Bisrat Tesfaye research..doc

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ASSESSMENT OF EFFECT OF EMPLIOYEES TURN OVER (IN
A CASE OF EDJA WOREDA EDUCATION OFFICE).
ARESEARCH PAPER SUMITED TO DEPARTEMENT OF
BUSINESS EDUCATION FO THE PARTIAL FULFILLEMENT OF
REQUIREMENT OF BA DEGREE BUSINESS EDUCATION.
PREPARED BY: BISRAT TESFAYE
ID: -----------------
ADVISOR: Tezana B. (MBA)
APRIL 2022
ARBA MINCH, ETHIOPIA

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Acknowledgement
First of all I would like to thanks the almighty God who helped me to conduct this research
and accomplish my study.
Secondly My deepest thanks to my advisor Ins. Dr. Tizana who advised My entire paper
works toughly and completed it smartly.
Thirdly the researcher would like to thank the employees of Edja woreda education office
who helped me by giving information regarding my questions.
In addition to this I am thankful to also families and friends for supporting by providing their
material, financial, constructive suggestion and professional advice to make my study fruitful
and effective.

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Table of Contents
Acknowledgement...........................................................................................................................i
Table of Contents ...........................................................................................................................ii
Abstract.........................................................................................................................................v
CHAPTER ONE............................................................................................................................1
1. INTRODUCTION......................................................................................................................1
1.1 Background of the Study....................................................................................................... 1
1.2 Statement of the Problem...................................................................................................... 2
1.3 Research Question................................................................................................................ 3
1.4 Objective of the Study .......................................................................................................... 4
1.4.1 General Objective ...........................................................................................................4
1.4.2 Specific Objectives .........................................................................................................4
1.5 Significance of the Study...................................................................................................... 4
1.6 Scope of the study................................................................................................................ 4
1.7 Limitations of the Study........................................................................................................ 5
1.8 Organization of the Paper...................................................................................................... 5
CHAPTER TWO............................................................................................................................6
2. REVIEW OF LITERATURE.......................................................................................................6
2.1Definition of Employee Turnover........................................................................................... 6
2.2 Types of Employee Turnover ................................................................................................ 6
2.2.1 Voluntary Turnover.........................................................................................................6
2.2.2 Involuntary Turnover ......................................................................................................7
2.3 Causes of Employee Turnover............................................................................................... 7
2.3.1 Low Compensation .........................................................................................................7
2.3.2 Inadequate Salary............................................................................................................7
2.3.3 Lack of benefits ..............................................................................................................7
2.3.4 Resignation.....................................................................................................................8
2.4 Effects Employee Turnover................................................................................................... 8
2.4.1 Productivity....................................................................................................................8
2.4.2 Money............................................................................................................................8
2.4.3 Time ..............................................................................................................................8

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2.5 Cost of Employee Turnover .................................................................................................. 8
2.6 Benefits of Employee Turnover............................................................................................. 9
2.6.1 Reduce Labor Cost..........................................................................................................9
2.6.2 Replacement of Poor Performance ................................................................................. 10
2.6.3 Increased Innovation .....................................................................................................10
2.6.4 The opportunity for Greater Diversity............................................................................. 10
2.7 Strategies for Reducing Employee Turnover .........................................................................10
2.7.1 Hire Right Strategies .....................................................................................................10
2.7.2 Design the Best Compensation Package Strategy ............................................................ 11
2.7.3 Effective Communication and Moral Strategy.................................................................11
CHAPTER THREE...................................................................................................................... 12
3. RESERCH METHODOLOGY..................................................................................................12
3.1 Design of the study..............................................................................................................12
3.2 Source of data.....................................................................................................................12
3.3 Data gathering tools.............................................................................................................12
3.4 SAMPLE SIZE AND SAMPLING PROCEDURES..............................................................14
3.5 DATA ANALYSES TECHNIQUE......................................................................................14
3.6 SOURCES OF DATA AND METHOD OF DATA COLLECTION.......................................14
3.7. SAMPLING TECHNIQUE AND SAMPLE SIZE................................................................15
3.7.1 SAPLING TECHNIQUE............................................................................................... 15
3.7.2. SAMPLE SIZE............................................................................................................ 15
3.8. METHOD OF DATA ANALYSIS......................................................................................15
CHAPER FOUR.......................................................................................................................... 16
4. DATA ANALYSIS AND INTERPRETATION.......................................................................... 16
4.1 BACKGROUND OF RESPONDENTS................................................................................16
4.2. EMPLOYEES TURN OVER..............................................................................................18
4.3. CAUSE OF EMPLOYEE TURNOVER ..............................................................................19
4.4. EFFECT OF EMPLOYEE TURNOVER.............................................................................20
4.5 EMPLOYEE TERN OVER REDACTION TECHNIQUE .....................................................23
4.6. APPRAISAL CONDITIONS..............................................................................................24
4.7. EMPLOYEE ATTITUDE...................................................................................................25

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CHAPTER FIVE.......................................................................................................................... 26
5. CONCLUSTION AND RECOMMENDATION......................................................................... 26
5.1. CONCLUSIONS................................................................................................................26
5.2 RECOMMENDATION.......................................................................................................27
REFERENCES............................................................................................................................. 29
APPENDIX.................................................................................................................................31

