PERCEIVED RELEVANCE OF VOCATIONAL SUBJECTS TO LEARNERS’ CAREER DEVELOPMENT AMONG PARENTS OF SECONDARY SCHOOL STUDENTS

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ABSTRACT

Vocational/technical education ought to attract many students because of its laudable importance but reverse has been the case. The reason for this, probably, is due to significant others’ perception that it does not require specialized kind of training. This descriptive study investigated perceived relevance of vocational subjects to learners’ career development among parents of secondary school students.

A 10-item questionnaire investigating parents’ perception of the relevance of vocational subjects was adopted and administered to 200 parents that were randomly selected from public senior secondary schools within Ikeja area of Lagos State. Data analysis was done using simple percentage statistics.

Findings from the study reveal parents’ perception that vocational education is an important aspect of education process but such education limits education progress and career development; that the perceived relevance of vocational subjects is an influence on students’ choice of career; and that there is no significant gender difference on the perceived relevance of vocational subjects.

The study further recommends that government at all levels should provide more encouragements in the form of facilities, facilitators, skilled artisans and motivations to stimulate participation in vocational subjects; help artisans in exporting their products and services as a way of showcasing the benefits of vocational subjects; Guidance Counsellors should organise career counselling on the importance of vocational subjects for students on the relevance of vocational subjects to future career fulfilment; and that more public enlightenment programmes should be embarked upon by agencies such as The National Orientation Agency and Non-Governmental Organisations on the importance of vocational/technical subjects to national development.

 

 

 

TABLE OF CONTENTS

Title  Page                                                                                                  i

Certification                                                                                               ii

Dedication                                                                                                   iii

Acknowledgement                                                                                                iv

Abstract                                                                                                      v

Table of Contents                                                                                                 vi

List of Tables                                                                                             viii

                  

CHAPTER ONE: INTRODUCTION

1.1     Background to the study                                                                            1

1.2     Statement of the problem                                                                           5

1.3     Purpose of the Study                                                                        5

1.4     Research Questions                                                                           6

1.5     Significance of the Study                                                                            6

1.6     Delimitation of the Study                                                                           7

1.7     Operational definition of terms                                                                  7

 

CHAPTER TWO:  REVIEW OF RELATED LITERATURE

Theoretical Review                                                                           8

2.1     Vocational education/subjects                                                           9

2.1.1 The aims of vocational and technical education                                11

2.2     concepts of career

2.2.1  Career developmental theory                                                            11

2.2.2 Parents’ perception and career education                                         14

2.2.3 Parental role in children career decision                                            16

2.2.4 Parental Expectations                                                                        18

2.2.5 Parent-Child Interactions                                                                            18

Empirical review                                                                               19

 

CHAPTER THREE:    METHODOLOGY

3.1     Research Design                                                                                25

3.2     Population of the study                                                                    25

3.3     Sample and sampling technique                                                                 25

3.4     Instrumentation                                                                                26

3.5     Procedure of questionnaire administration                                       27

3.6     Method of Data Analysis                                                                            27

 

CHAPTER FOUR:  RESULTS

4.1     Data presentation                                                                             28

4.1.1 Research Question 1                                                                          28

4.1.2 Research Question 2                                                                          30

4.1.3  Research Question 3                                                                         31

 

CHAPTER FIVE: SUMMARY, CONCLUSION, AND RECOMMENDATIONS

5.1     Summary                                                                                          34

5.2     Conclusion                                                                                        35

5.3     Recommendations                                                                                      35

References                                                                                         36

Appendix                                                                                          45

 

LIST OF TABLES

 

Table 4.1:   Showing parents’ responses on perceived relevance of

vocational subjects                                                                  29

 

Table 4.2:   Showing influence of parents’ perceived relevance of

vocational subjects.                                                                           30

 

Table 4.3:   Showing gender difference of parents’ perceived relevance

of vocational subjects                                                                       32

 

 

 

CHAPTER ONE

INTRODUCTION

1.1 Background to the study

Vocational and technical education is among the vital tools an individual can use to be developed. It is training for useful employment in trade, industries, agriculture, business and home making etc. The emphasis on Vocational/ Technical education is to prepare one for self reliance.

