ABSTRACT
This project title “causes and effect of labour turnover”
with particular reference to okin Biscuit Limited, Iyagbo, Kwara State is to
recognise the causes and effects of labour turnover in a business organisation
and on the business sales volume.
The first chapter, which is an intorduction chapter, it
contains statement of the problem, objective of the study, scope of the study,
the significance of the study, limitation of the study and definition of terms.
Chapter two on the other hand deals with literature review,
which examines the various definitions and plulosophy of the causes and effects
of labour turnover in a business organisaiton. It also contains supervisory
behavior and employee turnover, effect of motivation on labour turnover,
expectation of management towards labour turnover, calculation of labour
turnover.
Chapter three describes the research methodology, which
examine historical background of the case study, source of data collection,
research population, research instrument and techniques. That is it designed of
the research and the procedure use.
Chapter four, it comprises of analysis of data and data
presentation of the various data gathered and the analysis of the hypothesis
tested.
Chapter five summarise the whole project work, it also
contained the summarize the whole project work, it also contained the summary
of findings conclusion and recommendation.
TABLE OF CONTENTS
Title
Certification
Dedication
Acknowledgement
Table of contents
Abstract
CHAPTER ONE
INTRODUCTION
1.0 Background
of the study
1.1 Statement
of the problem
1.2 Aims
& Objectives of the study
1.3 Scope
of the study
1.4 Significance
of the study
1.5 Limitations
of the study
1.6 Statement
of research hypothesis
1.7 Definition
of Terms & Concepts
CHAPTER TWO
LITERATURE REVIEW
2.0 Review
of Related Literature
2.1 Types
of Labur Turnover
2.2 Factors
Affecting laboour Turnover
2.3 Productive
in organisaiton
2.4 Development
employment interest in high
2.5 Productivity
measurements and their significance
2.6 Effects
of labour Turnover or organisaitonal productivity
2.7 Supervisory
behaviour and employee Turnover
2.8 Effect
of motivation on labour turnover
2.9 Expectation
of management towards labour turnover
2.10 Calculation
of labour turnover
CHAPTER THREE
RESEARCH METHODOLOGY
3.0 Methods
of data collection
3.1 Population
of the study
3.2 Sample
size and sampling method
3.3 Administration
of the instruments
3.4 Validity
and reliability of the research Instruments.
3.5 Historical
background of the case study
CHAPTER FOUR
DATA PRESENTATION
4.1 Data
Analysis
4.2 Test
of hypothesis
4.3 Data
interpretation
CHAPTER FIVE
5.0 Summary,
conclusion and recommendation
5.1 Summary
of the major findings
5.2 Conclusion
of the study
5.3 Recommendation
of the study
References
CHAPTER ONE
INTRODUCTION
1.0
BACKGROUND
OF THE STUDY
There
is a vast literature on the causes of voluntary employee turnover dates back to
1950. By developing various factors that combined a number of factors
contorting to turn\over. Labour turnover is an outward flow of workers i.e the
sailed, unskilled and semi-skilled labour as a result of their own or
employer’s decision. This implies that the exist of workers could be voluntary
of involuntary. Labour turnover in an organization becomes problem to the
organization, if it does not quickly taken into consideration, this is so
especially when an organization does not seek for immediate especially when an
organization does not seek for immediate replacement for competent and
qualified labour.
Lanbour
turnover could be caused by, many factors, inadequate wage levels leading to
employees moving to competitors, poor morale and low levels of motivation with
the work force recruiting and selecting the wrong employees in the first
employment.
High
labour turnover without adequate replacement causes performance to fall below
expectation. Productivity it self cannot be achieved without efficient labour.
Labour
turnover does not just create cost, some level of labour turnover is important
to bring new ideas, skills andf enthusiasm to the labour force.
The
dissatisfied of workers find it difficult top adjust to rigid requirement which
will simply result to labour turnover, absentees, work stoppage such as strike
and lockout.
1.1 OBJECTIVE
OF THE PROBLEMS
This
study will identify various problems that an organization will face with labour
turnover and the problems includes the following:
1. What
labour the contribute to labour turnover? Does labour turnover receive enough
attention form the organization?
2. What are the various labour turnover occur
in an organization?
3. Form
the aforementioned facts labour turnover need to be addressed by paying
attention to workers needs because this will go along way to improve
productivity of the workers.
1.2 OBJECTIVES OF THE STUDY
The
objective of the study are to examine the effect of labour turnover in an
organization.
1. To
examines the effect of reward system on labour turnover this shows whether
motivation or reward have negative or positive impact on the workers.
2. To
examine the effect of supervision on labour turnover, the relationship between
the supervision and workers, will be used as major tool in determining the
effectiveness of the organization.
1.3 SCOPE
OF THE STUDY
This
study is based on labour which is the most important aspect of every organization
without labour effective. In the sense that labour is all human efforts both
skilled and unskilled directed towards production. When we are talking about
labour, also necessary to know what labour likewise it cannot evade the effort.
Although, all labours are mobiles, but the ,mobility of the skilled labour is
highly noticed in the labour market. This research basically show the problems
facing an organization on labour turnover to organizational productivity,
improvement in production sections.
1.4 SIGNIFICANCE
OF THE STUDY
This
study is aimed at focusing on the causes and effect of labour turnover, in
business organization. So there are some of the areas of those who benefit from
it.
1. The organization of the research work and
other organization.
2. The Management students.
3. We researcher aimed other researchers.
4. It
will be great important to production to minimize labour turnover, in the
organization resources.
5. It
will also serves as reference to industrial organization wishing to improve the
labour productivity of labour will serves as sing of development for the
organization.
1.5 LIMITATION
OF THE STUDY
1. The
time allocated for writing this project work fell within a semester along with
other academic commitment such as lecture assignment, test e.t.c
2. There
is adequate find constitute problem in the area of traveling to get adequate
information no area of data collection.
3. The researcher could not have opportunity
to attend any seminar pertaining to this study.
1.6 STATEMENT
OF RESEARCH HYPOTHESIS
The
two hypothesis to be postulated is for clarify and brevity? Which would be
tested in chapter for this project. The hypothesis are tested below in which ho
is null hypothesis while it is the alternate hypothesis.
1. Ho:
That babour turnover have causes and effects on business organization.
Hi:
That labour turnover, does not have causes and effects on business
organization.
2. Ho: That labour turnover increases
organization profitability.
Hi:
That labour turnover, does not increases organization profitability.
1.7 DEFINITION
OF TERMS AND CONCEPTS
1. Administrators:
Persons who administer: it also a little used for some managerial position such
as the administration of bank.
2. Allocation:
A quality of resources allocated for a particular items in speaking about
money, a travel allocation would be an amount of money, set aside for travel.
3. Appraise:
To assess the value of a property, a person’s job performance of other items of
value.
4. Bankrupt:
A legal or economic term that means insolvency or in ability to pay one’s
department.
5. Effectiveness:
The extent to which the designed result is realized frequently compared with
efficiency Employee satisfaction: The degree to which employee need are met a
relative measure.
6. Hygeine
factor: A construct in Herzbery theory of motivation factor that do not
motivate positively but that could demotivate if handled poorly.
7. Labour:
This refers to the human of any kind, physical or mental directed at the
production of goods and service.
8. Labour
turnover: This is the measurement of the number of employee leaving a company.
9. Management:
It is an activity that involve coordination of al the resources of an
organization through the process of planning organizing, directing and
controlling in order to obtain organization objective effectively efficiently.
10. Organization:
It is a rational coordination of the activities of a number of people for the
achievement of some common explicit goal through division of labour function or
through hierarchy of authority.
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