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Impact Of Labour Turnover On Organizational Productivity
[A CASE STUDY OF N.N.P.C. ILORIN]
CHAPTER ONE -- [Total Page(s) 2]
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CHAPTER ONE: INTRODUCTION
1.1BACKGROUND 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.
Labour turnover is an organization become deteriment 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 lockalt, 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.
1.2 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 elive 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.
1.3 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:
ï¶ 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.
ï¶ 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.
ï¶ 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 determing the effectiveness of the organization
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