The Effect of Employee Turnover on the Performance of Zoomlion Ghana Limited

Kunu Etornam Kwame; FranÇois Mahama; Patience Ama Nyantakyiwaa Boahen; Mathias Kofi Worlanyo Denu

doi:doi:10.11648/j.jbed.20170202.17

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The Effect of Employee Turnover on the Performance of Zoomlion Ghana Limited

Kunu Etornam Kwame, FranÇois Mahama, Patience Ama Nyantakyiwaa Boahen, Mathias Kofi Worlanyo Denu

Published in Journal of Business and Economic Development (Volume 2, Issue 2)

Received: 17 November 2016 Accepted: 29 December 2016 Published: 30 January 2017

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Abstract

The purpose of this study was to identify the causes of employee turnover; examine the effect of labour turnover on performance of the organizational and identify strategies for reducing employee turnover in Zoomlion Ghana Limited. A descriptive cross sectional survey was conducted among 120 purposively selected employees of Zoomlion in Ho Township. Both descriptive and inferential statistics were computed. Results show that “lack of motivation influence their decision to leave” “lack of good working conditions”, “lack of recognition of one’s effort”, “lack of staff training and development”, “work loaded is too much”, “unfair management treatment”, “low career development opportunities”, “pursue of higher education”, “lack of promotional opportunities”, “higher salary has influence my exit”, “poor quality of job training”, “lack of proper supervision”, and “poor chances of improving skills” are the causes of labour turnover in Zoomlion Ghana Limited. The study also establishes that on “Loss of productivity”, “Reduce profitability of business”, “High cost of training and recruiting new employees”, “Management frustration” and “Decline in service quality” are the effect of labour turnover on organization performance. Also “Rewarding employees for long service”, “Management institute flexible time schedules for employees”, and “Free health care for employees” are the strategies being adopted by management to reduce employee turnover. The study therefore recommends that recognition for significant accomplishment, chance of advancement and giving opportunity to grow and career development has to be taken in to consideration. Also, proper treatment of employees, enhanced pay, and fair promotion will increase employee responsibility. Therefore, management should properly treat the employees.

Published in	Journal of Business and Economic Development (Volume 2, Issue 2)
DOI	10.11648/j.jbed.20170202.17
Page(s)	116-122
Creative Commons	This is an Open Access article, distributed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution and reproduction in any medium or format, provided the original work is properly cited.
Copyright	Copyright © The Author(s), 2017. Published by Science Publishing Group

Keywords

Employee, Turnover, Performance, Zoomlion

References

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APA Style

Kunu Etornam Kwame, FranÇois Mahama, Patience Ama Nyantakyiwaa Boahen, Mathias Kofi Worlanyo Denu. (2017). The Effect of Employee Turnover on the Performance of Zoomlion Ghana Limited. Journal of Business and Economic Development, 2(2), 116-122. https://doi.org/10.11648/j.jbed.20170202.17

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ACS Style

Kunu Etornam Kwame; FranÇois Mahama; Patience Ama Nyantakyiwaa Boahen; Mathias Kofi Worlanyo Denu. The Effect of Employee Turnover on the Performance of Zoomlion Ghana Limited. J. Bus. Econ. Dev. 2017, 2(2), 116-122. doi: 10.11648/j.jbed.20170202.17

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AMA Style

Kunu Etornam Kwame, FranÇois Mahama, Patience Ama Nyantakyiwaa Boahen, Mathias Kofi Worlanyo Denu. The Effect of Employee Turnover on the Performance of Zoomlion Ghana Limited. J Bus Econ Dev. 2017;2(2):116-122. doi: 10.11648/j.jbed.20170202.17

