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| Format: Ms Word | 1-5 Chapters | Table of Content|


Study Level: BTech, BSc, BEng, BA, HND, ND or NCE

Amount: ₦3,000.00

What is Labour Turnover? Definition, Causes, Effects, Types, Strategies -  The Investors Book


This research was carried  out to  analysis the  impact  of labour  turnover on organizational productivity (N.N.P.C Ilorin)  organizations the  questionnaire , direct interview, text  books, and journals were  the basic  source off data collection, this  was statistically  treated  using the  simple percentage  one of the  major  caused  of turnover in the  organizational  productivity, on this  basis  management should  ensure  that all factors  that  can causes  job satisfactions  are put in palce to enhance  optimum productivity. 


Title page




Chapter one: introduction

  1. Background of study
    1. Problem   of the  study 
    1. Objective  of the study 
    1. Significance of study 
    1. Scope of study
    1. Definition of terms 

CHAPTER TWO: Review of related literature

  • What is labour turnover
    • Types of labour  turnover
    • Factors  affecting  labour turnover
    • Productivity  in an organization
    • Developing employee interest  in higher  productivity 
    • Productivity  measurement of the significance
    • Effect of labour  turnover in organization
    • Supervisory behaviours  employee turnover 
    • Expectation of management toward  labour  turnover 

CHAPTER THREE: research methodology.

3.1 Population of the study

3.2 Sample size  and sampling method 

3.3 Administration of  instrument 

3.4 Method  of data instrument

3.5 Method of data analysis 

3.6 Validity  and reliability of the research  instrument 

3.7 Limitation of the study

CHAPTER FOUR: interpretation and analysis.

  • introduction

4.2 Brief history of the case study

4.3Data presentation and analysis

4.4Data presentation

4.5Data analysis


CHAPTERFIVE:Summary Conclusion and Recommendation

  • Summary 
    • Conclusion
    • Recommendation




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 may jeopardize, his operation and productivity, in the light of this 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 operation and 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 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 within 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 his 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 rigid requirement of the employed ‘’Fourteen out of Twenty-Six studios found out that worker with positive job attitude showed higher productivity than those with 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.


The rate at which workers are leaving industries is becoming 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 bad management and management relationship.

Poor human resources management may manage where the elite to motivate employee (motivation) is lacking, these however 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.


The major objective of the study is to analyze the effect of the labour turnover on organizational productivity.

Other objectives of this study are as follows:

  • To identify the causes and effect of labour turnover in an organization, it is pertinent that every worker that leaves the organization has no in other reasons why they left and this will actually have effect on the whole organization.
  • To analyze the consequence of labour turnover on the organizational productivity human resources in indispensable in an organization, they are the one that will put material resources together for desired output.

To determine the effect of research system on labour turnover, this research will show whether 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 determining the effectiveness of the organization.


This study is aimed at focusing on the effect of labour turnover on organizational productivity as a result, the study will be important to production industries particularly (N.N.P.C) Ilorin.

It will be of great importance to production industries particularly those who want to know how to minimize labour turnover in their organization, the research work will be useful to other organization on how to achieve best organizational productivity and manage human resources manager on how to be effective in his or her administration, it will also serve as references to industrial organization wishing to improve the labour productivity and reduce their labour turnover so that the improved productivity of labour will serve as sign of development for the organizational, a lot not to lose services could be useful to all management students to these issues would  be benefit.


This study is specially design to critically examine the effect of labour turnover, in organizational productivity, however attempt to cover all organizational productivity, however attempt to cover all organization would be hectic in this research and unrealistic, hence, the research is confined which is Nigeria National Petroleum Corporation Ilorin. The research will be ascetically shown that problems facing an organization on labour turnover to the organizational productivity in production section to carry out this research, the key staffs of Nigeria questionnaire that will be retrieved and analyzed for the purpose of this research work.


  1. ADMINISTRATION: Person who administer also a little used for some managerial position such as the administration of a hospital.
  2. ALLOCATION: A quality of a resource allocated for particular items on speaking about money to travel allocation would be an amount of money set aside for travel.
  3. APPRAISE: To assess the value of a paper, a person, job performance or other items of value.
  4. BANKRUPT: A legal or economic term that means insolence, mobility to pay one’s debt.
  5. BUDGET: An approve scheme that specifies how much is to be spent on each category of expenditure during a given time, the scheme I usually complied in a document referred to as the budget.
  6. CAPITAL: Wealth that an organization possesses to employ in achieving its aim.
  7. COMPENSATION: That is given in exchange for work performed, compensation is usually money but may include other than such as privilege.
  8. EFFECTIVENESS: The extent to which the design result is realized frequently compared with efficiency.
  9. EMPLOYEE SATISFACTION: The degree to which employ needs are meet a relative measure.
  10. HYGIENE FACTORS: A construct in here brings of motivation, factors that do not motivate positively but that conclude demotivate if handle poorly.
  11. LABOUR TURNOVER: This is the measurement of the number of employees leaving a company, from record the labour turnover can be concluded by dividing either the total separation or the total replacement by the average number of working force and expressions, the result as a percentage.
  • MANAGEMENT: According to Henry Fayor (1916) management is an activity that involves co-ordination of all the resources of an organization directing and controlling in order to obtain organization objective effectively and efficiency.
  • ORGANIZATION: It is a rational co-ordination of all activities of a number of people for the activities of a number of people for the achievement of some common explicit purpose or goal through division of labour and function through the hierarchy of authority and responsibility.
  • PRODUCTIVITY: The rate at which employee gives out their objective of the organization can be achieved.
  • RESPONSIBILITY: Performance areas in which person is expected to produce results, wages and salary administration the business function that determine wages and salary rate and adjusts then in response to market condition and changed assignments.


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