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Abstract
More than a century ago to the modern industrial age and now employee turnover has plagued
management in the public, private and nonprofit sectors in the forms of voluntary and
involuntary separation. The study has been conducted with the purpose of the case and effect
employs turnover at Edja worda education office. The general objective of this study is
investigated the cause and effect of turnover at Edja worda education office. In this study
researcher was used descriptive study approach .this both primary and secondary source of
data was used and the researchers also used structured questioner to collect data from the
employees. By using census sampling technique 28 of target population among the employees
were selected from this 23 of the sampled population used for questioners and 5 of the
respondent used for interview. The major finding of this study answers that the existence of
dissatisfactions case high rate of employ in the organization. The identified reasons for
dissatisfaction were salary scale, working condition procedures and lack of compensation. Its
consequences were reduction of productivity and psychological influence on existing employs
due to work load. Finally the researcher provides recommendation for concerned bodies. Such
as the organizations should applied the conditional, and continues assessment of employees in
tension to word turnover through filed of evaluated their work performance level and examine
their role in organization goal achievement. Then to solve identified problems the
organizations should take immediate corrective action like compensation, share work load and
make health safe working environment for the employees in the decision making process.

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CHAPTER ONE
1. INTRODUCTION
1.1 Background of the Study
Looking back more than a century ago to the modern industrial age, and now to the
computerized age employee turnover has plagued management in the public, private and
nonprofit sectors in the form of both voluntary and involuntary separation. It presents a
constant challenge to management and labor in terms of lost productivity, diminished moral
and worker replacement cost (Pelleran, 2010). Employee turnover is one of the most important
study fissures for organization and one of that needs special attention it has some significant
effects on organization, new employee must be hired and trained it is also needed to consider
the time required for a new employee to be effectively good active. Staff’s turnover is a
warning sign of low morale and it is the amount of movement in and out of employees in an
organization in general, employees either leaves their jobs voluntarily by their own decision or
forced to leave by the decision of by the employer. Employees turnover is one of the factors
which affects the organization productivity, which is considered to be one of the challenging
issues in the business now a days the impacts of turnover has received considerable attention
by senior management human resource professionals and industrial psychologist has poorer to
be one of the most costly and seemingly intractable human resource challenge confronting by
several organizations globally. Turnover of employees consists of both voluntary and
involuntary. Voluntary turnover is a major problem for organizations in many countries
(Serett, 1994)
The work force or labor force is a group within the organization that is undeniably one of the
most important factions that contributes to its success. A business cannot exist without both
financial and human capital, (Davis 2003). It is the employees who work for the company,
performs necessary task to make the company function and are responsible for the profit and
growth of the company (Elise 2003). Porter and steers (1973) suggested that the issue of met
expectation was central to individual’s decision to leave an organization. Each employee has
his or her own set of expectation upon entering an organization should these expectation not

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be met, the individual will become disseat is field and leave ornament. Mobley (1977)
suggested that negative evaluation of the present job leads to job dissatisfaction, thoughts of
quitting, and an evaluation of job seeking expectation utility and cost of quitting.
The majority of public sector suffered from bureaucratic procedure and practices which leads
to delay of decision making and other related problem. As this was the reality, most of
researches conducted are not asses the public sector like private sectors. Then these push the
researcher to take public sector as the study area. Besides, the cause of selecting agricultural
development office was the present government of Ethiopia underline the affairs of
agricultural development as the back bone of country’s development, the economy of the
country depends on agriculture, the sector has responsibility of transforming the economy of
the country from agriculturally based economic level to industrialized economic level, and to
achieve these wired and expended was planned. These were accomplished through the
instrument of interested and willingness employee, and also motivated to implement his/her
duty by staying in the organization. But the reality was not satisfactory and might lead to
unexpected outcome when employee’s willingness enthusiasm to stay in the organization was
not taken into account.
Therefore, this study tries to examine the issue of cases and effects of employee’s turnover in
the case study of Edja woreda Education office.
1.2 Statement of the Problem
In today’s competitive business world, it is considered to be an important task to manage
employee turnover for any organization managing turnover success fully is an essential to
achieve the organizational over heads goals. Significant amount of research has been
undertaken to understand and the major causes of employee’s turnover and retentions
mechanism that organizations should develop most of these studies were carried out by
developed countries and few developing countries some studies indicated that every aspects of
organizations is employees because turnover of employee leads to incurring of costs. High
turnover has become a problem for both private and governmental organizations.

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For instance Solomon has conducted his research on Ethiopian road Authority (skilled work
force) turnover in 2007 E.C and concludes that the turnover is affecting the organization in
terms of productivity, money and time. Another researcher are conducted his study on
international rescue committee (non-governmental organization) and concluded that the cause
of turnover are a combination of factors which include family problem, poor leadership
dissatisfaction with job, better opportunity in external market, and dissatisfaction with work
place.
High estimates of costs losses key employees, has long been recognized however, it is
important for organization to understand general turnover rate in the work force and also have
a serious impact on an organization profitability than survivable there are also number of costs
incurred as result of employee turnover these costs are derived from a number of different
sources. A few of which are recruitment of replacement, administrative hiring costs lost
productivity associated with time that co-workers must spend a way for their work to help a
new worker cost training employees of Edja Woreda Education office may also look the
environment that will satisfy their needs since the research on cause and effects of employees
turnover in Edja Woreda Education office is yet not conducted. This study will include detail
issue related with employee turnover.
1.3 Research Question
 Having problem in mind, the following basic research questions are developed to be
answered by the study.
 What internal and external factors cause employee to leave the organizations?
 What are effects of turnover in the employees moral, who are skill worker in the Edja
Woreda Education office?
 What are the effects of turnover in the organization?