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@article{10.11648/j.jbed.20170202.17,
  author = {Kunu Etornam Kwame and FranÇois Mahama and Patience Ama Nyantakyiwaa Boahen and Mathias Kofi Worlanyo Denu},
  title = {The Effect of Employee Turnover on the Performance of Zoomlion Ghana Limited},
  journal = {Journal of Business and Economic Development},
  volume = {2},
  number = {2},
  pages = {116-122},
  doi = {10.11648/j.jbed.20170202.17},
  url = {https://doi.org/10.11648/j.jbed.20170202.17},
  eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.jbed.20170202.17},
  abstract = {The purpose of this study was to identify the causes of employee turnover; examine the effect of labour turnover on performance of the organizational and identify strategies for reducing employee turnover in Zoomlion Ghana Limited. A descriptive cross sectional survey was conducted among 120 purposively selected employees of Zoomlion in Ho Township. Both descriptive and inferential statistics were computed. Results show that “lack of motivation influence their decision to leave” “lack of good working conditions”, “lack of recognition of one’s effort”, “lack of staff training and development”, “work loaded is too much”, “unfair management treatment”, “low career development opportunities”, “pursue of higher education”, “lack of promotional opportunities”, “higher salary has influence my exit”, “poor quality of job training”, “lack of proper supervision”, and “poor chances of improving skills” are the causes of labour turnover in Zoomlion Ghana Limited. The study also establishes that on “Loss of productivity”, “Reduce profitability of business”, “High cost of training and recruiting new employees”, “Management frustration” and “Decline in service quality” are the effect of labour turnover on organization performance. Also “Rewarding employees for long service”, “Management institute flexible time schedules for employees”, and “Free health care for employees” are the strategies being adopted by management to reduce employee turnover. The study therefore recommends that recognition for significant accomplishment, chance of advancement and giving opportunity to grow and career development has to be taken in to consideration. Also, proper treatment of employees, enhanced pay, and fair promotion will increase employee responsibility. Therefore, management should properly treat the employees.},
 year = {2017}
}

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TY  - JOUR
T1  - The Effect of Employee Turnover on the Performance of Zoomlion Ghana Limited
AU  - Kunu Etornam Kwame
AU  - FranÇois Mahama
AU  - Patience Ama Nyantakyiwaa Boahen
AU  - Mathias Kofi Worlanyo Denu
Y1  - 2017/01/30
PY  - 2017
N1  - https://doi.org/10.11648/j.jbed.20170202.17
DO  - 10.11648/j.jbed.20170202.17
T2  - Journal of Business and Economic Development
JF  - Journal of Business and Economic Development
JO  - Journal of Business and Economic Development
SP  - 116
EP  - 122
PB  - Science Publishing Group
SN  - 2637-3874
UR  - https://doi.org/10.11648/j.jbed.20170202.17
AB  - The purpose of this study was to identify the causes of employee turnover; examine the effect of labour turnover on performance of the organizational and identify strategies for reducing employee turnover in Zoomlion Ghana Limited. A descriptive cross sectional survey was conducted among 120 purposively selected employees of Zoomlion in Ho Township. Both descriptive and inferential statistics were computed. Results show that “lack of motivation influence their decision to leave” “lack of good working conditions”, “lack of recognition of one’s effort”, “lack of staff training and development”, “work loaded is too much”, “unfair management treatment”, “low career development opportunities”, “pursue of higher education”, “lack of promotional opportunities”, “higher salary has influence my exit”, “poor quality of job training”, “lack of proper supervision”, and “poor chances of improving skills” are the causes of labour turnover in Zoomlion Ghana Limited. The study also establishes that on “Loss of productivity”, “Reduce profitability of business”, “High cost of training and recruiting new employees”, “Management frustration” and “Decline in service quality” are the effect of labour turnover on organization performance. Also “Rewarding employees for long service”, “Management institute flexible time schedules for employees”, and “Free health care for employees” are the strategies being adopted by management to reduce employee turnover. The study therefore recommends that recognition for significant accomplishment, chance of advancement and giving opportunity to grow and career development has to be taken in to consideration. Also, proper treatment of employees, enhanced pay, and fair promotion will increase employee responsibility. Therefore, management should properly treat the employees.
VL  - 2
IS  - 2
ER  -

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Author Information

Kunu Etornam Kwame

Department of Mathematics and Statistics, Ho Technical University, Ho, Ghana
FranÇois Mahama
Patience Ama Nyantakyiwaa Boahen

Registry Department, Takoradi Technical University, Takoradi, Ghana
Mathias Kofi Worlanyo Denu

Department of Logistics and Supply Chain Management, Ho Technical University, Ho, Ghana

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APA Style

Kunu Etornam Kwame, FranÇois Mahama, Patience Ama Nyantakyiwaa Boahen, Mathias Kofi Worlanyo Denu. (2017). The Effect of Employee Turnover on the Performance of Zoomlion Ghana Limited. Journal of Business and Economic Development, 2(2), 116-122. https://doi.org/10.11648/j.jbed.20170202.17

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ACS Style

Kunu Etornam Kwame; FranÇois Mahama; Patience Ama Nyantakyiwaa Boahen; Mathias Kofi Worlanyo Denu. The Effect of Employee Turnover on the Performance of Zoomlion Ghana Limited. J. Bus. Econ. Dev. 2017, 2(2), 116-122. doi: 10.11648/j.jbed.20170202.17

