Research proposal on To asses the effect of motivation on labor turnover in public institutions
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The effect of motivation on labor turnover
The need to asses the effect of motivation on labor turnover in public institutions, to be able to study as well as examine the phenomenon of labour turnover among government employees. Subject for the study will be one hundred drawn from federal and state government divisions. The stratified random sampling technique will be used in the selection of subjects. The questionnaire method are to be used to collect relevant data for the study. The data collected from the survey are to analyzed using both descriptive and inferential statistics such as percentages. There showed that poor motivation actually affect labour turnover of government employees. The findings will show that the motivation strategies available for government employees are inadequate for continued stay in the government system. Economic incentives will be found to be grossly inadequate for the retention of government employees in the government system. It is therefore recommended that economic and non-economic forms of motivation be employed to keep the government employees on their job. Similarly, there can be pressing need to make environment of the government more conductive for work and assessment.
Labour turnover is the flow of manpower into and out of an organization (Fapohunda, 1980). Accession on the other hand has to do with replacements and new hires. Labour turnover is one of the unorganized forms of industrial conflict. It is a retreat by employees usually from unsatisfactory situations. Satisfaction is however only a part of the answer to the problem of labour turnover. Other factors influencing include: the conditions of the labour market (Behrend, 1953), age of the worker, chances of obtaining another job and financial responsibilities of workers, among other things. The incidence of labour turnover can at times be seen as reflection of the quality of management skill in securing contentment among the people employed. Too much of labour turnover however can severely reduce productivity, as workers are perpetual learners, new to the organization all the time; demoralize incumbents and damage an organization’s public image thereby adversely affecting her corporate existence. It implies therefore that management should be concerned about the level of labour turnover in their organization, determine the degree of it that is healthy or unhealthy for the organization. High labour turnover is dangerous as it affects the growth and productivity of an establishment. Scholars believe that a core of experienced workers is necessary for the success of an organization. Organizations are highly concerned about employee’s leaving because it is generally very costly to select and train new employees to replace those who left. The deteriorating environment, inflation that render salaries useless, the globalization process that has removed geographical barriers among other factors have rendered current motivational factors inadequate in keeping government employees on their jobs. There is therefore the need to come up with appropriate policies to reduce labour turnover among government employees by studying and understanding how this group of workers can be motivated.
Experience has shown that attempts to treat employees like machine will result in voluntary quits and low productivity. In recent years, emphasis have been placed on the important role motivation plays in getting employees to put in their best efforts and various findings have shown that people only put in their best if their needs are met (Aluko, 1998 and 2001, Mullins, 1999 and Lussier, 2000). Management must be aware that employees have their values, attitudes and sentiments that affect performance to extent, that these values, attitudes and sentiments differ from one employee to another. To understand what motivate the individual worker, management must know their wants, needs and values and so, the factor that will induce people to contribute as efficiently and effectively as possible are those that satisfy their needs. High labour turnover is dangerous as it affects the growth and productivity of an establishment. Scholars believe that a core of experienced workers is necessary for the success of an organization. Ideally, motivation is the key to creating an environment where optimal performance is possible. Every person has their own set of motivations and personal incentives to work hard or not as the case may be. Some are motivated by recognition whilst others are motivated by cash incentives. Whatever the employees motivation, the key to promoting that motivation as an employer is understanding and incentive. Employee motivation is essential to the success of company big or small. In the modern workplace human resources are valued above all others. Motivated employees are productive, happy and committed. The spin off of this includes reduced employee turnover, results driven employees, company loyalty and work place harmony.
Aluko, M. A. O (2001) “The impact of Culture on Organizational Performance in
Selected Textile Firms in Nigeria”. Unpublished Ph.D Thesis, Department of
Sociology and Anthropology, Obafemi Awolowo University, Ile-Ife, Nigeria.
Behrend, J. (1953). “Absence and Labour Turnover in a Changing Economic Climate”.
Occupational Psychology, Vol. 27.
Lussier, R.N. (2000). Management Fundamentals: Concepts, Applications, Skill
Development. New York. South Western College Publishing.
Mashoro, A.H (1943) A Theory of Human Motivation. Psychological Review, 50,
Mullins, L.J. (1999); Management and Organizational Behavior. 5th Ed. London,
Financial Times, Pitman Publishing.
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