The impact of Motivation on the rate of staff Turnover. [A case study of iWay Africa LTD]

Abstract

The study focused on the impact motivation has on the rate of turnover. The case study was based at iVVay Africa, an Internet Sservice provider based inside Wilson Airport. The aim of this study was to establish the level of motivation in the various departments in the organization.

The company is still a young one and is about 5 years of age. The human resource department was recently established 6 months ago, and hence is still finding ways and means of boosting the employee morale. The objectives of this study included to find out the motivation and staff turnover levels at Iway, to find out the relationship between motivation and staff turnover levels, and finally to make recommendations at the end of this research, on how to increase motivation, and reduce levels of staff turnover in the organization.

The literature review found that low remuneration and the monotony, and improper communication with the management were all factors that led to low motivation, which by extension influenced the rate of staff turnover. It also established that some departments were more motivated than others. However the general feeling was that the organization should have more motivational programs and team bonding sessions.

The method the study employed was qualitative based on an interview guide using the questionnaire questions and quantitative technique which includes both open ended and close ended questionnaires which allowed room for further explanation.

Data processing was done with the SPSS (Statistical Package for Social Sciences) Qualitative methods used were based on content analysis, which includes picking out important information from written materials in this case the questionnaires or interviews conducted or from general discussions that cannot be deduced to statistics indices but are important in explaining variables.

Qualitative techniques used were frequencies and percentages and tables. The study findings were based on three hypotheses (II) that link to the gaps in literature review. H1 : Low Levels of motivation have contributed to the rate of staff turnover. H2: Motivational programs play a huge role in increasing the level o f motivation in the organization