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AMA Style

Kunu Etornam Kwame, FranÇois Mahama, Patience Ama Nyantakyiwaa Boahen, Mathias Kofi Worlanyo Denu. The Effect of Employee Turnover on the Performance of Zoomlion Ghana Limited. J Bus Econ Dev. 2017;2(2):116-122. doi: 10.11648/j.jbed.20170202.17

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@article{10.11648/j.jbed.20170202.17,
  author = {Kunu Etornam Kwame and FranÇois Mahama and Patience Ama Nyantakyiwaa Boahen and Mathias Kofi Worlanyo Denu},
  title = {The Effect of Employee Turnover on the Performance of Zoomlion Ghana Limited},
  journal = {Journal of Business and Economic Development},
  volume = {2},
  number = {2},
  pages = {116-122},
  doi = {10.11648/j.jbed.20170202.17},
  url = {https://doi.org/10.11648/j.jbed.20170202.17},
  eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.jbed.20170202.17},
  abstract = {The purpose of this study was to identify the causes of employee turnover; examine the effect of labour turnover on performance of the organizational and identify strategies for reducing employee turnover in Zoomlion Ghana Limited. A descriptive cross sectional survey was conducted among 120 purposively selected employees of Zoomlion in Ho Township. Both descriptive and inferential statistics were computed. Results show that “lack of motivation influence their decision to leave” “lack of good working conditions”, “lack of recognition of one’s effort”, “lack of staff training and development”, “work loaded is too much”, “unfair management treatment”, “low career development opportunities”, “pursue of higher education”, “lack of promotional opportunities”, “higher salary has influence my exit”, “poor quality of job training”, “lack of proper supervision”, and “poor chances of improving skills” are the causes of labour turnover in Zoomlion Ghana Limited. The study also establishes that on “Loss of productivity”, “Reduce profitability of business”, “High cost of training and recruiting new employees”, “Management frustration” and “Decline in service quality” are the effect of labour turnover on organization performance. Also “Rewarding employees for long service”, “Management institute flexible time schedules for employees”, and “Free health care for employees” are the strategies being adopted by management to reduce employee turnover. The study therefore recommends that recognition for significant accomplishment, chance of advancement and giving opportunity to grow and career development has to be taken in to consideration. Also, proper treatment of employees, enhanced pay, and fair promotion will increase employee responsibility. Therefore, management should properly treat the employees.},
 year = {2017}
}

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TY  - JOUR
T1  - The Effect of Employee Turnover on the Performance of Zoomlion Ghana Limited
AU  - Kunu Etornam Kwame
AU  - FranÇois Mahama
AU  - Patience Ama Nyantakyiwaa Boahen
AU  - Mathias Kofi Worlanyo Denu
Y1  - 2017/01/30
PY  - 2017
N1  - https://doi.org/10.11648/j.jbed.20170202.17
DO  - 10.11648/j.jbed.20170202.17
T2  - Journal of Business and Economic Development
JF  - Journal of Business and Economic Development
JO  - Journal of Business and Economic Development
SP  - 116
EP  - 122
PB  - Science Publishing Group
SN  - 2637-3874
UR  - https://doi.org/10.11648/j.jbed.20170202.17
AB  - The purpose of this study was to identify the causes of employee turnover; examine the effect of labour turnover on performance of the organizational and identify strategies for reducing employee turnover in Zoomlion Ghana Limited. A descriptive cross sectional survey was conducted among 120 purposively selected employees of Zoomlion in Ho Township. Both descriptive and inferential statistics were computed. Results show that “lack of motivation influence their decision to leave” “lack of good working conditions”, “lack of recognition of one’s effort”, “lack of staff training and development”, “work loaded is too much”, “unfair management treatment”, “low career development opportunities”, “pursue of higher education”, “lack of promotional opportunities”, “higher salary has influence my exit”, “poor quality of job training”, “lack of proper supervision”, and “poor chances of improving skills” are the causes of labour turnover in Zoomlion Ghana Limited. The study also establishes that on “Loss of productivity”, “Reduce profitability of business”, “High cost of training and recruiting new employees”, “Management frustration” and “Decline in service quality” are the effect of labour turnover on organization performance. Also “Rewarding employees for long service”, “Management institute flexible time schedules for employees”, and “Free health care for employees” are the strategies being adopted by management to reduce employee turnover. The study therefore recommends that recognition for significant accomplishment, chance of advancement and giving opportunity to grow and career development has to be taken in to consideration. Also, proper treatment of employees, enhanced pay, and fair promotion will increase employee responsibility. Therefore, management should properly treat the employees.
VL  - 2
IS  - 2
ER  -

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