Staff Turnover in Ethiopian Airlines: A Government Undertaking and a Global Challenge.
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Date
2010-07
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Addis Ababa University
Abstract
This research is a comprehensive evaluation and analysis of the factors that contribute to
staffs turnover in Ethiopian airlines and seeks to uncover best practices for preventing
the loss of key talent, specifically it aims to analyze staffs turnover in the departments of
maintenance and engineering, marketing, finance, purchasing and flight catering
departments. High potential professionals are unlike any other subset of the workforce.
These high pelformers crave challenge and responsibility; they feel most fulfilled when
being pushed to their limits. Along with the demanding nature of life at other airlines,
employees expect a better work/life balance and extensive career development
opportunities. Effective two-way communication must be in place at firms to uncover
employees' expectations and to create a motivational environment to achieve the shared
goals for success. High labor turnover has become a problem for many companies, well
experienced and qualified professionals leave position they held in offices. Ethiopia is
one of the victims of this high labor turnover. Currently Ethiopian is faCing a frequent
turnover of staff, and this turnover is costing the company in terms of productivity, money
and times. To researcher used descriptive survey research method with the assumption
that it could help to identifY the causes of turnover. One important use of descriptive
statistics is to summarize a collection of data in a clear and understandable way and also
it used to present quantitative descriptions in a manageable form. Thus, this approach
enabled the researcher to examine the prevailing constrains that need to be alleviated To
study this turnover in the company the researcher has used both primary and secondary
data. With regard to primary data, first hand data have been collected through
questionnaires filled by twenty terminated, two hundred seventy one existing nonmanagement
staffs and sixty nine management staffs selected based on random sampling,
purposive sampling and availability sampling; and secondary data were collected from
relevant literatures, various available documents which constitute guidelines regulations
and directives of the company were reviewed to acquire the background information
about the issue under the study. Relevant data were collected from the organization 's five
years strategy document, moreover, different literatures about staff turnover, staffs
retention mechanisms, and other human resource management books, websites (internet)
and other available sources were ref erred and cited in the research to assess the impact
of staff turnover in Ethiopian and to provide possible recommendations. The findings of
the study also revealed that the causes of staff turnover are a combination of factors:
poor leadership in the departments where the research is made, dissatisfaction with the
job and the work environment, better job opportunity in other airlines and organizations,
educational opportunity, inadequate salary levels, poor morale and low level of
motivation within the workforce; a buoyant local labor market offering more attractive
opportunities to employees and mismatch between employee's personal values, career,
goals and plans with the larger company culture. Based on the research summary,
conclusion and recommendations were provided to come up with problem of turnover in
the company
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Keywords
Ethiopian Airlines: A Government Undertaking