The positive consequences of labour turnover are; less stress and better use of skills and renewed interest in work for those who leave, financial advantage; increased innovation, cross breeding between old and new employees, separation creates opportunities to hire from diverse background and to redistribute the cultural and gender composition of the workforce, career opportunities elsewhere for those who leave, reduced labour costs, replacement of poor performance, infusion of new knowledge by new employees, stimulates change in bad policies and increased satisfaction for those who stay. Labour turnover within an organization is a normal part of organizational functioning and while a certain level of turnover is to be expected and be beneficial to the organization, excessively high turnover may be dysfunctional to the organization Armstrong, (2004). Yoder and Staudohar (1982) argued that when an employee leaves an organization, it has a variety of effects that not only impact on the organization but also the individual employee and the wider society. Table 1.1: The Total Number of Employees’ Turnover as from 2008 -2012 at Mtwara Regional Administrative Office Male Female Total Actual turnover 35 34 69 Number of deaths 5 3 8 Retirement 10 7 17 Transfer 28 37 65 Source: Regional Records Office, (2013)
The positive consequences of labour turnover are; less stress and better use of skills and renewed interest in work for those who leave, financial advantage; increased innovation, cross breeding between old and new employees, separation creates opportunities to hire from diverse background and to redistribute the cultural and gender composition of the workforce, career opportunities elsewhere for those who leave, reduced labour costs, replacement of poor performance, infusion of new knowledge by new employees, stimulates change in bad policies and increased satisfaction for those who stay. Labour turnover within an organization is a normal part of organizational functioning and while a certain level of turnover is to be expected and be beneficial to the organization, excessively high turnover may be dysfunctional to the organization Armstrong, (2004). Yoder and Staudohar (1982) argued that when an employee leaves an organization, it has a variety of effects that not only impact on the organization but also the individual employee and the wider society. Table 1.1: The Total Number of Employees’ Turnover as from 2008 -2012 at Mtwara Regional Administrative Office Male Female Total Actual turnover 35 34 69 Number of deaths 5 3 8 Retirement 10 7 17 Transfer 28 37 65 Source: Regional Records Office, (2013)