Impact Of Labour Turnover On Organizational Performance In Federal Radio Corporation Of Nigeria, (Frcn)

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ABSTRACT

The study was carried out in an attempt to analyze the impact of labour turn over on organizational performance with particular reference to Federal Ratio Corporation of Nigeria, Kaduna. The work was necessitated by the near absence of statistical data on this silent cancer worm that has cripple many organization.

It is done with the hope that it will be a useful tool in the hands of managers. In an attempt to do this, a review of related literature was carried out to sample the opinion of other writers on the topic. Enroute this, a survey method was used for the study.

A Questionnaire developed by the researcher was used to gather data  The Likert attitude measure scale was used to score respondents responses. Findings reveal  that labour turnover has an over bearing impact on organizational performance especially if skilled workers are leaving. Turnover of skilled workers can be reduced if management provide a work environment that gives room for the use of individual discretion and provide an opportunity for career advancement.                

TABLE OF CONTENTS

Title Page

Declaration

Approval page

Dedication

Acknowledgement

Abstract

Table of contents

 CHAPTER ONE: INTRODUCTION

Background of the Study

Statement of the problem

Objectives of the study

Significance of the Study

Research Questions

Scope of the study

Limitations of the Study

 CHAPTER TWO: LITERATURE REVIEW

2.1    Introduction

2.2    An overview of the Concept of Labour Turnover

2.3    Labour Turnover as a Social Process

2.4    Measurement of labour turnover

2.5    Cost of Labour Turnover on Organization

2.6    Steps to reducing turnover in an organization

2.7    Factors responsible for labour turnover

2.8    Controlling top management turnover

2.9    Labour Turnover and Organizational performance

CHAPTER THREEE: RESEARCH METHODOLOGY

3.1    Introduction

3.2    Research Design

3.3    Area of Study

3.4    Population of Study

3.5    Sample size and sampling technique

3.6    Instrument of data collection

3.7    Validity of instrument used

3.8    Reliability of instrument

3.9    Method of data collection

3.10  Method of data analysis

CHAPTER FOUR: DATA PRESENTATION AND STATISTICAL ANALYSIS

4.1    Introduction

4.2    Presentation and analysis of Data

4.3    Summary of Finding

4.4    Discussion of findings

CHAPTER FIVE: SUMMARY, COONCLUSION AND RECOMMENDATIONS

5.0    Introduction

5.1    Summary

5.2    Conclusion

5.3    Recommendations

References

Appendix

CHAPTER ONE

INTRODUCTION

Background of the Study

Human asset has been identified as the most valuable asset of any organization. The quality or otherwise of an organization’s human resource go a long  way to determine the success of such enterprise (Nwachukwu, 2009). In a nutshell, organizational productivity is a function of its manpower. However, this valued asset is equally the most sensitive and the most complicated resources to manage. This is as a result of its human  factor. Human beings are rationale and cannot be underpinned like other non-human assets, Sherman, Bohlander and Snell (1996).

As a result human resources managers are always confronted with the problem of finding the best approach to managing its manpower to prevent exodus of their trained manpower to competitors. This phenomenon which is referred to as labour  turnover is fundamental to organizational success.

This is because no organization will afford to lose its qualified and productive human resource to competitors especially when it is within its capacity to prevent such occurrences. This is due to the obvious reality that when skilled employee leaves an organization a vacuum is created, production is disrupted, and activities halted.

The Responsibility Of Management To An Employee In An Organization

An Evaluation Of The Effectiveness Of Sales Promotion As Element Of Promotion Mixes

And there comes the ultimate search for another employee with requisite skill to fill the post. This may  take a lot of valuable time and resources in terms of recruitment and training and the time lag will eventually tell on the overall performance of the organization.

However,  organization  cannot be everything to every body. No matter how great your company is, it is likely that some of your employees will eventually move on to other opportunities (Onadele, 2011). The rise in industrial competitiveness with its  resultant increase in the employment options available to employees has worsened this phenomenon. This makes this work timely and fundamental to managing modern day enterprises and its dynamic human capital.

The problem which is focused in this study is to investigate the effects of turnover on organization in the broadcasting industry in Nigeria. This problem will focus on the factors which may reduce the employee  turnover like Human resource practices, job satisfaction and motivation, employee training etc prior research has offered mixed conclusions based on both theoretical and empirical analysis and according to previous research that turnover has negative effects on operating performance due to disruption of existing routines (Dalton and Todor 1979).

However, modern  research has affirm the positive side of turnover that firms may benefit from the innovative thinking or increased motivation that new workers bring to a job (Abelson and Baysinger 1984, Mowday 1982). This mixed reaction and death of academic stands on this fundamental factor to organizational success has necessitated this work.

1.2     Statement of the Problem

Despite the huge impact labour turnover has on organizational performance, only few organizations made effort to investigate into its cause, magnitude and effect on organizational survival. Labour turnover as noticed if not looked into could eat deep into the profitability and threaten the sustainability of any organization, especially if skilled workers are often leaving.

Mc Ecoy and Cascio (1987) meta analysis of twenty four reported correlations between performance and turnover concluded that good performers are less likely to leave than poor performers which supports the Jovannic (2004) matching theory. So many organizations have gone into extinction as a result of negligence of this fundamental factor of labour turnover and that is what necessitated this study.

1.3     Objectives of the Study

The main objectives of this study is to assess the impact of labour turnover on organizational performance in Federal Radio Corporation of Nigeria (FRCN) Kaduna. Other specific objectives are as follow:

1. To investigate the impact of employee turnover on organizational performance.

2. To investigate the various means of which an organization can keep labour turnover at optimum level.

3. To explore the relationship between employee turnover and factors that may cause employee turnover.

1.4     Significance of the Study

This study will be of immense importance to all managers who are in charge of human  resources, potential human resources managers, the board of directors of corporate organizations and scholars to:

1. Human resource managers: It will equip them with the necessary information as to the impact of labour turnover to the performance of the organization and provide them with the necessary means of keeping their skills manpower.

2. Potential Managers: The study will provide the necessary requisite to managing people in an organization for optimum performance.

3. The board of director: The study will guide them in formulating human resources policies and making decisions affecting their manpower.

4. Scholars: It is a ready reference material and it provides the benchmark as well as basis for analysis and further studies.

1.5     Research  Questions

The research questions to be used in validating this study is stated as follows:

1. What impact has employee turnover on organizational performance?

2. How can organization keep labour turnover at optimum level?

3. What is the relationship between employee turnover and factors that may cause it in an organization?

1.6     Scope of the Study

This study is limited to the impact of labour turnover on the performance of an organization and shall look at some fundamental issue such as:

i. How labour turnover affects the growth and performance of an organization.

ii. Determining the factors that contributes to labour turnover in an organization.

iii. Identifying the types of labour turnover and also the rate of labour turnover.

Equally, to  review and suggest ways to controlling labour turnover in an organization. The study shall use Federal Radio Corporation of Nigeria, Kaduna as reference organization and finding shall be based on the data gathered from the organization.

1.7     Limitations of the Study

The major problem in the cause of this study work will be that of finding and analyzing relevant literature within the apportion time for the project. There has not been much literature on the topic of discussion and those available do not treat the subject in detail.

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