The Federal Government of Nigeria wants vocational/technical education to occupy a prominent position in our secondary schools. Meanwhile, Nigerian schools pay little or no attention to vocational/technical subjects. Teachers, parents and students seem not to understand what it is all about and consequently, develop some contempt and aversion for the subjects. As such, student attitude towards vocational/technical subjects remain unhealthy. Many of the related occupations and trades are regarded as ignoble and unbecoming. An average Nigerian parent does not want his son to earn a living as a full time farmer, a watch-repairer, a plumber, a house painter. For many Nigerians, these jobs are for the poor and underprivileged.

Typically, higher occupational status of the students’ parents influences positive attitude of students towards science (Padunny, 1994). This is to say that higher occupational parents would want their children to be doctors, engineers etc without considering if the child would actually read science subject to achieve that. The influence of parents in the development of student’s interest in vocational/technical subjects cannot be over emphasized as this is because parents seem to have much influence on children’s choice of educational career.

The socio-economic status of parent of a child determines the type of career one choose to do, some parents have biased and rigid thoughts regarding the occupational choices of a child/children. Parents forgot that every type of work, once it is beneficial to the individual and society, is worthy and noble (Nwankwo, 1996).

Individuals from the earliest of their life often come across with the question what they want to be when they grow up. Early vocational developmental theorists explicitly have affirmed that childhood is a vital formative period for vocational development (Ginzberg et al., 1951; Havighurst, 1972; Roe, 1956). Studies have shown that a number of factors are associated with children's vocational choice development. Among them are parents, the favourite academic subject, social environment and planned or unplanned vocational guidance activities at schools.

Children's vocational aspiration development starts as early as at pre-school years. In those early years, parents play a critical role in motivating and encouraging their children to explore about various vocations (Seligman et al., 1988).

In their study, found that children tend to acquire more information about their parents’ vocation if their parents have a positive attitude towards it. Another way that parents influence children's vocational aspiration , as found in a study by Helwig (1998), is that parents somehow express their expectations from their children about which vocation they (children) should have and children pursue their vocational aspiration to meet their parents’ expectations. Parents’ gender is also another influential factor in children’s vocational aspirations. Trice and Knapp (1992) found that children have learned more about their mothers’ vocation than about fathers' vocation.

Making the right career choice that would keep adolescents relevant in the scheme of things in an emerging economy like Nigeria could be daunting and difficult. Nigerian adolescents in secondary schools are often preoccupied with very many thoughts of future career prospects. This, more often than not, often predispose these adolescents to irrational thoughts. Such irrational thoughts could be debilitating to the society and psychological well-being of adolescents. Transition from secondary school to workplace, college or university is a critical path through which every adolescent must pass through (Cassie, 2005). However, it is not uncommon to aver that many of these adolescents are left unguarded while transiting from college to workplace.

Most often, parents, teachers, and friends have encouraged secondary school students to proceed to the university while a good number of secondary school students may end up attending universities without knowing why or what they intend to study. For many, this is an important time for career-related matters that will be beneficial to them. As they face the need to choose an academic major, as well as to develop career goals for the future, career problems often become a developmental phase they must pass through in making proper career choices for life.

Several studies have been conducted on adjustment difficulties adolescents face in relation to career and planning. (Hiebert, Collins & Robinson 2001; Magnusson & Bernes, 2001; Pyne & Bernes, 2002; Pyne, Bernes, Magnusson & Poulsen, 2002; Bardick, Bernes, Magnussson & Witko, 2004). Adolescents have received a lot of attention because it is at this stage of life that individuals first begin to prepare and eventually train themselves for a future career in order to become independent adults.

