Organisational Factors Influencing Employee Retention in Rakai Area Development Programme of the World Vision, Uganda
Kateshumbwa Mwesigye, Edgar Mwesigye(Supervisor)
Kyohairwe, Stella (Supervisor)
MetadataShow full item record
The study examined organizational factors influencing employee retention at Rakai Area Development Programme of the World Vision Uganda. The study was premised on the following research objectives: to examine the influence of work place policies on employee, to establish the influence of work place culture on employee retention, to assess the relationship between work place leadership style and employee retention and to establish the influence of job design on employee retention at Rakai Area Development Programme of the World Vision Uganda. The study employed a cross sectional survey design and both quantitative and qualitative approaches. In total, a sample of 33 respondents was chosen who included staff and support staff of Rakai Area Development Programme of the World Vision Uganda. In collecting the data, the researcher used questionnaires and interviews and data was analyzed using Pearson correlation coefficient and regressions analysis. The study findings revealed that that there is a positive significant relationship between work place policies and employee retention, further more findings revealed that there is a positive significant relationship between work place culture and employee retention, further more findings revealed that there is a positive significant relationship between work place leadership style and employee retention and lastly job design and employee retention are positively significantly related. It was observed that the policy of being sent to an area where somebody cannot easily get acclimatized to the existing conditions presses the employees so hard. It was observed that it is a policy that each staff should reside in her parish of work. Vehicles should be parked at 6pm. The most notable cultural practice was religious devotion and decent dressing. It was observed that leadership style is not democratic but authoritarian. Under this style, some employees desire to be pushed. Whenever they are not pushed there is delay in delivery of results. Findings further revealed sometimes the employees are given unclear roles and responsibilities. It was further revealed that some tasks are allocated on the basis of friendship at Rakai Area Development Programme. It was recommended that: there is need to design policies that are employee friendly or socialization policies. Policies that limit employ accessibility to company property like vehicles should be discarded. The organization should strengthen the culture of training. Providing ample training and development opportunities can discourage turnover by keeping employees satisfied and well-positioned for future growth opportunities. Managers need to reinforce employee productivity and open communication, to coach employees and provide meaningful feedback and inspire employees to work as an effective team. In order to achieve this, organizations need to prepare managers and supervisors to lead and develop effective relationships with their subordinates. World Vision can hire third party specialists to pinpoint the root causes of their workforce challenges. By identifying the root causes, customized action plans can be tailored to fit your organization’s need to and create a retention program customized to your organization.