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1.4 Objective of the Study
1.4.1 General Objective
The main objective of this study is to investigate the cause and effects of employee’s turnover
in Edja Woreda Education office.
1.4.2 Specific Objectives
To identify the real internal and external cause that derives employees to leave the
organizations
To assess the factor that contributes employees to leave the organization.
To assess the actual negative consequences that turnover results the operation of the
organization and existing employee.
1.5 Significance of the Study
This study has the following significances:
It was giving full understanding about turnover and its consequence to employee, policy
maker, management and organization. It was providing the study with possible solution that
helps the management to reduce turnover. It was suggest some alternatives or possible solution
for the identified problems. It was also used for reference purpose for other researchers
conduct on those similar topics.
1.6 Scope of the study
The scope of this study limited on the cause and effects of employee turnover in Edja Woreda
Education office. This study particularly focuses on the academic staff of the office was taken
for accomplishment of the study.

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1.7 Limitations of the Study
The study does not escape from the following limitations. The main limitation that hinders my
study was lack of resources like references, time and some technical procedure also limitations
of the stud. Lack of voluntary person during data collection was also another limitation.
1.8 Organization of the Paper
This paper was organized as follows, the first chapter deals about introduction that include
background of the study, statement of the problem, research questions, objective of the study,
significance of the study, scope of the study, limitation of the study and organization of the
paper. The second chapter contains review of literature. The third chapter contains
methodology of the study. The fourth chapter contains data presentation, analysis and
interpretation. The fifth chapter contains about conclusion and recommendation of the study.

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CHAPTER TWO
2. REVIEW OF LITERATURE
2.1Definitionof Employee Turnover
Employee turnover is the relation of works around the labor market between firms. Jobs and
occupation and between the state of employment (Abassi, 2000:241). Employee turnover is
defined as the loss of employees by the organization it represents those employee was depart
for variety of reason “(William and Davis 1985, PP, 612). Employee turnover is a termination
of employment during the colander, month and it’s classified according to causes, lay of
discharged and other (Pieter1965, PP: 612). Turnover refers to “the movement in to and out of
an organization by the work force “Edwin, P, 547: 1984) and (P.8731987) it is described as
“exit of and entrance of employee in the organization. “This movement is an index of the
satiety of that force “An excessive movement is undesirable and expensive when an employee
leaves the firm.
2.2 Types of Employee Turnover
Labor turnover have two types those relating to job shifting as such as and relating to total job
separation sometime with details of voluntary and involuntary cessation of employee (Pieter
de Wolff. PP. 1965).
2.2.1 Voluntary Turnover
It is a termination of job by the employee himself employee leaves the job voluntary when
their needs are not being satisfied at their present place of work an alternatives job become
available which the employee believes will satisfied more their needs (Irancevich, P.875,
1989). According Pieter De” job dissatisfaction and non-economic reason (family change of
residence’ are important consideration affecting voluntary decision to leave jobs “(peiter de,p
23.1965)” voluntary resignation are produce by a satisfying work environment. High quality
supervision and personal opportunity for growth this (William and Davis P.223, 1985).

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2.2.2 Involuntary Turnover
It is initiated by the employee through such action as lay off and dismissal the reason for
dismissal includes incompetence or in ability to get along with coworker dishonesty or follow
instructions whether, (1997:235).
2.3 Causes of Employee Turnover
There is different form of employee turnover which defined one by one as follow.
2.3.1 LowCompensation
Compensation is what employee received exchange for their work William and Dais P 136,
1985). Low compensation: - is the primary and only source for income for employee and their
family and also important to determine status in social system (Megginson 1981).
Compensation should be with enough to motivate and retained qualified workers and optimal
to ensure enough margin to the employer.
2.3.2 Inadequate Salary
That process of wage determination is one of the most significance recruitment the retention
satisfaction and motivation of employees and on survival of the organizational (French, 1987,
P.475). One of the most difficult functions of personal management is that of determining rate
of monetary compensation not only it is one of the most complex duties but it is also one of
the most significant to both that organization and the employee. In establishing salary for a job
there are many factors that need to be considered significant factors affecting salary
determination are supply and demand for employee skill, labor organization the firm’s ability
to pay productivity of the firm and the economy cost living and government (Edwin.
P.281.1984).
2.3.3 Lack ofbenefits
The provision of indirect compensation to employee in the form of health insurance, life in
surface, pension plans and payment for time not worked and social welfare (Heinemann and
his friend 1998,P.434). Benefits have an effect whether continuous in the theory of
organization the absence of adequate benefits and service contributes to employee
dissatisfaction, increased absenteeism and turnover.