Career development process should start at an early age. Learning about different careers early could enable students have a better understanding of types of jobs they would want to explore in the future. Career process may start formally as early as primary school and could continue throughout secondary school because of many uncertainties especially in an unstable economy like ours. Career uncertainty among secondary school students remains a constant challenge in the entire globe. According to Rosenbaum (2001), in a national survey in the United State of America, nearly all high school seniors (95%) plan to attend college. A study indicated that approximately 20 per cent of students who attend four year college are undecided as freshmen (Hayes, 1997). This transition from thoughts which are not only theoretically relevant to career planning, but also practical in their application (Peterson, Sampson & Reardon, 1991). Classes in career development usually have self-exploration and reflection built into their design and could contribute to developing self-confidence in students

Career development training has been observed to have positive effect on students in general (Folsom & Reardon, 2000; Whiston, Sexton & Lasoff, 1998). Career development therapy had resulted in reduction of negative traits, including career indecision (Johnson, Nichols, Buboltz & Riedesel, 2002; Peng, 2001), irrational career thoughts (Reed, Reardon, Lenz & Leierer, 2001), as well as increases in positive traits such as career decidedness (Johnson, Nichols, Buboltz & Riedesel 2002). In addition, Folsom, Peterson, Reardon and Mann (2002) observed that students who completed an undergraduate career planning course had higher graduation rates when compared to the general student population (81% compared with 69%) and graduated with fewer credit hours on average than the general population (110 compared with 132).

People’s perception about themselves and their career choice affect their ability to make decisions. Sampson et al. (1996) suggested that cognitive reframe may be one intervention counsellors can use to assist clients in combating irrational career thoughts. Most adolescents are unaware of the biases, misinformation, and distorted beliefs that they are given by parents which they consequently bring to career choice and that these presuppositions can lead to self-defeating and disabling experiences (Krumboltz, 1983). Elliott (1995) noted that negative self-statements can impair a client’s ability to utilise occupational information, lead to career indecision, and inappropriate choices.  It is not surprising that students are not interested in vocational/technical subjects. Osuala (1992) opined that, at the heart of our society and economic problem is a national attitude that implies that vocational/technical subjects are designed for somebody else’s children and is meant primarily for the children of the poor. This same attitude is shared by students. Thus, it makes the students lack interest in the study of vocational subjects.

 

1.2 Statement of the problem

Vocational/Technical education subjects ought to attract many students because of its laudable importance but reverse has been the case. The reason for this probably is due to people’s perception that it does not require specialized kind of training. The students have the feeling that even if one is at home at the requite skills needs to learn have to cook, farm; etc can be acquired without formal training. People are ignorant of the importance of the vocational subjects which could help males and female students receive formation and are able to work solution to problems. Also, it enables the students to acquire skills, abilities essential for independent life met up with personal and family needs more especially in this economic difficulties.

The positive effect of career development has been consistently demonstrated in foreign countries as related in the studies cited above. In Nigeria, these have not been sufficiently done. Therefore, there is the need to investigate if those parental perceptions about vocational subjects will be useful so as to inculcate and curriculum to help these students make the appropriate career choice as they transit from childhood to adolescence and finally to adulthood.

 

1.3 Purpose of the Study

The primary focus of this study was to investigate parent perceptions about vocational subjects.

The study also sought to find out if the perceived relevance of vocational subjects is in relation to the students’ aspirations.

 

1.4 Research Questions

To guide the study, the following four research questions were presented:

1.           What is the perceived relevance of vocational subjects among parents of secondary school students?

2.           Does the perceived relevance of vocational subjects by parents influence the students’ choice of careers?

3.           Is there any significant difference between male and female parents perceived relevance of vocational subjects?

 

1.5 Significance of the Study

Many factors affect career choices of high school students. Identifying these factors would give parents, educators, and industry an idea or insight on the influence of home on the career selection process of secondary school students. This will also reveal where students place most of their trust in the career selection process. It would also allow students to examine processes they use for career selection.

