Objective 4: Identify strategies that can be adopted by the management of the
department to reduce employee turnover and improve performance
Questions from Section B number 1.3 to 1.4 and section c number 3.1 to 4.3 of the
questionnaire were used to obtain the second objective.
I. Employee turnover intention at the Department
For strategies to be developed to reduce high employee turnover, it was of significant
importance that the study assessed employee turnover intention at the Department of Arts and
Culture.
Table Age * other better Job opportunities with other organisational, will you stay
Cross-tabulation (N91)
Age * Other better Job opportunities with other organisational, will you stay Cross tabulation
Other better Job opportunities
with other organisational, will
you stay
TotalNo Yes
Age 18-25 10 0 10
26-35 29 9 38
36-45 25 5 30
46-55 12 0 12
56-65 1 0 1
Total 77 14 91
In Table 4.3.4.1 the results on whether the respondents had a better job opportunity with other
organisations, would they want to stay in the department is displayed against age? The
respondents were asked if they had a better job opportunity with other organisations, would
they want to stay in the department. A total of 77 respondents said “no”. Respondents
between the age of 26 and 35 are the majority that said no, followed by respondents between
age 36 and 45, while respondents between the age of 56 and 65 were the least likely to leave
the department if they had a better job opportunity with other organisations.
Table always imagine working at a different workplace (N91)
I always imagine working at a different workplace
Frequency Percent Valid Percent Cumulative Percent
Valid Strongly Agree 29 31.9 31.9 31.9
Agree 39 42.9 42.9 74.7
Neutral 13 14.3 14.3 89.0
Disagree 8 8.8 8.8 97.8
Strongly Disagree 2 2.2 2.2 100.0
Total 91 100.0 100.0
As indicated by Table 4.3.4.2 above 29(31.9%) of the respondents strongly agreed that they
always imagined working in a different workplace, 39(42.9%) of the respondents agreed,
13(14.3%) were neutral, 8(8.8%) disagreed. However, 2(2.2%) of the respondents strongly
disagreed. The overall analysis 68(74.8%) shows that most of the respondents pointed out
that they always imagined working at a different workplace. Therefore, it means that working
for the Department of Arts and Culture was not their first choice.
Table I will probably be looking for another job soon (N91)
I will probably be looking for another job soon
Frequency Percent Valid Percent Cumulative Percent
Valid Strongly Agree 30 33.0 33.0 33.0
Agree 21 23.1 23.1 56.0
Neutral 21 23.1 23.1 79.1
Disagree 16 17.6 17.6 96.7
Strongly Disagree 3 3.3 3.3 100.0
Total 91 100.0 100.0
As indicated by Table 4.3.4.3 above 30(33.0%) of the respondents strongly agreed that they
probably would be looking for another job soon, 21(23.1%) of the respondents agreed,
21(23.1%) were neutral, 16(17.6%) disagreed. However, 3(3.3%) of the respondents strongly
disagreed. The overall analysis 61(56.1%) shows that most of the respondents have pointed
out that they probably will be looking for another job soon, which means that some
employees in the department are planning to leave.
Table I often think of giving up the presentt job (N91)
I often think of giving up the present job
Frequency Percent Valid Percent Cumulative Percent
Valid Strongly Agree 17 18.7 18.7 18.7
Agree 15 16.5 16.5 35.2
Neutral 24 26.4 26.4 61.5
Disagree 27 29.7 29.7 91.2
Strongly Disagree 8 8.8 8.8 100.0
Total 91 100.0 100.0
As indicated by Table 4.3.4.4 above 17(18.7%) of the respondents strongly agreed that they
often think of giving up the present job, 15(16.5%) of the respondents agreed, 24(26.4%)
were neutral, 27(29.7%) disagreed. However, 8(8.8%) of the respondents strongly disagreed.
The overall analysis 35(38.5%) shows that most of the respondents have pointed out that they
do not often think of giving up the present job.
II. Ways to reduce employee turnover.
The following are responses regarding ways that can be used to reduce employee turnover at
the department
Table Satisfaction in the amount of involved in the organisational decision making
(N91)
I’m Satisfied with the amount of involved in the organisational decision making
Frequency Percent Valid Percent Cumulative Percent
Valid No 58 63.7 63.7 63.7
Yes 33 36.3 36.3 100.0
Total 91 100.0 100.0
Table 4.3.4.5 indicates that a substantial number 58 (63.7%) of the respondents said No and
33 (36.3%) said Yes. This means that some respondents are not satisfied with the amount of
involvement they have in the organisational decision-making.
Table Employee Relations (N91)
work relationship between employees must be improved
Frequency Percent Valid Percent Cumulative Percent
Valid Strongly Agree 48 52.7 52.7 52.7
Agree 35 38.5 38.5 91.2
Neutral 6 6.6 6.6 97.8
Disagree 2 2.2 2.2 100.0
Total 91 100.0 100.0
As indicated by Table 4.3.4.6 above 48(52.7%) of the respondents strongly agreed that work
relationship between employees must be improved, 35(38.5%) of the respondents agreed,
6(6.6%) were neutral, and 2(2.2%) disagreed. The overall analysis 83(91.2%) shows that
most of the respondents have pointed out that work relations must be improved in the
department. Employee relation is an organisation determination to oversee the relationship
between the employee and the employer and the relations between employees themselves
Table Employees must be recognised when goals are achieved (N91)
Employees must be recognised when goals are achieved
Frequency Percent Valid Percent Cumulative Percent
Valid Strongly
Agree
60 65.9 65.9 65.9
Agree 27 29.7 29.7 95.6
Neutral 4 4.4 4.4 100.0
Total 91 100.0 100.0
As indicated by Table 4.3.4.7 above 60(65.9%) of the respondents strongly agreed that
employees must be paid well, 27(29.7%) of the respondents agreed and 4(4.4%) were neutral.
The overall analysis 87(95.6%) shows that most of the respondents have pointed out that
employee recognition when goals are achieved is critical. Recognition of employees who
performed outstanding contributes to the working culture of respect and gratitude for
employees and job were well done.
Table Employees must be paid well (N91)
Employee must be paid well (reasonable salary)
Frequency Percent Valid Percent Cumulative Percent
Valid Strongly Agree 61 67.0 67.0 67.0
Agree 25 27.5 27.5 94.5
Neutral 4 4.4 4.4 98.9
Disagree 1 1.1 1.1 100.0
Total 91 100.0 100.0
As indicated by Table 4.3.4.8 above 61(67.0%) of the respondents strongly
agreed that employees must be paid well, 25(27.5%) of the respondents
agreed, 4(4.4%) were neutral, and 1(1.1%) disagreed. The overall analysis
86(94.5%) shows that most of the respondents feel that employees must be
paid well. The department needs to develop salary packages for different
levels within the organisation and review them yearly to reduce the turnover
rate.
