The Effect Of Motivation On Employee Turnover In The Private Education Sector In Kenya: A Case Of Aga Khan Schools

Abstract

This study’s objective is to examine how motivation affects employees’ turnover within the private education sector in Kenya, with specific reference to the Aga Khan schools. Specifically, the study aimed to achieve the following specific objectives. To determine the financial rewards and appreciation on employee turnover at Aga Khan Schools; to find out the effects of Leadership style on employee turnover at Aga Khan Schools; to assess the effects of Working environment on employee turnover at Aga Khan Schools and to examine the effects of Training and development on employee turnover at Aga Khan Schools. In this particular study, the researcher employed descriptive research design. Data was compiled from both primary source. The primary data was gathered by use of questionnaires. The quantitative data analysis methods were used in this research study. Quantitative methods entail numerical analysis through the use of excel work sheets. The analyzed data was presented using tables and figures. Narration was used to interpret the relationship between the two variables. The regression analysis revealed negative and significant association between Financial Rewards and Appreciation, Leadership Style, Working Environment and Training and Development Opportunities has and employee turnover at Aga Khan Schools in Nairobi County. From the study, the study conclude that motivation has a direct impact on turnover. There are several factors that should be strongly considered if the organization want to reduce turnover. Some of the key factors include monetary compensation in terms of salary and remuneration, bonuses, allowances, access to credit facilities etc. Other important aspects would be recognition and appreciation, providing a warm work environment, treating staff fairly and with equity, and also encouraging healthy working relationships with co-workers. It is also good to have staff trained to sharpen their skill sets and make them more equipped to perform their various jobs. The organization needs to develop and implement a compensation policy to recruit and retain qualified personnel, as well as to recognize and reward their efforts, loyalty, experience, and accomplishments. The monetary compensation offered should be competitive, equitable, motivating, and sufficient to cover the rising cost of living. Another way that the organization can promote motivation is by increasing employee recognition and appreciation, and a good way would be having a monetary incentive. Working towards increasing motivation will mitigate staff turnover and the organization will as a result enjoy longevity in terms of period of service. Reduced turnover results to reduced overall costs in terms of recruitment and induction, training and development (new staff), reduced productivity and even lost opportunity cost.