This research is mainly carried out to investigate labour
turnover and it’s impact on organizational efficiency using Nigeria Brewery
TABLE OF CONTENT
CHAPTER ONE: INTRODUCTION
1.1 Background of the study
1.2 Statement of the problem
1.3 Objectives of the study
1.4 Research questions
1.5 Statement of the hypothesis
1.6 Scope of the study
1.7 Significant of the study
1.8 Limitations of the study
1.9 Operational definition of terms
CHAPTER TWO: LITERATURE REVIEW
2.2 Meaning of labour turnover
2.3 Types of turnover
2.4 Labour turnover process
2.5 It’s effect of organizational efficiency
2.6 The control
2.7 Summary of review
CHAPTER THREE: RESEARCH METHOD
3.2 Research design
3.3 Population of the study
3.4 Sample and sampling techniques
3.6 Method of data collection
3.7 Method of data analysis
CHAPTER FOUR: DATA PRESENTATION, ANALYSIS AND DISCUSSION
4.2 Data presentation and interpretation
4.3 Data analysis and hypothesis testing
4.4 Discussion of findings
CHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATIONS
5.2 Summary of findings
1.1 BACKGROUND TO THE STUDY
In human context of resources turnover or labour is the rate at which an employer recruit and discard employees, i.e how long employees tend to stay or rate of traffic though the revolving door.
Turnover 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 means that employee of that company have a shorter average tenure than those of other companies in the same industry.
turnover may be harmful to a company’s productivity if skilled workers are
often leaving and the workers population contains a high percentage of noise
workers. In the
The dynamism of the general environment has equally affected labour friend now the employees seems to move from one company to another, in search for better service condition. Some reasons identified for such movement are factors like dissatisfaction, financial stand of the organizations economy and misconduct against staff. Staffs tend to leave a company also for the following reasons:
Ø Termination of appointment
Ø Staff lay off
On the other hand, staff can come into the firm or organization based on the following reasons 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 organization invest huge amount of money for the procurement, maintenance, training and development of personnel. When organizations fail to curb the glaring problems posed by labour turnover, it leads to a continuous and persistent rise in declining productivity and it prevents the company from achieving it’s set goals and objectives.
1.2 STATEMENT OF THE PROBLEM
The impact of labour turnover in organizational efficiency can be summed in terms of cost and at times of good will-or corporate image. The resultant cost of a high turnover can be observed in the organization in the following areas, production, administration, procurement and training cost.
Organization do not attempt to differentiate between voluntary and involuntary impacts on organizational efficiency. Efforts will be made in identifying the relationship between labour turnover and organizational efficiency. The types and resultant tangible and intangible cost, in view of knowing this, Hence, “the research study examination” labour turnover and it’s impact on organizational efficiency using the Nigeria Brewery as a survey.
1.3 OBJECTIVES OF THE STUDY
Ø To find out whether labour turnover affects organizational efficiency
Ø To determine if management can uti;lize labour turnover to improve the quality of their personnel.
Ø To examine the extent to which labour turnover have economic impression on the individual affected.
Ø To ascertain whether labour turnover can boost the moral of the employees in the organization.
1.4 RESEARCH QUESTIONS
Ø How does organizations use turnover to increase the quality of the personnel and consequently increase organizational efficiency?
Ø Does management include labour turnover techniques to improve the quality of the product?
Ø Does labour turnover boost the morale of employees in the organization?
Ø Does labour turnover affect organizations efficiency?
Ø Is labour turnover an indicator of employees’ dissatisfaction in organization?
The following hypothesis shall be tested.
Ho: High labour turnover does not affect organizational efficiency
Hi: High labour turnover affect organizational efficiency
Ho: Management does not utilize labour turnover to improve the quality of their personnel.
Hi: Management can utilize labour turnover to improve the quality of their personnel.
Ho: Labour turnover does not have economic implication on the individual affected.
Hi: Labour turnover have economic implications on the individual affected .
On the individual affected
Ho: Labour turnover does not boost the morale of the employees in the organization
Hi: Labour turnover tends to boost the morale of the employees in the organization.
1.6 SCOPE OF THE STUDY
This study is concerned about the impact of labour turnover in organizational efficiency.
It intends to define efficiency and relate the two key terms “labour turnover and organizational efficiency”. It also is concerned with the remote and immediate cause of labour turnover among employees. The study is of two types and will try to recommend a new approach of labour turnover in organization as it is inevitable and sometimes a deliberate act done by management.
This research study will be conducted within personnel function, but wit a different view of labour turnover in organizations because it will try to reveal two district categories that discourages. The effect of each category on organizational efficiency will be highlighted.
topic “Labour turnover” is very broad that within the limited duration enough
work on this research will not be done, so particular attention will be given
to a manufacturing company: Nigeria Brewery Plc,
1.7 SIGNIFICANCE OF THE STUDY
This work will contribute greatly to the body of knowledge in the area of labour management in organization.
Secondly, it will enable the government know ho to handle issues, policies and programmes of labour in the economy.
management will find this study reference tool effective for taking decision 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
1.8 LIMITATIONS 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 sciences, there is usually the problem of definition because getting a generally acceptable definition is difficult for the purpose of research work.
Definition will be done in most suitable operational definition of terms:
1. Labour: The aggregate of all human, physical and mental efforts used in creation of goods and services
2. Turnover: It is the rate at which employers recruit and discard employers in his organization
3. 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 while working.
4. Moral: Liker and Willits (9140) defined moral as individuals’ mental attitude towards all features of his work and towards the people with him or whom he work for.
5. Dissatisfaction: Bluedon (1978) say it’s the inability of management to satisfy his employees in certain areas like salary structure, working conditions and environment
6. Tenure: It is the length of time an employee hold on an office.
7. Organizational Efficiency: It is the extent to which organizational objective are achieved with the use of the organizations available resources.