An assessment of the causes of employee turnover in private companies in Tanzania: a case study of Vodacom Tanzania Limited
| dc.contributor.author | Anthony, Venisi | |
| dc.date.accessioned | 2020-01-23T08:01:50Z | |
| dc.date.available | 2020-01-23T08:01:50Z | |
| dc.date.issued | 2015 | |
| dc.description | Available in print form, East Africana Collection, Dr. Wilbert Chagula Library, Class Mark ( THS EAF HF5549.5T8T34A57) | en_US |
| dc.description.abstract | Labour market is growing in different organization; this is one of the major challenges for Human Resource Managers, and the strategy for employee retention needs creativity of the management. The aim of this study is to assess the causes of employee’s turnover in private companies in Tanzania. The Vodacom Tanzania Limited (VTL) being the case study. Human Resource Managers are endlessly investigating and monitoring the rationale for employee’s turnover and constantly initiate, develop, execute and monitor new strategies for their retention. The mission has primarily been driven intentionally on assessment of the causes of employee turnover in private companies. Three specific objectives were covered which are: the extent to which organisation practices influence employees turnover, how job satisfaction influence employees turnover, and to what extent employees perceptions towards the company influence employees turnover. In spite of retention strategies adopted by VTL, some employees still leave the company. Human Resource Department and employees at VTL headquarters were the focus of the study, under which a sample of 60 employees was used, and 60 questionnaires were received from the respondents. Questionnaire and documentary review were used in data collection. Quantitative designed approaches were employed in data analysis though descriptive statistics. What emerged from the study, is that factors influencing departure from Vodacom Tanzania Limited includes, the nature of company management style, the inequitable HRM polices, lack of developmental and performance oriented organisation culture, family matters in relation to company assignment, incentive schemes and absence of opportunity for promotions. It is recommended that managers should strive and introduce initiatives to balance between enforcement of polices, observing family matters, setting strategies to retain employees which will allow employees commitment and organisation involvement, hence the company will enjoy minimal rate of employees who wish to exit from the organisation. | en_US |
| dc.identifier.citation | Anthony, V (2015) An assessment of the causes of employee turnover in private companies in Tanzania: a case study of Vodacom Tanzania Limited, Master dissertation, University of Dar es Salaam | en_US |
| dc.identifier.uri | http://41.86.178.5:8080/xmlui/handle/123456789/6722 | |
| dc.language.iso | en | en_US |
| dc.publisher | University of Dar es Salaam | en_US |
| dc.subject | Labor turnover | en_US |
| dc.subject | Private companies | en_US |
| dc.subject | Vodacom Tanzania Limited | en_US |
| dc.subject | Tanzania | en_US |
| dc.title | An assessment of the causes of employee turnover in private companies in Tanzania: a case study of Vodacom Tanzania Limited | en_US |
| dc.type | Thesis | en_US |