TABLE OF CONTENT
CHAPTER ONE
- Introduction 1
- Background
of the study 1
- Problem
of the study 2
- Objectives
of the study 3
- Significance
of the study 4
- Scope
of the study 4
- Definition
of terms 5
CHAPTER TWO
- Review
of related literature 8
2.1 What is labour turnover 8
2.2 Types of labour turnover 11
2.3 Factors affecting labour turnover 13
2.4 Productivity in an organization 16
2.5 Developing employee interest in higher
productivity 18
2.6 Productivity measurement of the
significance 19
2.7 Effect of labour turnover in
organization 19
2.8 Supervisory behaviors employee turnover 21
2.9 Expenditure of management toward labour
turnover 23
CHAPTER THREE
- Research
methodology 26
- Population
of the study 30
- Sample
size and sampling method 30
- Administration
of instrument 31
- Method
of data analysis 31
- Validity
and reliability of the research instrument 32
- Limitation
of the study 32
CHAPTER FOUR
INTERPRETATION AND
ANALYSIS
- Introduction 33
- Brief
history of the case study 33
- Data
presentation and analysis 34
CHAPTER FIVE
SUMMARY CONCLUSION AND RECOMMENDATION
Reference
CHAPTER
ONE
- INTRODUCTION
- BACKGROUND OF THE STUDY
It has become more generally acceptable that structural arrangement of resources in an organization is composed of the human and materials resource, this shows that the management of an organization is not complete without any one of the two form effective management however, human resources that are under study, will be discussed in the area of labor turnover in an organization , this is because the constant exist of labour in an organization may jeopardize, his operation and productivity, in the light of this human resources management therefore needed in an organization.
Labour turnover is an organization become determent to the organization. It is not quickly taken into consideration. This is so special when the organization does not seek for immediate replacement of competent and qualified labour turnover when even ignore poses a barrier to the progress at an organization, however the current labour turnover in an organization and industries especially in Nigeria is not brought about by the causes performance to fall below expectation.
There is an distribution
in the planning and low moral among the rank and file operational officers with
in the organization.
Labour turnover
especially if it is that of chief executive officers is quite detrimental to
the concerned organization as poor performance, low productivity and fall
employment morale would guise, this has an adverse effect on the progress of
such organization.
Furthermore, productivity
itself can not be achieve without efficient labour, labour in efficiency in the
management of labour, this itself has been as a result of other variable such
as labour turnover absenteeism work stoppage such as strike and locked, the
dissatisfied workers find it difficult to adjust to rigid requirement of the
employed “fourteen out of twenty six studios found out that worker will
positive job attitude showed higher productivity than those will negative
attitude.
Therefore, this study is being understanding to analyzes the various variables, which could lead to labour turnover in an organization and the effect of such leaving an productivity.
- PROBLEM OF THE STUDY
The rate
at which workers are living industries is became rampant, the management also
does not bother to suspend or terminate employee due to workers attitude to
work these indifference are usually, being caused by the poor human resource
management and management relationship.
Poor human resources management may manage where the alive to motivate employee (motivation) is lacking, these however will lead to instability to labour productivity in Nigeria, most employee are such as good salary, promotion medical working job security e.t.c are inadequate or absent and absence of these usually result is labour turnover need to be redressing by paying attention to workers needs because this will go a long way to improve productivity of the workers.
- OBJECTIVES OF THE STUDY
The major objectives of the study is to analyzed the effect of the labour turnover on organizational productivity other objective of this study are as follows:
- To identify the causes and effect of labour turnover in an organization, it is pertinent that every workers that leaves the organization has no in other reasons why they left and this will actively have effect on the whole organization.
- To analyze the consequences of labour turnover on the organization productivity human resources is indispensable in an organization, they are the one that will put material resources together for desired output.
- To determine the effect of research system on labour turnover, this research will show weather invitation or reward has negative or positive effect of supervision on labour turnover the relationship between the supervision and workers will be used as a major tool in determine the effectiveness of the organization.
- SIGNIFICANCE OF THE STUDY
This
study is aimed at focusing on the effect of labour turnover on organizational
productivity as a result, the study will be important to production industries
particularly (N.N.P.C) Ilorin it will be at great importance of production
industries particularly those who want to known to minimize labour turnover in
her organization, the research work will be useful to other organization
productivity and manage human resources manage on how to be effective in his or
her administration, it will also save as reference to industrial organization
wishing to improve the labour productivity and reduce their labour turnover so
that the improved productivity of labour will serve as sign of development for
the organizational, also not to lose services of their valuable and productive
workers the study could be useful to all management students to these issues
would be great benefit.
1.5 SCOPE
OF THE STUDY
This
study is specially design to critically examine the effect of labour turnover,
in organizational productivity, however attempt to cover all organization would
be hectic in this research and unrealistic, hence, the research is confined
which is Nigeria National Petroleum Corporation Ilorin. The research will
basically shown that problems facing and organization on labour turnover to the
organization productivity in production section to carry out this research, the
key staff of Nigeria
questionnaire that will be retrieved and analyzed for the purpose of this
research work.
1.6 DEFINATION
OF TERMS
- Administration: person who administer also a little
used for some managerial position such as the administration of a hospital.
- Allocation: a quality of a resource allocated
for particular items in speaking about money to travel allocation would be an
amount of money set aside for travel.
- Appraise: to assess the value of a proper, a
person job performance or other items of value.
- Bankrupt: a legal or economic term that means
insolence, mobility to pay one’s debt.
- Budget: an approve so home that specifies
how much is to be spent on each category of expenditure during a given time
period, the scheme is usually complied in a document referred to as the budget
of capital. Wealth that an organization posses to employ in achieving it is
aim.
- Capital: wealth that an organization possess
to employ in achieving it is aim.
- Compensation: that which is given in exchange for
work performed, compensation is usually money but may include other them such
as privilege.
- Effectiveness: the extent to which the design
result is realized frequently compared with efficiency.
- Employee satisfaction: the degree to which employ needs
are meet a relative measure.
- Hygiene factors: a construct in here bergs theory of
motivation, factors that do not motivate positively but that conclude demo
tivate if handle poorly.
- Labour turnover: this is the measurement of the
number of employees leaving a company, from record the labour turnover can be
concluded by dividing either the total separation or the total replacement by
the average number of working force and expressions, the result as a
percentage.
Measure of turnover:- no
of employee that
No of employee that left payroll X 100
Average work force at the period
Management: according to Henry Fayol (1916) management is an activity
that involves co-ordination of all the resources of an organization through the
process of planning organization directing and controlling in order to obtain
organization objective effectively and efficiency.
Organization: it is rational co-ordination of all activities of a number
of people for the activities of a number of people for the achievement of some
common explicit purpose or goal through division of labour and function through
the hierarchy of authority and responsibility.
Productivity: the rate at which employee gives out their objectives of
the organization can be achieved
Responsibility: performance areas in which person or who be expected to produce results, wages and salary administration the business function that determine wages and salary rate and adjust them in response to market condition and changed assignments.
IMPACT OF LABOR TURNOVER ON ORGANIZATION PRODUCTIVITY