The study provides valuable information on the influence of parents’ perceptions as factors on the choice of career among secondary school students. Again, it serves as a resource material for others who want to carry out researches in emerging areas in the influence of environmental factors among secondary school students.

The study will provoke further research into the need to help parents develop appropriate perception and understanding of the importance of vocational subjects in relation to their various aspirations. This invariably provides information to Guidance counsellors on how to orientate secondary school students and their parents on the need to show interest in vocational subjects as introduced in Nigerian secondary schools.

 

 

1.6 Delimitation of the Study

The study is concerned with investigating parents’ perceptions on the relevance of vocational subjects in the choice of careers among secondary school students. It is aimed at all senior secondary school students in Ikeja Local Government of Lagos state.

 

1.7 Operational definition of terms

Vocational education includes subjects, courses and programmes at various educational levels for selected careers in an occupational area.

 

Career Development: is a process of helping children to discover and develop their careers through life stages.

 

Career Decision: is the process of choosing a particular career or occupation

Parents’ perception: refers to the opinions of parents in relation to career choices. 

 

Parental involvements: refer to the participation of parents in their children’s education

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    ABSTRACT This study analyzed the effects of labour turnover on productivity in Nigerian Bottling Company Plc and 7up Bottling Company Plc, Aba, Nigeria. Specifically, the study determined the effect of workers retention (pay and allowance) on quantity of sales in Nigerian Bottling Company Plc and 7up Bottling Company Plc Aba; determined the effect of training of workers on profit in Nigerian Bottling Company Plc, and 7up Bottling Company Plc Aba; investigated the effect of promotion on output in Nigerian Bottling Company Plc, and 7up Bottling Company Plc, Aba; and determined the effect of skills of workers on customers satisfaction in Nigerian Bottling Company Plc, and 7up Bottling Company Plc, Aba. Primary and secondary data were used for the study. The secondary data covered between 2010 and 2019. A total of 345 respondents consisting of 190 respondents from Nigerian Bottling Company Plc and 155 respondents from 7up Bottling Company Plc were used for the study after retrieving the questionnaire. Also, a total of 345 customers consisting of 190 customers that patronizes the Nigerian Bottling Company Plc and 155 customers that patronizes the 7up Bottling Company Plc were used for the study. Data obtained were analyzed using simple regression technique and mean score. Pearson product moment correlation coefficient (r) and simple regression were used to test the various formulated hypotheses for the study. Findings shows that retention (pay and allowance) of workers has significant positive effect on quantity of sales in both Nigerian Bottling Company Plc and 7up Bottling Company Plc, Aba. Training of workers have significant positive effect on profit in both Nigerian Bottling Company Plc and 7up Bottling Company Plc, Aba. Promotion of workers have significant positive effect on output in both Nigerian Bottling Company Plc and 7up Bottling Company Plc, Aba. Skills of workers have significant positive effect on customers’ satisfaction in both Nigerian Bottling Company Plc and 7up Bottling Company Plc, Aba. The study recommends that efforts aimed at tackling labour turnover in Nigerian Bottling Company Plc and 7up Bottling Company Plc should focus more on developing the proficiency of workers through a need-identified training. Prompt promotion of workers and the use of other compensation incentives that should increase the willingness of employees to remain at work is strongly advocated. Many bottling industries such as the Nigerian Bottling Company Plc and 7up Bottling Company Plc, Aba require a formidable workforce to have a competitive edge amidst her competitors. CHAPTER 1 INTRODUCTION 1.1 BACKGROUND TO THE STUDY In today's global environment, each business must have a strong labour turnover avoidance policy in place to guarantee that the finest minds and well-experienced employees contributing to the organization's overall growth and development are kept. Employer turnover should be reduced as a result of this. This is because labour turnover is one element that may impact employee retention, organizational profit, production, and customer satisfaction with the organization's products and services in a positive or negative way. The sort of labour turnover prevention program that will encourage employees to perform well will be