Assessment of the Effect of Motivation on Employee Turnover.
ABSTRACT
This study is an “Assessment of the Effect of Motivation on Employee Turnover in Dawakinkudu and Tarauni LGEAs of Kano State from 2011-2016”. The main objective of this study was to assess the effect of motivation on employee turnover in Dawakinkudu and Tarauni LGEAs.
Specifically, the study assessed the extent to which compensation, promotion and training affects employee turnover. Data for the study were generated from primary and secondary sources.
The instruments used for the primary data were administration of questionnaires and interviews, 346 questionnaires were administered to 346 respondents where 318 were retrieved, among them 297 were valid, interviews were conducted on 20 members of management in the LGEAs and SUBEB headquarter.
The secondary sources used in this study are textbooks, annual reports, journals, conference papers, gazettes, circulars, unpublished dissertations and theses as well as internet data. Multi-stage sampling techniques were used in the selection of the sample size.
Both descriptive and inferential statistics were used in presenting and analyzing the data obtained from the study. Multiple regression was used in testing the hypotheses.
the study discovered that compensation package was not attractive and adequate to ensure workers retention in Dawakin kudu and Tarauni LGEAs, the study also discovered that employees’ compensation were not paid as at and when due and that, promotion were not regularly done while opportunities for training were provided.
INTRODUCTION
1.1 Background of the Study
Employee turnover has become worrisome to every organisation be it public or private, simple or complex. The human resources are the life wire of every organisation.
It is difficult for the organisation to compete favourably and to achieve its set goals and objectives without loyal and competent employees. The loyal employees are the most productive for the development of the organisation.
One of the most critical functions that the management of an organization should perform is that of getting its employees motivated, stimulated and enticed to work positively towards the actualization and realization of predetermined goals and objectives upon which the organization is established.
This is predicated on the fact that the character and functioning of an organization is largely a function of character and functioning of its human resources as rightly pointed out by Dess and Shaw (2012), and Armstrong (2011).
In the same vein, the Society for Human Resource Management (SHRM) (2013) submission have clearly submitted that an employee constitutes an indispensable ingredient for proper functioning of an organization.
Hence, it is very crucial for an organization to devise and strategize ways of obtaining as well as retaining valuable, resourceful, hardworking and dedicated employees who are always ready to put their best to the organization.
REFERENCES
Mueller, C.W. And Price J.L. (1990) Economic Psychological and Sociolgical Determinants of Voluntory Turnover; Journal of Behavioural Economics; Vol. 19 No. 8.
Mullins, L.J. (1967) Management and Organisational Behaviour (4th ed) Pitman Publishing, London.
National Union of Teachers Kano (2016) Primary School‟s Teachers in Critical Need of Promotion; NUT official Bulletin, September – December, 2016
Nel, P.S., Werner, A., Haasbroek, G.D., Poisat, P., Sono, T. and Schultz, H.B. (2008). Human Resource Management. (8thed).Oxford University Press, Cape Town.
Ngu, S. M. (2010) Personnel Management In Nigeria; Principles and Practice; Zaria, ABU Press L.t.d.
Nuhu, A. (2011) Assessment of Sources of Revenue Generation in Dawakinkudu L.G.A. of Kano State. Unpublished Project Submitted to Department of Public Administration Kano State Polytechnic.
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