Social Problem on Effects of Human Resource Practices on Employee Turnover In The
Flower Industry
Human Resource Practices is a significant influence on employee turnover (Bratton and Gold
2007). Good human resource practices should effectively focus on Management style,
Intrinsic and Extrinsic rewards, Work-life balance and Health and safety among other things.
Effective Management style should establish a relationship with their employees and the nature
of the relationship influences the manner in which the leader treats each individual employee
(Khandwalla, 1995). However, Dolan et al.,(2003) indicate that workers on the farms commonly
cite job insecurity, supervisor intimidation, sexual harassment and assault, unclear definitions of
permanent and casual employee’s, compulsory overtime during peak seasons, and gender
inequity as major problems ignored by management. This state of affairs is not supporting good
management style likely to cause low motivation and leads to employee turnover.
A good reward system in the form of Intrinsic and extrinsic rewards are key ingredients in
determining whether an employee stays or leaves an organization. Equity theory by Adams
(1965) posits that employees seek to maintain equity between the inputs that they bring into a
job. In the same theory Adam argues that employees seek to maintain equity between the input
they bring into a job such as education, time, experience, commitment and the outcome they
receive such as promotion recognition and increased pay against the perceived inputs and
outcomes of other employees. This is not the case in flower farms. Report by Ethical Trading
Initiative involvement 2002-2004 posits that in flower farms, there are low basic rates of pay,
severance pay not paid, when laid off no payment received for previous days working; unfair
dismissal when pay is questioned. Overtime payments not correctly paid and poorly
communicated. This discrepancy in rewarding of employees in flower farms has been known to
cause feelings of iniquity and therefore dissatisfaction hence employee turnover. It is therefore
necessary to investigate the relationship between intrinsic and extrinsic rewards and employee
turnover.
Work-life balance when practiced effectively reduces absenteeism and positively impacts
employees’ job satisfaction, productivity and retention. Effective WLB strategies include
flexitime and compressed workweeks, which would assist employees to maximize greater
enrichment at home and these would spell higher job satisfaction and lower turnover intentions
(Gitonga, 2010). There have been allegations of poor employee practices in flower farms
according to (Dolan et al., 2003). He argued that workers are sacked when they do not agree to
work overtime. Workers are required to work long hours at short notice when large orders come
in, with little right to refuse. In some cases, up to 15 hours worked per day at peak season with
only break being one hour lunch. Long working hours could lead to family conflicts which affect
employee morale and commitment. Employees will consider searching for alternative
employment thus leading to employee turnover.
According to Cole, (2002) the protection of workers in their employment from risks resulting
from factors adverse to health is a duty of every organization. Organisations should provide
a safe working environment for its employees and to minimize the risk of accidents, diseases and
injuries. Lack of health and safety facilities can lead to job stress and job dissatisfaction.
Research by Ayieko (2011) shows that, workers in flower farms lack basic training on health and
safety in what they do and have poor adherence to safety practices at work place. He further says
that workers are at high risk due to lack of personal protective equipment and non compliance of
re-entry rules to green houses following spraying. Respiratory problem and gastro intestinal
problems top the illness list of these workers. Lack of adherence to safety practices especially
use of personal protective equipments is associated with presence of various health problems
among the workers in floriculture. Frequent illness will prompt an employee to leave. There was
need to conduct a research in order to come up with solutions to this problems.
In view of the discrepancies cited above there was need to determine the right Human Resource
Practices that can reduce employee turnover in flower industry in Kenya through improved
management styles, intrinsic and extrinsic rewards, work life balance and health and safety. If
this problem is not tackled urgently, the influence of high employee turnover could impact on
employee moral as well as their commitment to work. This is a dangerous position for the flower
industry and the country’s economy especially given that the flower industry earns Kenya a lot
of income. This study therefore investigated the influence of human resource practices on
employee turnover in flower farms in the North Rift.