determined by how well it meets their needs for status, job security, and survival, as defined by Maslow's hierarchy of needs (1943 and 1954). Managerial and supervisory turnover has long been a key human relations issue, and its importance in any particular company cannot be overstated. Almost all employers of labour confront a big problem with labour turnover nowadays, all around the world (Barmase and Shukla, 2013). This is due to the fact that it creates a significant financial strain on businesses and has a negative impact on productivity. Labour turnover is a serious workplace problem that cannot be overlooked by any meaningful and target driven organisation. Organizations all around the globe must endeavor to regulate and reduce labour turnover since it has both economic and psychological implications on production. In terms of psychological consequences, labour turnover has been associated with a number of negative job attributes such as low level of job satisfaction, low esteem for promotion opportunities, mental stress on the part of management on how best to sort and replace exited experienced workers etc. As a result, when a person departs abruptly, it throws the entire organization's production strategy into disarray. This might have a significant impact on the organization's production and, as a result, its effectiveness. If the company provides a service, employee turnover may have an impact on the quality and/or quantity of service provided, especially if one person's output is the input of another (Blau, 2014). Hill and Twist (2015) define labor turnover as withdrawal behaviors that lead psychologists to believe that it is the result of unfavorable workplace attitudes affected by factors such as income, job security, recognition and appreciation, working hours, and physical conditions, among others. There are also psychological withdrawal behaviors such as a lack of creativity or putting in little effort on a work, which frequently show as laziness and an unwillingness to think and enhance creativity (Pinder, 2018). There is also an attempt to comprehend managerial turnover and determine why employees leave their jobs. Carbery, Garavan, Brien, and McDomel (2013) believe that, all other things being equal, management turnover is likely to be lower than operational turnover, which might be due to the fact that they are more devoted and have a stake in the company. Labour turnover also has the effect of impeding the attainment of larger corporate objectives since it necessitates a significant investment in training, induction, growth, and skills development to replace personnel who leave the company. Controlling labour turnover, on the other hand, is critical for businesses and must be handled well due to the impact it has on organizational productivity (Adewole, 2017). In Nigeria, the issue of labour turnover cannot be neglected by many firms operating in the country. This is because ineffective labour turnover management in any Nigerian organization would have a significant negative impact on not just that organization's performance and output, but also on the economy as a whole. For example, in the late 1980s and early 1990s, Nigeria experienced a turning point in her history when Nigerian universities lost a slew of well-trained teachers in what became known as the "Brain-drain." Perhaps the situation that occurred in our universities had an impact on some businesses, such as the Nigerian Bottling Company Plc. and the 7up Bottling Company Plc., where some of these academics serve as consultants. Terrible pay rates, a lack of advancement, a lack of sufficient training of trained and competent labour force, and a poor work environment may have all contributed to such a choice to quit a company (Adewole, 2017). This is likely to have an impact on the manufacturing line in terms of profit maximization. The situation hasn't altered much since then, and many businesses are calculating their losses (Orji, 2018). According to a Mercer report on the total financial impact of employee turnover, the cost of labour turnover is sometimes misunderstood, seen as incalculable, or disregarded as a minor expense, yet the total cost of labour turnover is considerable, accounting for 36 percent of payroll. The actual cost of employing someone to cover absentee employees is a significant but frequently ignored expense. In Nigeria bottling firm and 7up Bottling Company Plc. Aba, Nigeria, this is a typical practice in enterprises that leads to a certain level of turnover and its probable impacts on productivity. Organizational Productivity is defined as an organization's, institution's, or business's ability to achieve desired outcomes with the least amount of energy, time, money, staff, material, and so on. It is a measure of an organization's ability to meet its output targets via the use of its labour, authority strategies, machinery, equipment, and assets (Adewole, 