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2.3.4 Resignation
Resignation is defined as termination cause by employee themselves (Daver, 1999) it also
defined an instance where in management agrees that the employee has the physical
opportunity to continues employment with organization.
2.4 Effects Employee Turnover
The impacts of turnover has received considerable attention by senior management, human
resource profession and industrial psychology it has proven to be one the most costly and
assumingly intractable human resource colleges confronting organization. Monetary and
ridden cost associated with employee leave you are also concern when an employee leave your
business it is cost for your factory (Berenson and Teal, 1998:67).
2.4.1 Productivity
When the employee leaves the organization will usually take and down turn because other
workers may have to add the former employee’s duties to their work load, at least temporary.
2.4.2 Money
In addition to the cost associated from your owner productivity you may have to pay employee
over time to get them to take up the stack left by the former employee until the replacement
can be found.
2.4.3 Time
Not only money may also distract from your reflowing duties to convert for former employee,
you will have to spend time and money on advertizing, intervening and hiring are placement
employee and do not forget the time that you spent on training and hiring a replacement
employee one you find and heir a new employee, you will still experience hanging
productivity while the employee warns his/her new job.
2.5 Cost of Employee Turnover
“Turnover cost include cost for social security and unemployment compensation terminal
vocational under utilization facilities until the replacement is hired, employment cost such as
recruitment expenses interview time, test cost computer recording caste and cornering
expenses administration costs of notification and payroll changes, and losses of productivity

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until the new employee reaches the performance level of the one who left the job”
(Inrancrichand Glueck, P.873, 1989). High labor turnover can be expensive, although the
actual costs are difficult to estimate.
 High turnover may result in:
 Unnecessary high staffing levels and are time payment
 Host or delay production
 Interruption to the flow of work
 Increase production cost scarpereds of accidents to in experienced works
 Long term workers be coming unsettled and learning
 Low world and resulting low productivity
 Damage to the organization local regulation
2.6 Benefits of Employee Turnover
Although many people see turnover negatively, they have several benefits when turnover rates
are law few new several benefit when turnover benefits are law den new employee has be
hired and opportunism for promotion are sharply curtailed. A persistently low truck over rate
may have negative effects on performance if the work force become complacent and fails to
generate innovative ideas. A certain level of employee turnover is good and necessary to the
organization in clued in the following labor costs are reduced poor performance are replaced.
Innovation is increased and opportunity generate diversity is enhanced employee may received
some potential benefits from turnover too. An individual may escape from unpleasant work
situation and eventual fined one find one satisfaction (Encyclopedia of business 2011, 2nd
edition).
2.6.1 Reduce Labor Cost
An organization can reduce its total labor costs by reducing the size of its work force.
Although turnover costs in lay off can be considerable, the salary saving resulting from the
elevation of some jobs can easily outweigh the turnover pay and other expenditures associated
with the layoff.

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2.6.2 Replacement ofPoor Performance
An integral parts of management is identifying poor performance and helping them improve
their performance and helping them it can employee does not respond to coaching or feedback,
it may be best to terminating him or her so that a new employees can be brought in the
separation of poor performance created opportunities to hire employee for high performing in
their place.
2.6.3 Increased Innovation
Turnover creates opportunity to hire employee performing individual they also open up entry
level position as employees are promoted from within an important source of innovation in
companies is a new people hired from the outside who can offer a fresh perspective such as
individual may be entry level college graduated armed or engineer hired from leading research
education.
2.6.4 The opportunity for Greater Diversity
Turnover creates opportunity to hire employee from diverse background and redistributed the
cultural and gender compensation of the workforce increasing its work force diversity allows
an organization to take advantage of diverse (Gomez, Mejia W.R, 1995:182).
2.7 Strategies for Reducing Employee Turnover
Employee turnover is cost’s and disruptive to any organization while no business can
realistically expect to zero employee attribution, there are strategies that your company can
implement to retain the best employees and reduce the livelihoods of your employees joining
the preverbal revolving door.
2.7.1 Hire Right Strategies
Much like a divorce the best time to avoid turnover is before engagement use an employee
survey designed to help acutely identify skill gaps and workloads and implement your
recruitment planes. Accordingly some of the components of hiring right include
 Behavior based testing
 Competency screening
 Background checking

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 Organizational fit
 Capacity for learning motivation
 Future goals
You need to discover whether the employee has the right skills, competency, and character are
they good fit for your organization and culture? Do they have a sufficient degree of motivating
do they have capacity to keep learning in the role? What are this long term career goals?
2.7.2 Design the Best Compensation Package Strategy
Hail or compensation packages individually where possible especially for line manager and
executive position and review at least annually keep up to date with market salary rate or make
sure the human resource department up to spend not surprising there is a clear relationship
between benefits and turnover rates. Ensure that you provide standard industry benefits such
as disability insurance feasible hour or life insurance where appropriate always be open to
negotiation with valuable employee and tie pay to performance.
2.7.3 Effective Communication and Moral Strategy
As the owner of manager you set the tone for employee moral Don’t set up repetitive meetings
unless they are truly productive and you are open to suggestion from your employees for
maximum employee engage ensure that communication is not a one way cycle in your
company more an effect to listen to feedback trough an employee satisfaction survey and be
today to act on the feedback you receive employee engagement can be along goal and not
necessary achieved overnight.

