A Dissertation Submitted in Partial Fulfillment of the Requirement of theawardof Degreeof Master of Public Administration (MPA) of Mzumbe University
The research project was carried out with the purposeof exploring the trending teachers’ labour turnover in rural councils. The study was conducted at Sumbawanga District Councils at Rukwa Region. There were four objectives of the study, namely:to explore teachers’ labour turnover, in rural councils in terms of their demographical profiles;to investigate the causes of labour turnover in rural councils; to determine the effects of teachers labour turnover in rural councils and lastly to suggest possible solutionsto mitigateteachers high labour turnover in rural councils.The study employed case study design with sample size of 170 respondents selected purposively and through simple random sampling. Mixed (quantitative and qualitative) approach was used in this research study. Data collection methods employedcomprisedof interviews, documentary sources of information, and questionnaires.Data were analyzed quantitatively through statistical packagesfor social sciences (SPSS) and qualitatively usingcontent analysis.The study findings revealed thatyouthand newemployees aretheones wholeftfrequently at Sumbawanga District Council. The causes that made those employees to leave were bad (unfriendly) working environment, poor motivation administration, being away from their families,poor support from the society, low salary and fringe benefits, possibility to access other job elsewhere, lack of teaching materials, delayed promotionsand harassment from supervisors.Moreover, it was found that teachers’ labourturnover had the following effects in SDC: poor performance,poor service delivery, poor productivity, financial loss, loss of continuity of service, tarnishing the image of an organization and increased workloads to remained employees. The studyrecommended that apart from othercomments, the government and management respectively should plan to have retention strategies to be usedfrom the beginning when an employee is deployed. Introduce motivationalpolicies for rural and councils with extra hardship to the employees, as well as looking for appropriate ways of handling married couples. By so doing the councils would manage to acquire,and retain qualified work force.