2017). Productivity increase is crucial for organizations since delivering more goods and services to customers equates to better profitability. As productivity rises, an organization's resources may be converted into revenues, allowing it to pay stakeholders while reserving cash flows for future development and expansion. With increased productivity, an economy may create and consume more products and services for the same amount of effort. Individuals (workers and customers), company executives, and analysts all value productivity (such as policymakers and government statisticians). Labour turnover is inextricably linked to an organization's productivity and is frequently a sign of other issues confronting both the organization and its personnel. A variety of strategies have been proposed by management scholars in order to overcome high rates of labour turnover among employees and enhance employee retention. According to Ibrahim, Usman, and Bagudu (2013), employees who resigned their employment did so due to bad working circumstances that required them to execute their tasks. Poor working circumstances owing to physical factors may result in reduced productivity and general job unhappiness. Nigerian bottling firms, such as Nigerian Bottling Company (NBC) and 7up Bottling Company Plc. (7UP), are not immune to the effects of high labor turnover. The capacity of these businesses to fulfill rising demand for their goods and services is heavily reliant on the efficiency of their skilled employees, who assure optimal production, sales, and profit margins. Labour turnover, particularly among experienced employees, is a major and continuous issue that employers of labor in these organizations are concerned about. This is due to the high expense of finding a substitute for such high quality, which is sometimes difficult to come by. Most new employees are more prone to accidents since there are more breakages and they make more mistakes than experienced workers, resulting in the expense of replacing a man exceeding the recruiting projections by a significant margin (Stessin, 2011). When a company's labor turnover is a problem, management must identify the root reasons, monitor the turnover rate, calculate the cost of turnover, and solve the issue. Given the reality of unemployment and economic hardship in Nigeria, knowing the impact of labor turnover on productivity at Nigerian Bottling Company (NBC) and 7up Bottling Company Plc. is crucial. Such knowledge will aid these businesses in developing effective labor turnover prevention plans that will allow them to function sustainably and adequately satisfy consumer needs as well as corporate objectives. As a result, the purpose of this study was to examine in depth how labor turnover management affects organizational productivity of Nigerian Bottling Company (NBC) and 7up Bottling Company Plc in Aba, Nigeria. 1.2 STATEMENT OF THE PROBLEM Despite the fact that there appear to be no permanent solutions, attempts have been made to reduce the problem of labour turnover. Many individuals have left their jobs due to factors such as professional progress, more promising positions, and external incentives such as higher pay scales, promotion in other companies, and pleasant working circumstances. High labour turnover can have a negative influence on a company's production. However, because of the restricted resources available for staff recruiting, the negative impacts on firms might be extremely severe. Employees who are happy in their jobs are less likely to leave. High employee turnover is typically a sign of a longer-term issue, such as a lack of improved pay structures, training or career opportunities, or promotion, to name a few. Workers who are dissatisfied with their occupations are inclined to depart (Mobly, 2017). Mobly (2017) goes on to say that being dissatisfied with a job isn't the only reason why individuals switch jobs; it may also be because the talents and competencies they possess are in high demand. They may be enticed to leave for greater salary, perks, or career advancement opportunities. Because enterprises have little influence over what happens in other firms, they may take efforts to boost employee morale in the workplace, making people who work for them happy and productive. For companies like Nigerian Bottling Company Plc. and 7up Bottling Company Plc., employee turnover is a major issue. The high rate of labor turnover in bottling businesses, which has risen to about 15% in Nigerian Bottling Company Plc. in 2019 (NBC, 2019) and 22% in 7up Bottling Company Plc. in 2019 (NBC, 2019), is one of the issues that inspired this study (7up, 2019). It is important to remember that a high labour turnover rate reduces an organization's revenue and profitability through lowering productivity. Another issue is that labour turnover increases hiring costs and training expenses, which is especially problematic in