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CHAPTER THREE
3. RESERCH METHODOLOGY
Thus, this chapter describes about the research design, method of study, source of data and
methods of the data collection procedures that will be followed in this investigation
3.1 Design of the study
Type of the research was descriptive type of research to assess the cases and effects of
employee
Turnover in Edja woreda education office. Because descriptive study concerned with
arranging,
Summarizing and presetting numerical data in the form of table that reader can understand
easily.
3.2 Source of data
Both primary and secondary data were collected to achieve the stated objective of the study
primary source of data were used to get first-hand information concerning to assess the cases
and effects of Employee turnover in Edja woreda education office. The secondary sources
were used to strengthen the primary sources. They include books, journals related to the study
area and documents sauce as reports and statistical data of education office on employee
turnover. In sum, both primary and secondary data were used for the purpose of this study.
The major sources of the data were the academic staffs of Edja woreda education office, which
were directly related to the data were the academic staffs of Edja woreda education office,
which were directly related to the finance of that secondary source such as the staff report,
quarterly report, strategic and annual plans and other document were used to collected
secondary data.
3.3 Data gathering tools
As discussed in 3.2 above, both primary and secondary data were used collected to achieve the
state objectives of the study. Both qualitative and data from primary and secondary source

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were used. The primary data were collected though close ended as well as open ended
questionnaires for cases and effects of employee turnover. In addition, qualitative inputs were
collected from academic staff and administration office through semi structure interviews.

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Questionnaires were prepared in English. To gather data through Questionnaires, in the
woreda, 28respondents (academic staffs) were included in the sampled. Out of this sample size
23 were participating in the questionnaires’ and 5 employers were interview respondents.
Thus, the researcher was used an in depth interviews as a means of qualitative primary data
collection
3.4 SAMPLE SIZE AND SAMPLING PROCEDURES
Edja is one among 16 woredas of gurage zone in south nation’s nationalities peoples regional
sate. Its neighbors are: in the north Gumer woreda . in the south Checha wereda , in the east
Muhr woreda and in the western abshike. The total population live in this area is about 42,300.
The woreda is established in 1976 E.C and it has 29 kebele administration, 23 primary schools
and 4 secondary schools. According to the academic staff of Edja woreda education office
2013 E.C academic year report there
Are 28 (male 19 and female 9) employers in the office. Since the number of employees and
28, so the researcher was used all of employees as a sample respondent for data collection
purpose.
3.5 DATA ANALYSES TECHNIQUE
Since, the research is descriptive and both qualitative and quantitative approaches. Qualitative
approach is used to summarize the constraints and opportunities identified during key
informant interview and quantitative approach is used to analysis simple statistical analysis
like percentage and tabulation was used in order to analyze the data easily. The research is
descriptive study; it is expected to be suitable in order to assessing employee turnover because
descriptive study concerned with arranging, summarizing and presenting numerical data in the
form of table that the reader can understand easily.
3.6 SOURCES OF DATA AND METHOD OF DATA COLLECTION
The research data was collected from both primary and secondary source. The primary data
was collected by distribution of questionnaire to the academic staff of Edja wereda Education

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office .the secondary data was collected from different kinds of document like, reference book
and journal.
3.7. SAMPLING TECHNIQUE AND SAMPLE SIZE
3.7.1 SAPLING TECHNIQUE
In order to complete the propose study the researcher was used census method because the
target population is small in order to collect data from each every employee it also gives equal
opportunity to the staff.
3.7.2. SAMPLE SIZE
Since the number of employee are 28, so the research was used all of employee as a sample
respondent for data collection purpose.
3.8. METHOD OF DATA ANALYSIS
The qualitative data obtain from the primary and secondary source was analysis with the help
of descriptive method such as able and percentage.

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CHAPER FOUR
4. DATA ANALYSIS AND INTERPRETATION
This chapter is developed to analysis the data gathered through questionnaires from academies
staff employees of Edja wereda education office with regard to the assessment of the cases and
effects of Employee’s turn over.
Twenty-three (23) questionnaires were distributed to the academicals staff employs out of the
staff the distributed questionnaires 23(100%) where appropriately field and collected, the
collected data are barfly analyst and interpreted by using table and percentages in the
following section.
4.1 BACKGROUND OF RESPONDENTS
Table 1: Background of respondents
N
o
Item Frequency %
A Sex Male 19 65
female 9 3
total 28 100%
B Age 20-30 year 15 54
31–40-year s 7 25
A above41
years
6 21
total 28 100%
C Marital status married 19 68
U: unmarred
9 32
T: total 28 100%
D Level of education D :diploma 5 18

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D :degree 23 82
A above 0 0
T Total 28 100%
E Monthly salary 2000-3000 birr 5 18
3001-4000 birr 6 21
A above 4000br 17 61
T total 28 100%
Source: salary questionnaires, 2021
Table 1: item shows 19(68%) sample respondents are male well 9 (32%) respondents are
female .this is shows that most of the mare male employees. Regarding their age the
respondent are categorized in to 3 age group such as 20-30 year. 31-40 years and 41 and above
years. As show in item to ,and can easily understand that the work force is dominated by the
respondent are categorized in to 3 age groups such as 20-30 years (54%) of the total sample
respondents .regarding marital status of employee table 1 item 3 majority of the respondents
selected for questionnaire are married which is about 19(68%) of the total sample and some of
9(32% ) of the respondents are unmarried ,regarding their four depict ( shows ) that 5 (18%)
diploma well 23(82% ) degree holders .
Generally item four show that three are educated work forces.
Item 5, show that the respondent monthly salary between 2000-3000 birr where 5(18%)
respondents.
Between 3001-4000 birr 6 (21%) respondents above 4001 birr 17 (61% )respondents of the
total sample .from this the researcher concludes that ore of the respondents earn monthly
salary above 4001 birr .the above data were collected and analysis from questionnaires and
interviews .

