OCCUPATIONAL HEALTH AND EMPLOYEE PERFORMANCE IN SELECTED MANUFACTURING FIRMS IN AKWA IBOM STATE
Abstract
LITERATURE REVIEW
2.1 REEVIEW OF RELATED LITERATURE
Robert (1981), defined labour turnover as the measurement of number of
employee leaving a company. From record the total separation or the total
replacement by the average number or the working force and expensing the
result as a percentage.
The resultant figure is an indicator of the stability in the labour
turnover. Figure is cost full and varies type of industries stile more memo
than man leave work place. Further examination of the figure may victual pin
point
vital
information for
example
it may
indicate management efficiencies poor selection techniques, poor placement or
poor working condition.
However stipulated that a high labour turnover is very expansive,
for ins5tances, it could involve such cost (extra) as recruitment,
engagement tanning and possible more accident and failure to meet order or
time.
WHAT IS LABOUR TURNOVER
Labour Turnover in inevitable in an organization this is because
people leave not because of a reason they could leave as a result of
several factors, this could be age wise material wise, it could be due to illness
or injury due to family reason and lot of others , it a also signifies that there are s
many wrong things in the organization either administratively or change in
turnover in a period. Draws attention of possible managerial problem areas lack of
manpower. Planning can bring about labour turnover, further more,
labour turnover have been an important area of researcher’s interest to
management, for instance researcher outlined some of the factors that
lead
Nigerian chief
executive
offices
to
leave their jobs some company board of directors found it difficult to
select right people that can handle the company very well to be
an executive officer. The source process for chief executive is
often far and wide executive are not easiest commodities to find in
the labour market, the board of directors are also committed to give the
chief executive officers freedom to formulating corporate policy and within
the time he set to achieve s result, to be achieved thinking that
the chief executive officer has no faith in the capabilities in carry up out his
function and so that various cycle continues.
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