Qualitative Analysis
This section analyses the qualitative data from the questionnaire in the
additional comment section. Thematic analysis is utilised to get a
comprehension of the qualitative data. Several variables emerged and will
be discussed in relation to the study’s objectives. This section is important
as it provides the researcher with a detailed description of the respondents’
sentiments or ideas.
Objective 1: Identify causes of employee turnover at the KwaZulu-
Natal Department of Arts and Culture
The aim of objective 1 is to identify causes of employee turnover at the
KwaZulu-Natal Department of Arts and Culture. Questions from section c
number 5 of the questionnaire were used to obtain the first objective.
Various themes were identified in Table 4.4.1.1.
Table Causes of employee turnover at the department
Themes Response Frequency
Salary (compensation) 6
Unsatisfactory working condition 3
Lack of Promotion 2
As indicated by Table 4.4.1.1, four themes emerged from the responses of
the respondents of the study as the causes of turnover at the Department.
There were six (n=6) respondents who identified compensation as the cause
of turnover at the department. For example Respondent 3 indicated that
“Salaries in the department needs to be improved, as the standard of living
rises and the salaries do not “, while respondent 24 indicated that
“Employee turnover in the department is mostly caused by unsatisfactory
compensation packages, in which individual employees leave and look for
other firms with better compensation packages”. There were three (n=3)
respondents who pointed out that working conditions needs to be improved.
For example respondent 9 indicated that “Office accommodation is so
limited, new bigger space is urgently needed to improve the working
conditions”. There were two (n=2) respondents who identified lack of
promotion as one of the causes of turnover. Respondent 19 indicated that
“The public sector tends to have more glass ceiling than the private sector. I
am aware of excellent employees who have been directors for more than 10
years in spite of dedication and excellence contribution, but could not be
promoted to higher posts as none exist or are vacant” and respondent 12
indicated that “People from within must be promoted, because some officials
will act in a certain position at the end they don’t get promoted as they are
perceived not fit enough for the available post and the frustration causes the
individual to leave”.
Objective 2: Identify strategies that can be adopted by the management
of the department to reduce employee turnover and improve
performance
The primary focus of objective 3 is to identify strategies that can be adopted
by the management of the department to reduce high employee turnover and
improve performance. Questions from section c number 5 of the
questionnaire were used to obtain the first objective. Various themes were
identified in Table
Table Strategies to reduce employee turnover and improve performance
Theme Responses frequency
Training and development 2
Employee recognition 3
Employee relation 2
Decision making 5
Four themes emerged from the responses of the respondents of the study
that could be viewed as strategies to reduce employee turnover and improve
performance at the department. There were 2(n=2) respondents who
identified training of employees at the department as a strategy to retain
employees. For example Respondent 15 indicated that “Training must be
presented to those who lack skills and it could either be technical or mental
training. This could be a step to keeping employees at the department”.
There were 3 (n=3) respondents who pointed out that employees must be
recognised at the department. Respondent 16 indicated that “Employer must
make sure that the employees are recognised when they achieve goals”.
Two (n=2) respondents pointed out that the relationship between employer
and employees must be improved to retain employees. Respondent 1
indicated that “This department needs to improve its management and
employee relation. It is like we not on the same page which causes
insubordination”, and respondent 16 indicated that: “Relationship between
employer and employees must be improved to reduce the turnover rate at
the department”. However, 5(n=5) respondents pointed out that employees
should partake in decision making. Respondent 8 and 14 indicated that “All
employees should be involved when there are decisions to be made” and
respondent 14 indicated “Employees must be involved in the development of
decision and also be engaged in any strategic decision to have input”.
