FACTORS AFFECTING LABOUR TURNOVER IN ORGANIZATIONS: A CASE STUDY OF DELMONTE LIMITED, KENYA

Abstract

Companies which achieve turnover rates below their industry average are likely to enjoy greater competitive advantage than those whose rates are relatively high. While minimal rates of mobility can be good for both the employee in terms of career development and to the employer in the sense that new blood is injected into the organization excessive mobility can be detrimental to the optimal operation of the organization. Delmonte Kenya Limited has recently been experiencing a high level of labor turnover. This phenomenon has led to increased recruitment and replacement costs as well as training expenses to the organization. This research sought to establish the factors responsible for high employee turnover at Delmonte Kenya Limited. In this study, descriptive research design was used. The target population was 1533 employees. A sample size of 152 respondents was selected for data collection at random. Data was collected by the use of questionnaires. The researcher conducted a pilot study in another organization. Descriptive statistics such as mean, mode, standard deviation and frequency distribution was used to analyze the data. The data was analyzed both quantitatively and qualitatively. Quantitative data analysis requires the use of a computer spreadsheet, and for this reason SPSS was used. Data presentation was done by the use of pie charts, bar graphs, percentages and frequency tables. The study revealed that career growth prospects is of much importance to employees and thus the study concludes that a well-defined career path makes the employees to be committed to their careers and hence improve their productivity. The findings also established that motivating employees gives them a sense of belonging and this encourages them to work harder and consequently increasing their productivity.

Key Words: Career Growth Prospects, Motivation, Employee Turnover