organizations that need to replace individuals with specialized skills and a high educational level to fill complicated job responsibilities. Recruiting new employees to replace those who have left the company might be a positive start in the right direction. However, their ability to match the unique abilities necessary for complicated activities previously performed by top executives, as well as highly paid vocations, is subject to cost impacts, making their replacement extremely challenging for the organization. This is likely to have a noticeable impact on the productivity of the company. This is not to suggest that every employee who leaves a company is dissatisfied with their work. Some people will retire, leave town, or abandon their jobs due to family obligations, a desire to change careers, or even the urge to start their own business (Kiunsi,2014). In terms of labour turnover management, there is a knowledge vacuum and a point of departure for prior studies on labour turnover and organizational productivity. There is a knowledge gap in understanding the effect of worker retention (pay and allowance) on sales quantity, the effect of worker training on profit, the effect of promotion on output and effect of workers skills on customers satisfaction in Nigerian Bottling Company Plc. and 7up Bottling Company Plc. Aba. Against this backdrop, this research work investigates labour turnover management and organisational productivity of Nigerian Bottling Company Plc. and 7up Bottling Company Plc in Aba, Nigeria. 1.3 OBJECTIVES OF THE STUDY The major aim of this study is to analyze the effects of labour turnover on productivity in Nigerian Bottling Company Plc., and 7up Bottling Company Plc., Aba, Abia state, Nigeria. Specifically, the study sought to examine the following objectives: (1) determine the effect of workers retention (pay and allowance) on sales quantity in Nigerian Bottling Company Plc. and 7up Bottling Company Plc. Aba; (2) determine the effect of workers training on profit in Nigerian Bottling Company Plc., and 7up Bottling Company Plc. Aba; (3) investigate the effect of promotion on output in Nigerian Bottling Company Plc., and 7up Bottling Company Plc., Aba; (4) determine the effect of workers skills on customers’ satisfaction in Nigerian Bottling Company Plc., and 7up Bottling Company Plc., Aba. 1.4 RESEARCH QUESTIONS Based on the specific objectives, the following research questions were raised. 1) What effect has workers’ retention (pay and allowance) on sales quantity in Nigerian Bottling Company Plc. and 7up Bottling Company Plc. Aba? 2) What effect has workers training on profit in Nigerian Bottling Company Plc., and 7up Bottling Company Plc. Aba? 3) What effect has promotion of workers on output in Nigerian Bottling Company Plc., and 7up Bottling Company Plc., Aba? 4) What effect has workers skills on customers satisfaction in Nigerian Bottling Company Plc., and 7up Bottling Company Plc., Aba? 1.5 RESEARCH HYPOTHESES From the above research questions, the following null hypotheses were formulated to guide the study. H01: There is no significant effect of workers’ retention (pay and allowance) on sales quantity in Nigerian Bottling Company Plc. and 7up Bottling Company Plc. Aba. H02: There is no significant effect of workers training on profit in Nigerian Bottling Company Plc., and 7up Bottling Company Plc. Aba. H03: Promotion of workers does not significantly correlate with output in Nigerian Bottling Company Plc., and 7up Bottling Company Plc., Aba, Nigeria. H04: Workers skills have no significant effect on customers’ satisfaction in Nigerian Bottling Company Plc., and 7up Bottling Company Plc., Aba, Nigeria. 1.6 SIGNIFICANCE OF THE STUDY The significance of this study is divided into empirical and theoretical significance. Empirical significance: This research will serve as a resource for all organizational management, particularly the management and employees of Nigerian Bottling Company Plc. and 7Up Bottling Company Plc. in Aba, Nigeria, in understanding labour turnover management and organizational productivity. The research will assist both commercial and public organizations, including the government, in limiting their human resource capabilities by implementing methods to minimize labour turnover through worker retention, training, rapid promotion, and skill development. It would give important information to Nigerian businesses' management and staff on employee retention and limiting the negative influence of labour turnover on organizational productivity. Theoretical significance: This study has contributed to the current body of information on labour turnover and organizational productivity. This study will be useful to scholars and postgraduate students in the Departments of Industrial Relations and Personnel Management, Business Administration, and Entrepreneurship because it will serve as a reference material for future researchers