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4.2. EMPLOYEES TURN OVER
Table 2: about employee turnover in the organization
No Questions Item frequency %
1 Is there any employees’
turnover in your
organization?
Yes 23 100
No 0 0
Total 23 100%
2 If you answer for question
1 is “yes” what type of
turnover?
Voluntary 19 83
Involuntary 4 17
Total 23 100%
Source: survey questionnaires, 2021
In the first item of table 2: are 23 (100%) of the respondents. respondents that there is
employees turnover in their organization .from the above table well can easily understand
there is employee turnover in Edja wereda education office. The second item in table 2
indicates that from total respondents of who say” yes “there is employee turnover in their
organization 19(83%) of the
Respondents responded that this turnover is voluntary turnover well 4 (17%) of the
respondents responded that is involuntary turnover from this we can conclude that the majority
of turnover in Edja wereda education office is voluntary turnover.

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4.3. CAUSE OF EMPLOYEE TURNOVER
Table 3: causes of employs to level the organization
N
no
Question Items F
frequency
Percentage
1
What do you think the
causes of for employees’
turnover?
Working condition
procedures
4
4
17
Lack of advance
&promotion
2
2
9
Lack of compensation 3
3
13
Salary’s scale 1
1o
44
Other 4
4
17
Total 2
23
100%
In table three items 1 shows that respondents responded related with the causes for employee
leave the organization as shown in the table above 4(17%) respondents responded that
working condition prouder,2(9%) respondents responded that lack of advance and promotion
,3(13%) scale ,and the remaining 4(17%) respondents responded that other factor like ,work
load ,lack of good governed ,self – improvement ,biased ,lack of per time work ,as researcher
observed room questioner the management should try to improve the salary scale and should
work in to reduce the cases .

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4.4. EFFECT OF EMPLOYEE TURNOVER
Table 4: Effect of employees’ turnover on the organization operation
N
no
Question I
items
Frequenc
y
%
1
Is employee turnover
having effect on the
organization?
y
yes
21 91
n
no
2 9
T
total
23 100%
If your answer for question
1. Is “yes “what is the
effect?
y
Yes
21 91
T
total
91%
As indicated in the above table for item 1 out of total 23 respondent ,21(91%) of the
respondents responded that employee turnover has effect on the organization 2(9%)
respondents responded employee turnover have no effect on the organization from this one
can easily understand that turnover have highly effect on the organization .
Item to in the above table indicate 21(91%) respondents are that employee turnover has effect
on the organization and they justify the reason we other negatively or positively.
Majority of the respondents responded that turnover has negative effect or disadvantage on the
profitability of the organization if it is not managed properly. Negative effect like.
 Employees leave with their accumulated knowledge ,skill and experience
 Work load on the existing staff

21
 It affect quality’s of education
 The profitability of the organization may decrease.
 Increases in cost for training
 Recruiting and selection of new employees.
Some respondents responded that turnover has advantage (positive effects when turnover rates
are few in number). Employees has be hired and opportunity of promotion are sharply
curtailed it create advantage like.
 Replacement of poor performances
 Reduce labor cost
 The opportunity for greater diversity

22
Table 5: effect of employee turnover 1exisiting and leaving employees of the
organization
N
o
Question I
items frequancy
P
percentage
1 Employee turnover has effect
on existing and leaving
employees?
Y
Yes
1
19
8
83
N
no
4 1
17
T
total
23 1
100%
If you answer for question 1,
is yes what kind of effects?
Y
yes
19 8
83
T
total
19 8
83%
Source; survey q questionnaires, 2021
As i have seen from the table 5 above item 1, out of total 23 respondent , 19(83%) of the
respondents responded that have employee turnover have effect on existing and leave
employee, 4(17%) respondents responded employee turnover have no effect on existing and
live employee frame this we can easily understand torn over have highly affect that existing
and live employee atom to the above avowed in indicates that the 19 (83%) respondents agree
that employ turnover have effect on the existing and live employee and they justified the resin
for bother existing and live employee .
They put their resend the effect for live employ like.
 They may fail get employment soon
 More over problem on existing employee
 Lack of satisfaction in job security

23
4.5 EMPLOYEE TERN OVER REDACTION TECHNIQUE
Table 6; employee turnover techniques applied for organization
No
Items F
frequency
Percentage
1
What do you think to
reduce the cases of
employee’s turn over?
Increasing
compensation
1
1o
44
Sharing of work load 5
5
22
training 3
3
12
other 5
5
22
total 2
23 100%
Source; survey questionnaires, 2021
As described on the above table 6 for the total number of respondent 10(44%) of the
respondent responded that the organization should increase compensation to reduce employee
turnover , 5(22%) of the respondents responded that share of work load is good way to reduce
turnover , 3(12%) of the respondents responded giving training is a way to reduce turnover
and the rest 5(22%) of the respondents responded that there are other factor which the
organization should give emphasis to reduce turnover . as show the above question there are
different mechanism to reduce the case of employees turnover .so the concerned body in the
organization chooses the best way to reduce the cases of employee turnover .

