THE FREQUENT LABOUR TURNOVER IN INSURANCE COMPANIES IN NIGERIA : (Case : Nigerian Insurance sector)
Onashile, Ademola (2012)
Seinäjoen ammattikorkeakoulu
2012
Creative Commons Attribution-NonCommercial-NoDerivs 1.0 Finland
Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2012120317906
https://urn.fi/URN:NBN:fi:amk-2012120317906
Tiivistelmä
The essence of this thesis is to ascertain the causes, effects and solutions to the frequent labour turnover in the Nigerian insurance companies.
Incessant labour turnover has become a phenomenon which many insurance companies have been vehemently battling with as this has undermined their potentials and strengths.
The research methodology adopted is the qualitative method which involves the use of telephone interview with the aid of a voice recorder gadget.
Therefore, the telephone interviews assisted to get facts from the former insurance professionals of the sector which gave vital points on the reasons for their leaving and why many of their former colleagues also left, the effects and what can be done to solving the problem.
Also, in the theoretical framework, the thesis dwelled more on the relevant motivation theories both: the process and content theories like: Theory x & y, Hierarchy of needs, ERG theory, etc.as these helped to emphasize on motivation and its reaction(s) to performance in workplace.
Transcribe(s) of the interviews were equally given to help with the data analysis on the premise which conclusion was drawn.
On the final note, conclusion was given.
Incessant labour turnover has become a phenomenon which many insurance companies have been vehemently battling with as this has undermined their potentials and strengths.
The research methodology adopted is the qualitative method which involves the use of telephone interview with the aid of a voice recorder gadget.
Therefore, the telephone interviews assisted to get facts from the former insurance professionals of the sector which gave vital points on the reasons for their leaving and why many of their former colleagues also left, the effects and what can be done to solving the problem.
Also, in the theoretical framework, the thesis dwelled more on the relevant motivation theories both: the process and content theories like: Theory x & y, Hierarchy of needs, ERG theory, etc.as these helped to emphasize on motivation and its reaction(s) to performance in workplace.
Transcribe(s) of the interviews were equally given to help with the data analysis on the premise which conclusion was drawn.
On the final note, conclusion was given.