The impact of motivation on staff retention a case study of Electoral Commission

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Recruiting and maintaining the staff is essential in every organization and therefore keeping the best employees needs to be made a challenge. The study aimed at examining the role of management of the Electoral Commission (EC) in staff retention, examining some of the factors that cause staff turnover and assessing the impact of motivation in keeping the staff in the commission and some factors that compel staff to stay apart from wages and salary. The EC, Kumasi, was selected as a case study organization with the entire organization members (30) constituting the sample population. Both primary and secondary research data were used in the study. Self-administered questionnaire were primarily used in collecting data from respondents although situational observations were made to have a firsthand insight about the natural day-to-day operation and working environment of the commission. A selected number of managers were also interviewed as part of the data gathering process. Data collected were subjected to statistical analysis using SPSS (version 11) software. All 30 respondents answered in the affirmative that their work is supervised by a manager. Manager’s supervision was assessed as “satisfied” and the relationship with employees “cordial”. Respondents “strongly agreed” that a good management employee relationship can cause employees to be retained in business. About 60% of the respondents were not satisfied with the salaries and allowances they receive. Some of the factors that cause high employee turnover, apart from poor salaries, were found to include lack of incentives, poor employee management relationship, intimidation, and refusal of management to recognize and have staff express their views, while inner conviction, the love for kind of work, a sense of accomplishment of purpose were some factors that compel employees to stay. Management was found to play a very essential role in employee retention, as it is the key decision maker. Should it be able to provide attractive working conditions, then employee turnover would be forestalled.
A dissertation submitted to the Department of Managerial Science, School of Business, KNUST in partial fulfilment of the requirements for the degree of MBA, 2008