24
4.6. APPRAISAL CONDITIONS
Table 7: appraisal the condition of Edja werwda education office
n
No
Question items Frequency Percentage
Appraise the condition of
edja wereda education
office?
Conductive 4 17
Moderate 1
7
74
Bad 2 9
Total 2
3
10
0
As described on the above table 7 from total respondents 4(17%) respondents responded that
appraise conditions of Edja wereda education office is conductive ,17(74%) respondents
responded that moderate appraise condition and 2(9%) of respondents responded that bad
apprise condition .from the above question we understand majority of employee of Edja
wereda education office have moderate apprise condition . so we conclude that the employees
Edja wereda education office and well informed about the organization .

25
4.7. EMPLOYEE ATTITUDE
Table 8: attitude to words their organization
N
no
Question Items frequency %
1
Attitude toward your
organization?
Very good 5 -
Good 18 2
2
Bad 0 7
8
Total 23 1
00
Source: survey questionnaires , 2021
As indicated on the above table 8,5(22%) respondents responded that they have very good
attitude towards their organization ,18(78%) respondents responded that good attitude . As
show on the above question most of the organization employee have good attitude about their
organization and the rest of the employees have very good attitude about the organization.
Generally, from the total number of respondents have good attitude towards their organization.

26
CHAPTER FIVE
5. CONCLUSTION AND RECOMMENDATION
The study was designed to assist the causes and effects of employee turnover of academic staff
employee of Edja wereda education office, so for the attempts have been made to present and
analysis the data gathered from sample respondents of the academic staff employee of Edja
werwda education office. Based on the analysis and percentage the following conclusion
obtains from the study.
5.1. CONCLUSIONS
From the investigation made almost all of the respondents responded that their employee
turnover at Edja wereda education office .and majority of this turnover are voluntary .this
indicates that there is high voluntary employee turnover in an organization are :- salary scale
,working condition prouder, lack of compensation ,work load lack of good governance ,lack
of advance and promotion .
All of the employee agree that employee turnover has effect on the organization weather
negatively or positively. negatively affect like:- employee leave with their accumulated
knowledge skill and appraise ,work load on the existing staff ,effect on quality of education
,increase’s in costs for training ,recreating for greater diversity replacement of poor
performance .
Explain turnover has an effect like :the leave employee may fail to get employment soon even
if they get sun they may not get the jobs as they expected before ,new environment by itself
has some difficult .
The existing employee may affect due to work load on the existing staff, morale problem and
lack of satisfaction in security.
In order to reduce the case and effects employees turn over in the given organization the
monument choose different mechanism such as by increasing compensation ,sharing of work
load , tiring and other .

27
5.2 RECOMMENDATION
Based on the information gathered from primary and secondary data the fooling Edja werwda
education office is suggested to improve the performance of the organization.
What I observe from may study is that even though their employee turnover at Edja
wereda education office , the organization yet not conducted a research on this topic so
Edja wewreda education office should give especial consideration for this topic since
employee turnover have effect on the organization as well as on the employee so it
may biter to conduct research in detail on this topic by using my study as a base or by
using my study itself to reduce cases of employee turnover by working with
employees.
The man causes of employee turnover at Edja wereda education office are salary scale
working conditions procured ,lack of compensation ,lack of advance and promotion
and lack of good governed if so the management of the organization should give
attention for causes study above to exist employees with their accumulated knowledge
skilled experience to employee to quality of education in the organization .in order
solve this problem the organization ,should create the effective and efficient evaluation
system and motivational system.
I order to reduce employee turnover in the organization:- the administration should
have to work with academic staff to solve the gap between too share of work load ,and
the organization should create strategies to reduce employee turnover strategy like
provide and greater work environment since it provide an attractive, health and safe
work environment for the employees ,effective communication an d moral strategy and
culture and respect strategy to reduce employee turnover ,generally ,different thing
well expect the organization to reduce employee turnover .to improve the relationship
of employees with head of organization; it is better to create transparent and open
dissection among the management regularity.

28
Employ turnover has an effect link; that leave employee may fail to get employment
soon. Even if they get soon they may not get the jobs as they expected before, new
environmental by itself has some difficult. Therefore the organization should take care
about the experienced employees moral, by keeping their benefits and moral relating
with their reformations. These can be a better solution to keep employees in
organization for a long period of time
The existing employ may affect due to work load on the existing staff, moral problem
and lake of satisfaction in security. in order to reduce the cause and effect of employee
turnover in the given organization chase deference mechanism and sauce as by
incising companion, serving of workload ,training and other.

