Impact Of Labour Turnover On Organizational Productivity

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ABSTRACT

This study  was  carried  out  to  analysis  the  impact of labour turnover on organizational  productivity  (N.N.P.C Ilorin) organization  the  questionnaire, direct  interview,  text  books, and journals were the  basic source  of  data collection, this was statistically treated using  the sample percentage one of the major caused of turnover in the organization productivity, on  this basic management should ensure that all  factors that  can caused  job  satisfaction are put in place to enhance optimum  productivity. For clarity of the research context, the study will be divided into five chapter. Chapter one of the study contain general introduction, problem of the study objective of the study, scope of the study significance of the study, definition  of terms.

TABLE OF CONTENT

Title page

Certification

Dedication

Acknowledgement

Abstract

Table of content

CHAPTER ONE

1.1  Introduction

1.2  Background of study

1.3  Problem   of the  study

1.4  Objective  of the study

1.5  Significance of study

1.6  Scope of study

1.7  Definition of terms

CHAPTER TWO

2.0  Review of related literature

2.1  What is labour turnover

2.2  Types of labour  turnover

2.3  Factors  affecting  labour turnover

2.4  Productivity  in an organization

2.5  Developing employee interest in higher productivity

2.6  Productivity  measurement of the significance

2.7  Effect of labour  turnover in organization

2.8  Supervisory behaviours  employee turnover

2.9  Expectation of management toward labour  turnover

CHAPTER THREE

3.0  Research methodology.

3.1  Population of the study

3.2  Sample size and sampling method

3.3  Administration of instrument

3.4  Method of data instrument

3.5  Method of data analysis

3.6  Validity and reliability of the research instrument

3.7  Limitation of the study

CHAPTER FOUR

Interpretation and analysis.

4.1  Introduction

4.2  Brief history of the case study

4.3  Data presentation and analysis

4.4  Data presentation

4.5  Data analysis

4.6  Findings

CHAPTERFIVE:

Summary Conclusion and Recommendation

5.1  Summary

5.2  Conclusion

5.3  Recommendation

Reference

CHAPTER ONE

1.0    INTRODUCTION

1.1    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 labour  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.

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Labour turnover is an organization become detriment 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 whenever ignor  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 performances 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 he  progress of such organization.

Furthermore  productivity itself cannot 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 locket, 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 analyze the various  variables, which could  lead to labour  turnover in an  organization and the effect of such leaving  an  productivity.

3.1 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  because of existence  of had  management  and management  relationship.

Poor human resources  management  may manage where the alive to motivate  employee (motivation)  is lacking, these  how ever  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  aforementioned  facts, 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.

3.2  OBJECTIVES OF THE STUDY

The major  objective  of the  study  is to  analyzed the  effect of the  labour  turnover on organization al 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 analyzed  the consequence  of labour  turnover on the  organizational  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

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