
are achieved with the use of the organizations available resource.
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