ABSTRACT
This research is mainly carried out to investigate labour
turnover and it’s impact on organizational efficiency using Nigeria Brewery
plc,
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
2.1 Introduction
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
3.1 Introduction
3.2 Research design
3.3 Population of the study
3.4 Sample and sampling techniques
3.5 Instrumentation
3.6 Method of data collection
3.7 Method of data analysis
CHAPTER FOUR: DATA PRESENTATION, ANALYSIS AND DISCUSSION
4.1 Introduction
4.2 Data presentation and interpretation
4.3 Data analysis and hypothesis testing
4.4 Discussion of findings
CHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATIONS
5.1 Introduction
5.2 Summary of findings
5.3 Conclusion
5.4 Recommendations
References
Appendix
CHAPTER ONE
INTRODUCTION
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.
High
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 Death
Ø Termination
of appointment
Ø Staff
lay off
Ø Resignation
Ø Retirement
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?
1.5
HYPOTHESIS
The following
hypothesis shall be tested.
Hypothesis I
Ho: High
labour turnover does not affect organizational efficiency
Hi: High
labour turnover affect organizational efficiency
Hypothesis II
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.
Hypothesis III
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.
The
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.
Significantly,
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.
Department | Business Administration and Management |
Project ID Code | BAM0416 |
Chapters | 5 Chapters |
No of Pages | 52 pages |
Methodology | Statistical Analysis |
Reference | YES |
Format | Microsoft Word |
Price | ₦4000, $15 |
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Contact Us On | +2349067372103 |
Contact Us On | +2349094562208 |
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