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Three decades ago, the concept of ‘works for life in one organization was a practical situation across organizations of that era. There was a positive relationship between employers and employees a factor, which led to extensive tenure in same organization despite poor, unattractive motivation and no or irrelevant compensation programmes. It was very rare to see employee’s voluntary leaving one organization in favour of the other. Nowadays, if an organization does not have proper motivation and attractive compensation programmes, it is likely to experience high risk of employee turnover. Currently, in Tanzania, many Public organizations are experiencing high rate of employees’ turnover; the determinants causes of the problem tends to differ from one organisation to another.
The Ministry of water also experience the problem of employees’ turnover since 2009 to date, the percentages of employees’ turnover rate is approximately to 17% per year. As a way of addressing the problem, MoW introduced various retention and motivational strategies that ensure employees’ commitment to the organization. Such as extra duty allowances, sitting allowances when attending seminars or workshop, special loan for the staff to purchase cars or buildings, training opportunities for the staff, departments meetings which are conducted weekly, staff meetings known as “Workers’ Council” conducted four times annually, management meeting held in every Friday to ensure staff fully involved in decision making as well as . OPRAS which provide feedback to employees regarding their performance.. Despite all these efforts, the Ministry still experiences high rate of employees’ turnover.Therefore this research is intending to find out determinants leading to high rate of employees’ turnover and find out the possible measures of managing the problem of labour turnover at the Ministry of Water Headquarter.
The main objective of this research was to understand the determinants leading to high rate of employees’ turnover at MoW. The findings which was obtained through interviews and questionnaire distributed to a sample of 200 staff which is equal to 54% of the total staff at the Ministry headquarter and a sample of 10 people who had resigned from the Ministry has shown that, the determinants factors for high turnover rate to mention a few are; stress due to heavy workload at the Ministry, absence of fair treatment in terms of pay package apart from salary such as extra duty allowances, honoraria and perdiem and lack of good, fair and conducive working environment. The findings has also revealed the effects of labour turnover and to mention a few these are; high costs of training the new employees, the costs associated with low efficiency of the new employees, decline of the organization efficiency/effectiveness, decrease of employees’ morale and decrease of innovation among employees.
From the data analysis it was concluded that; in order to reduce the problem of high rate of employees’ turnover MoW has to design a clear and proper policies for governing promotions and training of workers also salary increase should be preceded by a thoroughly conducted survey of the economic situation prevailing, to mention a few. |
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