29
REFERENCES
Abbasid, s. & Holman, k. (2000) turnover; the real bottomed –line. Personnel management
Solomon (2007E.C) has conducted his research on Ethiopian road authority (skilled work
force) turnover and concludes that turnover is affecting the organization in terms of
productivity, money and time.
Edwin B. flipped (1984) personnel management
Pelerine(20100 it present a constant challenge to management and labor in terms of lost
productivity, diminished moral and worker replacement cost.
Encyclopedia of business (2011), 2nd edition.
French L.W (1987), personnel management process, 6th edition.
Herbert G. Heinemann (1998), Personnel /Human Resource Management, PP. 434.
Davis (2003) a business cannot exist without both financial and human capital.
Irancevich john ,M and Gulch William , R. Foundation Of Personnel And Human Resources
Management, Revised Edition , 1983 ,Business Publications , Inc .
Megginson, leon c. (1981) Personnel Management and Human Resource Approach, 4th
edition.
Pieter de wolf (1982) Motivation and Work Behavior, 3rd edition.
R. Gomez –Meja , David b. Balkin ,Robert l. cared .(1995) ,Managing Human Resource
William B. Whether and Keith Davis (1985) Personal Management and Human Resource.
(Serett, 1994) turnover of employees consist of both voluntary and involuntary. Voluntary
turnover is the major problems for organization in many countries.

30
Moblely (1977) suggested that negative evaluation of the present job leads to job
dissatisfaction, thought of quitting and an evaluation of job seeking expectation utility and cost
of quilting.
Elise(2003), the employee who work for the company perform necessary tasks to make the
company function and are responsible for the profit and growth of the company.
Porter and steers (1973) suggested that the issue of met expectation was central to individual’s
decision to leave an organization.

31
APPENDIX
ARBA MICH UNVERSTY
COLLEGE PF BUSINESS AND ECONOMICS
DEPARTMENT OF BUSSINESS EDUCATION
‘’QUESTIONNAIRE ’’
Research title: - the assessment of causes and effects and employee’s turnover-A case studies
of Edja wereda education office.
Dear respondent
First of all I would like to extend my sincere gratitude for helping me by filling this
questionnaire. The purpose of this questionnaire is to collect the data to be used in first degree
research project on the
Assessment of the cases and effects of employee turnover-( in a case study of edja ewrwda
education office staff employees ). Your response would play a great role for the study . and
the researcher will
be responsible for the confidently of your response. Hence you are kindly requested to
responded freely
Note:- no need to write your name
Put a tick mark in space provided
Part one: - personal information
1. Gender 1male 2 female
2. Age 1 20-30 years 2 31-40 years 3 above 41
years

32
3. Marital status 1 Married 2 unmarried 3 widow
4. Education level:- 1 Diploma 2 degree 3 above
5. Your monthly salary level ? 1 2000-3000 br 2 3001- 4000 br
3 above 4001 br
Part two :- General question about employees turnover
6. Is there any employee’s turnover in your organization?
1 Yes 2 No
7. If your answer for question number 6 is yes type of turnover
1 Voluntary 2 involuntary
8. What do you think the cases for employee’s turnover?
1 Working condition procedure
2 Lack of advance and promotion
3 Lack of compensation
4 Salary of scale
5 Other ______________________________________________
9. Is employee turnover having effects on the organization?
1 Yes 2 No
10. If yur answer for question number 9 is yes what are the effects?
______________________________________________________________________
______________________________________________________________________
11. Is employ turnover having effects on existing and living employees
1 Yes 2 No
12. If your answer fore question number ‘11’ is yes kind of effect ?
______________________________________________________________________
____________________________________________________________________
13. Is employees turnover is affect the morale of the employees who are kill worker?
1 Yes 2 No
v

33
14. If your answer for the above quotation number ‘13’is yes how turnover are affect the
moral of employee’s please mention?
______________________________________________________________________
______________________________________________________________________
_________
15. What do you think to reduce cases of employees turnover? increasing compensation
1 Sharing of work load
2 Training
3 Other
16. Appraise condition of the organization?
1 Conductive
2 Moderate
3 Bad
17. Attitude to wars your organization?
1 Very good
2 Good
3 Bad
18. Do you have any things to add?
______________________________________________________________________
______________________________________________________________________

34
ARBA MINCH UNVERSTY
COLLEGE OF BUSINESS AND ECONOMICS
DEPARTMENT OF BUSINESS EDUCATION
‘’INTERVIEW QUESTION’’
Research Title:- the assessment of cases and effects of employee’s turnover- a case studies
of Edja woreda education office .
Dear Respondents
First of all I would like to extend my sincere gratitude for helping me by filling this
questionnaire. The purpose of this questionnaire is to collect the data to be used in first degree
research project on the
Assessment of the cases and effects of employee turnover (in a case study of Edja wereda
education office staff employees) Your response would play a great role for the study. And the
researcher will
Be responsible for the confidently of your response. Hence you are kindly requested to
respond freely
1. What are the factors make employees leave from your organization? ----------------------
---------------------------------------------------------------------------------------------------------
2. Is there effect when employees turnover in your organization? mention the effect ------
---------------------------------------------------------------------------------------------------------
------------------
3. What happens the moral of existing employees, when employees turnover in your
organization?----------------------------------------------------------------------------------------
-------------------------
4. What was the mechanism replace, when skilled workers living in your organization?---
---------------------------------------------------------------------------------------------------------

35
5. What do you think to reduce the number of living employees in your organization------
---------------------------------------------------------------------------------------------------------

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