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The Role of Motivation on Labour Turnover: The Case of Dar es salaam Water and Sewerage Corporation (DAWASCO)

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Show simple item record Edward, Maria 2020-07-09T19:25:29Z 2020-07-09T19:25:29Z 2014
dc.description A Dissertation Submitted to Mzumbe University Dar es Salaam Campus in Partial Fulfilment of the Requirement for the Award of Degree of Master Science in Accounting and Finance (MSc-A&F) of Mzumbe University en_US
dc.description.abstract This study set out to understanding the role of motivation on labour turnover, a case of Dar es salaam Water and Sewerage Corporation. (DAWASCO), Nine theories of Job Motivation were consulted supported with a good number of empirical studies on the subject matter. The study addressed on factors that lead to job dissatisfaction and hence influence labour turnover, examines the current incentives offered and the employees perception on the present status of general motivation packages provided. It also tried to identify the main shortfalls in the current motivation packages that influence labour turnover. Both primary and secondary data were collected for the study. The study sample comprised of 120 respondents in which the study managed to meet only 100 respondents to collect the needed primary data. The data collected included personal characteristics of the respondents, perception of respondents towards the problem to justify its existence, causes of job dissatisfaction, examining the root causes through pointing out the level of satisfaction on the current motivation packages. The documentary review was also used to collect other useful secondary data. The main tools used in collecting these data were the structured questionnaires. Data analysis was performed using the Statistical Package for Social Sciences (SPSS). The study findings showed that inadequate motivation packages paid to the employees including low salary were the main source of job dissatisfaction that led to labour turnover in DAWASCO. Other factors that also played an important role are poor working conditions, inequitable compensation, lack or limited opportunities for staff career advancement, lack of recognition by the Management, unfair treatment in promotion and training, and lack of equity in compensation. Recommendations given include increase salary to be competitive, equitable compensation, improving motivation packages, improving working conditions, establishing efficient and effective human resource department to deal effectively with employees‘ affairs. en_US
dc.language.iso en en_US
dc.publisher Mzumbe University en_US
dc.subject Labour motivation en_US
dc.subject Labour Turnover-DAWASCO en_US
dc.title The Role of Motivation on Labour Turnover: The Case of Dar es salaam Water and Sewerage Corporation (DAWASCO) en_US
dc.type Thesis en_US

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