| dc.creator |
Nondoli, Hortensia |
|
| dc.date |
2020-05-28T09:03:07Z |
|
| dc.date |
2020-05-28T09:03:07Z |
|
| dc.date |
2014 |
|
| dc.date.accessioned |
2021-05-05T08:08:29Z |
|
| dc.date.available |
2021-05-05T08:08:29Z |
|
| dc.identifier |
APA |
|
| dc.identifier |
http://hdl.handle.net/11192/3167 |
|
| dc.identifier.uri |
http://hdl.handle.net/11192/3167 |
|
| dc.description |
A Dissertation Submitted in Partial Fulfilment of the Requirements for Award of the Degree of Master of Business Administration in Corporate Management (MBA - CM) of Mzumbe University |
|
| dc.description |
The high turnover of staff is unhealthy for the smooth running of institutions since it affects the growth, profitability and customer satisfaction whenever it occurs in the workplace. However, some employers see the process of staff leaving and being replaced as a natural and inevitable feature of the industry. This study focused on establishing the factors associated with staff turnover in Health Higher Learning Institutions in Tanzania.
The study specifically focused on the main causes of and the ground realities of the problem of employee turnover on sustainable growth of the organization. This was a qualitative study which adopted descriptive survey research design. Data was collected through questionnaires and respondents were the 50 staff members from MUHAS the public institution and as well as 30 staff members from IMTU the private institution.
The study revealed that, remuneration was the key factor in both institutions where the employees are leaving to secure new jobs with high salaries. Also poor working environment was sighted as factor causing staff turnover due to lack of social support, multitasking without incentives. Work interrelationship was also found to be a contributing factor due to lack of communication among staff themselves but even worse with the management. More so, staff development policy when the institution has no policy to train their staff since majority will prefer to leave their current job and go to other institution where there is policy for developing staff. But also for any organization to continue growing need to provide training to various staff members but this has been found to be lacking particularly in private institution and hence pointed out as a push factor. In addition, lack of academic promotion prospects was also found to be a push factor in the departure puzzle of staff.
The study therefore recommended that, the management should improve the working conditions for the employees and finalise the proposed unit structure. Finally, the need to establish a promotion system that would motivate staff other than monetary remunerations was also recommended. |
|
| dc.language |
en |
|
| dc.publisher |
Mzumbe University |
|
| dc.subject |
Employee turnover |
|
| dc.subject |
Health Higher Learning Institutions |
|
| dc.subject |
Customer satisfaction |
|
| dc.title |
Staff Turnover in Health Services in Higher Learning Institutions in Tanzania |
|
| dc.type |
Thesis |
|