on the effects of labour turnover on organizational productivity. It may also pique the interest of other academies in conducting more study on the reasons and constraints of labour turnover in a company. The study will also help the Nigerian public and people in other disciplines understand the impact of labour turnover on the productivity of Nigerian Bottling Company Plc. and 7Up Bottling Company Plc., Aba. 1.7 SCOPE OF THE STUDY The scope of the study is divided into unit scope, content scope, and geographical scope. Unit scope: This study is on individual level of analysis of selected bottling companies in Aba. Content scope: This study covers only labour turnover management on organizational productivity between 2010 and 2019. Geographical scope: This study covered the Nigerian Bottling Company Plc. and 7Up Bottling Company Plc., Aba, Nigeria. 1.8 LIMITATION OF THE STUDY The most significant restriction of the study is having access to the office since the setting was extremely limited for security reasons, and entry into the business was mostly by invitation. As a result, obtaining an invitation to share the questionnaire and conduct interviews was extremely difficult, and there were limits on the number of times the researcher was authorized to enter the offices where the necessary information was obtained. As a result, the researcher had to devote many months to data gathering during the research process. Furthermore, there was a constraint on the number of years of information the researcher could be given by the organisations, since the selected bottling businesses only granted the researcher access to ten (10) years of data on different labour turnover management indicators and organisational productivity. Another difficulty encountered in performing this study was the inability to express the dependent variable "productivity" as well as the independent variable "labour turnover" with appropriate indicators for each specific aim. For this study, it took the intervention of the supervisory committee to resort to quantity of sales, profit, output, and customer satisfaction as appropriate indicators of organisational productivity, as well as worker retention (pay, allowances), worker training, promotion, and worker skills as appropriate indicators of labour turnover management. Generally, eliciting the required information from the various issues of the annual reports of Nigerian Bottling Company Plc. and 7Up Bottling Company Plc., Aba were the major constraint encountered in completing the study. The researcher was put through rigorous methods of transforming existing information to fit the necessary variables for the investigation. 1.9 OPERATIONAL DEFINITION OF TERMS Labour turnover: - This is the overall change in the number of people employed in a business entity during a particular period. It takes into consideration the number of exiting personnel, new joinees and the total number of workers as listed in the payroll at the end of a given period. Productivity: - is a phenomenon, which is concerned with the utilization of resources to produce a given output, the resources could be labour materials and capital. Incentives: - Something, which encourages you to work harder, start new activities. Remuneration: - An amount of money paid to someone for work done. Promotion: - is the Vertical movement of employees in the organization to a position of higher authority. Profit: - This is the financial benefit realized when revenue generated from a given business activity or numerous business activities exceeds the expenses, cost and taxes involved in sustaining the business activity in question. It calculated as the naira difference between total revenue and total expenses Output: - This is the number of units of goods produced in a specific time period. The period could be monthly or yearly. Retention: Retention refers to employees’ abilities to not only absorb and retain training or specialized skills, but to apply the learned skills to their job. Worker/Employee retention: Refers to the ability of an organization to retain its employees Sales quantity: This is the number of units of goods sold in a specific time period. The period could be daily, weekly, monthly, quarterly, biannually or yearly. Consumer satisfaction: Consumer satisfaction is a term that measures how products or services supplied by a company meet or surpass a customers’ expectation. Customer satisfaction is important because it provides marketers and business owners with the metric that they can use to manage and improve their businesses as well as shows how productively relevant the organisation is to its business environment.   CHAPTER 2 REVIEW OF RELATED LITERATURE 2.1 CONCEPTUAL REVIEW 2.1.1 Labour turnover Labor turnover, also known as staffing turnover, is defined as the ratio of employees who leave a firm due to attrition, dism

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