EFFECTS OF LABOUR TURNOVER IN KADUNA STATE WATER BOARD

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ABSTRACT

The study examines the effect of labour turnover in Kaduna State Water Board. The population consisted of staff of Kaduna State Water Board headquarters with a population of 100. The entire population was used as the sample size.

A questionnaire designed in five likert scale constitute the instrument of data collection. The data obtained were analyzed using mean (x) scores. The analysis indicated that labour turnover in Kaduna State Water Board arise from the agitation for better pay as well as condition of service, industrial disharmony, lack of effective team work, relocation and constraint arising form illness of an employee.

It was recommended among other things that incentives to motivate employee must be put in place to enhance efficiency and dedication to duty as well as facilitate the retention of staff and discourage them from deflecting from their organization.

CHAPTER ONE

INTRODUCTION

Background Of The Study – – – – – – 1
Statement Of The Problem – – – – – – 2
Objective Of The Study – – – – – – 2
Significance Of The Study – – – – – – 4
Research Questions – – – – – – – 4
Scope Of The Study – – – – – – – 4

1.8 Limitation Of The Study – – – – – – 5

CHAPTER TWO

LITERATURE REVIEW

2.1 General Overview Of Labour Turnover – – – – 7

2.2 Concept Of Labour Turnover – – – – – 9

2.3 Causes Of Labour Turnover – – – – – 10

2.4 Effects Of Labour Turnover On Organization – – 12

2.5 The Impact Of Labour Turnover On Worker In An Organization 13

2.6 The Effect Of Labour Turnover On Productivity – – – 19

2.7 Enlightenment To Curtail Rate Of Labour Turnover – 22

2.8 Labour Turnover and Organizational Performance – 29

2.9 The Benefits of Labour Turnover – – – – – 36

2.10 Enlightenment to Curtail Rate of Labour Turnover – 39

CHAPTER THREE

RESEARCH METHODOLOGY

3.1 Introduction – – – – – – – – 41

3.2 Research Design – – – – – – – 41

3.3 Area Of The Study – – – – – – – 41

3.4 Population Of The Study – – – – – – 42

3.5 Sample Of The Study – – – – – – – 42

3.6 Instrument Of Data Collection – – – – – 42

3.7 Validity Of Instrument – – – – – – 43

3.8 Reliability Of Instrument – – – – – – 43

3.9 Method Of Data Collection – – – – – – 43

3.10 Method Of Data Analysis – – – – – – 44

CHAPTER FOUR

DATA PRESENTATION AND ANALYSIS

4.1 Introduction – – – – – – – – 45

4.2 Respondent Characteristics – – – – – – 45

4.3 Data Presentation And Analysis – – – – – 47

Summary Of Findings——52

Discussion of Findings——53

CHAPTER FIVE

SUMMARY, CONCLUSION AND RECOMMENDATIONS

5.1 Summary – – – – – – – – – 55

5.2 Conclusion – – – – – – – – – 56

5.3 Recommendations – – – – – – – 56

Bibliography – – – – – – – – 58

Appendix – – – – – – – – – 60

CHAPTER ONE

INTRODUCTION

1.1 Background of the Study

In all economic activities human effort is the key. It is the human knowledge transferred into activity that give utilizes or value to all commodities. And that means who cultivates and whether he uses a hoe or tractor. It is the same who saws, weeds, processes, store and sells. It is also man who extracts iron ore, processes it into steel.

It postulates that who invents, designs, makes and operates machines is man who creates, transmits and seeks knowledge etc. thus, every human endeavour here one earth has man’s finger print. Thus without human effort which is considered vital for production so many managerial effort would been proved abortive. This effort also is usually called labour.

Labour is the most important resources in organization. This is why labour is define as human effort both mental and physical assertion legitimately applied in production of goods and services so as to satisfy human needs for a reward known as wages and salaries.

In this sense, labour include all labour, semi skilled labour and unskilled which all gear towards the production of goods and services to earn a living through their wages and salaries.

Statement of the Problem

The problem of labour turnover attract a reasonable percentage of attention in an organization because labour represent the life wire of any organization. The rate at which employee have organization is

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