THE CAUSES AND EFFECT OF LABOUR TURNOVER IN BUSINESS ORGANISATION (A CASE STUDY OF OKIN BISCULTS NIG. LTD, OFFA, KWARA STATE)

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

Aknoweldgement

Table of contents

Abstract

CHAPTER ONE

INTRODCUTION

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 employement interest in high

2.5     Productivity meansurements and their significance

2.6     Effects of laboour 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     Conlusion of the study

5.3     Recommendation of the study

References

CHAPTER ONE

INTRODUCTION

• 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 organiza\tion becomes problem to the organization, if it does not quicly 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, madequate wage levels leading to employees moving to competitors, poor morale and low levels of motivation with the work frocas cercruiting and selectinhjng the wron g 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: