RESEARCH REPORT SUBMITTED TO DEPERTMNT OF

BUSSINESS MANAGEMENT REQUIRMENTS FOR DGREE

IN BUSSINESS MANAGEMENT
ID No
By 2nd group, a leader of group 1st Set by Hussein Desiyo Eda’o 0074/12
2. Negeso Aliyi 0029 /12
3. Mengistu Tesfaye 0070/12
4. Addisu Nuguse 00/12
5. Jemila Negewo 0043/12
Department Business Management
Modality Extension
Program B.A degree

AUGU
ST 2023
Kanenus College In Asella
Ethiopia
RESEARCH REPORT SUBMITTED TO DEPERTMNT OF
BUSSINESS MANAGEMENT REQUIRMENTS FOR DGREE
IN BUSSINESS MANAGEMENT
ID No
By 2nd group, a leader of group 1st Set by Hussein Desiyo Eda’o 0074/12
2. Negeso Aliyi 0029 /12
3. Mengistu Tesfaye 00/12
4. Addisu Nuguse 00/12
5. Jemila Negewo 0043/12
Department Business Management
Modality Extension
Program B.A degree
Adviser Eyob Dinku (M. B. A)

AUGUST 2023

Asella Ethiopia
 ACKNOWLEDGEMENTS
It is difficult to accomplish the work of this study without assistance, we obtained from various
individuals in the course of the study.
In the first place, we were greatly indebted to our advisor. Mr (Ato) Eyob Dinku who has not
only helped our with the selection of the topic, but who has also given our ample advice
regarding content and organization of the study, from the beginning to the end of our research.
We would like to express our gratitude for my family Ato Abe Bora and Abu Abdella for their
moral and material support though out our effort while we were conducting this research.
Last but not least we want to thank Ato Birhanu Alemu who has given an in valuable service by
typing this paper.

I
 ABBREVATIONS

ETB Ethiopian Birr

F Female
GF Garment factory
GF Garment factory
KGF Kanenus Garment Factory
KM Killo meter
M Male
NO Number
% Percent
 Tick Mark
VS Versace

II
 TABLE OF CONTENTS
Acknowledgment ---------------------------------------------------------------------------------------- I
Abbreviations --------------------------------------------------------------------------------------------II
Table of Contents ------------------------------------------------------------------------------------ III- IV
List of Tables -------------------------------------------------------------------------------------------- V
Abstract -------------------------------------------------------------------------------------------------- VI
CHAPTER ONE--------------------------------------------------------------------------- 1
INTRODUCTION ----------------------------------------------------------------------- 1
1.1 The back ground of the study --------------------------------------------------------------------- 1-2
1.2 Statement of the problem --------------------------------------------------------------------------- 2
1.3 The objective of the study -------------------------------------------------------------------- 3
1.3.1 General Objectives of the study ------------------------------------------------------------- 3
1.3.2 Specific Objectives of the study ------------------------------------------------------------3
1.4 Research Questions ---------------------------------------------------------------------------------- 3
1.5 Significance of the study --------------------------------------------------------------------------- 3
1.6 Limitation of the study -----------------------------------------------------------------------------3- 4
1.7 The scope of the study ------------------------------------------------------------------------------- 4
1.8 The organization of study -------------------------------------------------------------------------- 4

CHAPTER TWO --------------------------------------------------------------------------- 5

2. REVIEW OF RELATED LITRETUR ------------------------------------------------ 5
2.1 Definition of the employment turn over -------------------------------------------------------------5
2.2 Historical aspect of employment turn over -------------------------------------------------------- 6
2.3 Factors affecting employment turn over ----------------------------------------------------------- 6
2.4 Factors related to manager --------------------------------------------------------------------------- 6
2.5 Factors related to teachers -----------------------------------------------------------------------------6
2.6 Factors related to workers ---------------------------------------------------------------------------- 7
2.7 Personal Factors ---------------------------------------------------------------------------------------- 7
2.8 Organization and work factors ----------------------------------------------------------------------------------------- 7

2.9 Social and Economic factors-------------------------------------------------------------------------------------------- 7

2.10 Job Stress -------------------------------------------------------------------------------------------------------------- 7- 8

III
2.11 Compensation -------------------------------------------------------------------------------------------------- 8

2.12 Employee relationship with management----------------------------------------------------------------- 8

2.13 Carer Growth ------------------------------------------------------------------------------------------------------ 9

2.14 Work Environment ----------------------------------------------------------------------------------------------- 9

2.15 Measuring turn over ----------------------------------------------------------------------------------------------- 9

2.16 Conceptual Fretwork of Employment turn over ------------------------------------------------------------ 9

IV
CHAPTER THREE ---------------------------------------------------------------------- 8
3. RESEARCH METHODOLOGY -------------------------------------------------- 8
3.1 Research design ---------------------------------------------------------------------------------------8
3.1.1 Descriptive of the study Area ----------------------------------------------------------------- 8
3.2 Population and sampling techniques ----------------------------------------------------------------9
3.3 Method of data collection ---------------------------------------------------------------------------- 9
3.3.1 Questionnaires --------------------------------------------------------------------------------- 9
3.3.2 Observation ------------------------------------------------------------------------------------- 9
3.4 Method of data Analysis ---------------------------------------------------------------------------- 10
CHAPTER FOUR ------------------------------------------------------------------------- 11
4. DATA ANALYSIS AND INTERPRETATION -----------------------------------11
4.1 The back ground of the study -----------------------------------------------------------------------11
4.2 The establishment of Kanenus Garment Factory ------------------------------------------------ 11
4.3 Back ground of the respondent --------------------------------------------------------------------11
4.4 Data of Teachers response on Questioner --------------------------------------------------------
4.5 Data of workers response on Questioner -------------------------------------------------------- 11
CHAPTER FIVE ---------------------------------------------------------------------------17
5. SUMMARY, CONCLOUSION AND RECOMMANDETION --------------- 17
5.1 Summary -------------------------------------------------------------------------------------------- 17
5.2 Conclusion ------------------------------------------------------------------------------------------ 18
5.3 Recommendation ----------------------------------------------------------------------------------- 19
CHAPTER SIX -----------------------------------------------------------------------------20
6. REFRENCES -------------------------------------------------------------------------20

7. APPENDEXES ----------------------------------------------------------------------21
7.1 APPENDEXES A -------------------------------------------------------------------21
7. 2 A PPENDEXES B ------------------------------------------------------------ 23- 24

V
 LIST OF TABLES
Tables Page
Table 1. respondents by sex ---------------------------------------------------------------------------- 11
Table 2. Respondents vs by age ------------------------------------------------------------------------ 12
Table 3. Manager, Teachers’ respondents in educational qualification and
experiences ------------------------------------------------------------------------------------12
Table 4. Status of workers ------------------------------------------------------------------------------- 13
Table 5. Response of Manager and Teachers in sufficient salary ---------------------------------- 13
Table 6. Response given by Teachers on factors affecting employment turn over
Incentive ---------------------------------------------------------------------------------------13

Table 7. Response given by workers on proper handling of employment------------------------- 14

Table 8. Response for Some incentive for manager in holyday ------------------------------------ 14
Table 9. Response of teachers’ enjoyment working in this college --------------------------------14
Table 10. Response for the agreement of staff in this college --------------------------------------15
Table 11. The Repone of the observation cheek list on how much the amount of
Salary -------------------------------------------------------------------------------------------16

Table 12. The Response of the observation cheek list on the quality of the
Clothes -----------------------------------------------------------------------------------------16
Table 13. Response of the observation cheek list on the workers handled by
College --------------------------------------------------------------------------------------- 16
Table 14. The response of the observation cheek list on the solution of employment turn
Over --------------------------------------------------------------------------------------------16

VI

ABSTRACT

In today’s dynamic environment the stipulate for professional and highly skillful workforce are
necessary for every organization to perform well in this environment. The employees need to be
trained and the development of an employee to be highly skilled is essential. The research
proposes assessment employment turn over in kanenus garment factory in Asella. For the
purpose of undertaken the study, the primary sources include observation and structured
questionnaire distributed to Manager, Teachers and the workers in the above-mentioned college.
The primary sources include questionnaire and observation check list from the managers,
teachers and workers. A sample of 50 respondents from a total of 50 employees were selected
using purposive sampling methods; The study found that there is problem of employment turn
over need analysis, lack of sufficient payment, target are the main problems identified.
Based on this found proper recommendation were also given.
1. The factors that affect employment turn over are in sufficient salary payment for managers,
teachers and workers. The researchers recommended the college increase the salary payment for
manager, teachers and workers to increase it’s in come.
2. Since the teachers are not happy in incentive the college understand this problem and the
college must give in sanative to teachers to be effective in teaching and learning process.
This

The key words of our researches are

A. factors affecting employment turn over in above organization

B. The incentive factors affecting employment turn over in college
C. The in proper handling of the employment in above mentioned focality

VII

CHAPTER ONE
1. NTRODUCTION
1.1 The back ground of the study

The back ground of the study is employment turn over in kanenus garment factory will the
biggest company that is which it began or start work in Arsi Zone Asella town in Halila kebele
near the Arsi University by individual person Admasu Diriba in 2010 according to Ethiopian
calendar.
The number of employments of (KGF) Kanenus Garment Factory for the 1st time it began
work employment male by 20 and female 30 both total by 50 employments.

At that time KGF (Kanenus Garment Factory) start work by 7,000,000 million birrs (ETB)

The KGF it gets the worker place or G+1 from the government by industrialization organization.

This work place (lands) approximately around five square kilo meters, G+1 and two flowers it
has.

This organization it has different branches or Agent Company

Like; - Asella

-Adama
- Finfinnee
And Etaya direct from company by order.
The company it works on G+1 and employments it worked by one shift. In one shift it works
morning time, in one days eight o’clock times it worked employment. In addition to this KGF the
worker machineries it gets from Garman or the Garman products and the name is Braziers
Sewing machines.
It also this organization the lower machinery it bought by 2,500 birr and it the keepers standards.
This garment factors it has 300machinery workers, this machinery it gets by buying from market
and the high cost of one is 3000 birrs it buying.

The back ground is the study expressing statement of the problem of the study.
Statement of the problem must be expressed from general to specific. Kanenus Garment Factory
was established in 2010 E.C in Arsi Zone Asella town and have different agents in different
town example in Itaya as well as in east shawa in Adama.
The source of research problem of assessment of factors affecting employment turn over of in
Kanenus Garment Factory is from professional experience of people contact and dissection.
The problem of employment turn over of research is done with short time because employment
turn over in organization is under big question so the aim of researchers is to suggestion solution
for the above problem.
General as the factory business decrees in organization the employment will reals from the
organization
(By H Ongori · Cited by 1020) — This paper examines the sources of employee turnover, effects
and forwards some strategies on how to minimize employee turnover in organizations.

1.2 Statement of the problem

The study is aimed it identify factors affecting employment turns over the in case of Kanenus
Garment factory, as well as stated in the back ground most of employment in GF are turn over
because the salary is not satisfactory, the need of employment. Hence the researchers are indicted
to conduct this study to identify the major factors that affecting employment turn over in
Kanenus Garment Factory.

The individual problem must be solved by the collage to minimize individual Problem.

The problem of employment turn over by discase is minimize of the collage has its own health
center and help when employment get treatment with out any payment.
The problem of employment turn over because of family problem can be solved by the college
giving incents
For workers to help their family because the family in comes from the source of payment of
Manager, Teachers and workers.

1.3 Objectives of the study

1.3.1 General objective of the study

The general objective of the study is assessed factors affecting the employment turn over in KGF
having the gap found, source of the problem and difficult that employers turn over & solution of
that problem.
1.3.2 Specific objectives of the study

 Identify the key factor that affects employment turn over.

 Examine the factors that affect employment turn over.
 To find the solution for employment turn over.

1.4 Research questions

D. What are the key factors affecting employment in above organization?

E. In what way do the factors affecting employment turnover of?
F. How do you find the solution of employment turn over in KGF?

1.5 The significance of the study

The current study is important in following first it indicates the factors affecting employment
turn over in Kanenus Garment factory. To investigate factors affecting employment turn over.
After assessing the factors, the study would offer means integrate and analysis their sources of
the problem than it could possibly to help to generate appropriate solution. Then we have better
workers for the organization.

1.6 Limitation of the study

Usually, the research did not yield exactly what has been intended at eats original
design.
This more often comes light only after one is removed for away from the source of
data when the process of data organization and analysis have away to wards it
completion because of this and similar reasons.

3
The following limitation are existed
A, there has been difficulties of obtain enough data sources from sample
of college.
B, lack of finance to move from one place to another place to collect data.
C, the problem of enough reference book on employment turn over.
1.7 The scope of the study

The study covers Assessment factors affecting employment turn over in Kanenus Garment
Factory which is found in Arsi Zone Asella Town it is clear that the assessment of factors
affecting employment turn over and to make workers effects in their work. The study delimited
itself to focus on factors affecting employment turn over.
1.8 The organization of study

The study of our research proposal was organized into six chapters: Chapter one presents
introduction, Chapter two discusses literature review related to the research, chapter three it
considers on the research methodology, chapter four consisted of work plan analysis and
interpretation. Chapter five it consisted budget breck down and Chapter six it considers on the
references, conclusions and recommendation.
The first chapter’s deals with the Assessment of factors affecting employment turn over.
In this section the researchers will discuss the back ground of the study the study. Statement of
the problem objective of the study, research questions significance of the study, Scope of the
study and the limitation of the study.

4
 CHAPTER TWO

2. REVIEW OF RELATED LITERETURE

2.1 Definition of the employment turn over

Employment turns over means the change of workers from one organization to another

organization

Because of problem in that organization (Lyons, 2020), (WA Al-Suraihi, 2021), (P

GREGG, 1995),

(AC Glebbeek, 2004), (EET Bolt, 2022) and (E KASSAHUN, 2020).

Employment turn over refers to workers parting ways with the institution or company
they work for.
Employment turn over it also refers to the total number of workers who leave a company
over certain time period.
Turn over employment in human resource; turnover is the act of replacing an Employee with a
new employee.
Partings b/n organization and employees may consist of Termination, Retirement, Death,
Interagency transfers and Resignations.
There are 5 types of employment of turn over
1. Voluntary turnover
2. Involuntary turn over
3. Attrition
4. Regrettable turn over and
5. Internal transfers

5
The key factors affecting employment turnover is a few examples of such factors that can
influence employee turnover intention
 Job Satisfaction. Perhaps the most significant factor in employee turnover is job
satisfaction
 Colleague Relations
 Communication
 Organizational Commitment
 Organizational Justice
 Organizational Politics
 Organizational Reputation
2.2 Historical aspect of employment turn over

Labor turnover measures the movement of workers in and out of employment with a particular
firm. Consequently, concern with the issue and interest in.
In human resources, turnover is the act of replacing an employee with a new employee. Partings
between organizations and employees may consist of.
During the 1910s and 1920s, quits accounted (on average) for over seventy percent of all
separations and the decline in annual separation rates.
2.3 Factors affecting employment turn over

Factors affecting employment turn over in above organization are

 The salary is not sufficient for managers, teachers and workers
 No payment for house rent for manager, teacher & workers
 There is no payment for the problem of illness for manager, teachers &
Workers
 Manager, teacher & workers are not handled by the organization
2.4 Factor related to managers

The factor related to manager employment turn over is in this organization is the payment salary
is not enough to survive for himself and family. There is no incentive without salary.
2.5 Teachers related factor

The factor related to teachers’ employment turnover is there is no enough payment in credit hour
correspondence with other collage and universities.

6
2. 6 Factors related to workers

The factor related to workers employment turn over is the organization is not handling workers
according to their behavior and also does not understand the workers problems detail.
There is no supportance with out salary and no motivation during holidays when Teachers
related to factors
For employment turn over is to assess employment turn over when with related to our
research is if there is no proper handling of employment that means with payment if there
is no incents during holiday the number of employments turn over increase in that
organization.
To minimize employment, turn over in that organization the college support manager,
teachers and workers during holiday.
2.7 Personal Factors
Personal Factors According to Yanjuan (2016), personal factors include age, gender, education
level, marital status, years of working, individual ability, responsibility and so on. Another fact is
that the female employee turnover rate is higher than male employees. Yanjuan stated that this
may be connected and as a factor with women’s duty to give birth and take care of the family.
Employees with young, inexperienced and high education level tend to have low level of
satisfaction about jobs and careers, and have lower commitment to the organization; these
negative attitudes are associated with turnover intention. (Yanjuan, 2016)
2.8 Organization and Work Factors
In this aspect, enterprise culture and system, enterprise benefit and prospect, organization scale,
salary, payment and promotion, relationship, training, employee involvement, individual work
attitude and organizational justice will influence employee turnover. (Yanjuan, 2016)
2.9 Social and Economic Factors
This comprises Society’s economic development level, labor market condition, employment
system, job opportunities, enterprise property, transportation, housing, education and health care
facilities, the cost of living, quality of life and so on all have an impact on employee’s turnover
intention. (Yanjuan, 2016)
2.10 Job Stress
High rates of mergers, acquisitions, increasing economic interdependence among countries due
to globalization, technological development, and restructuring have changed the organizational
work over the last few decades have resulted in time pressure, excessive work demand, role
conflicts, ergonomic insufficiencies and problematic customer relationship are causes of stress.
Also, to be consider stress as an environmental stimulus to a person, or an oddity between
individual and environment. The experience of job-related stress (job stress), the range factors
7
that lead to job related stress (stressors), lack of commitment in the organization; and job
dissatisfaction make employees to quit. (Shukla & Sinha,2013)
2.11 Compensation (Salary)
According to Sinha and Shukla (2013) one common cause of high employee turnover rates is
low pay and benefits package. When a worker is employed in a low-wage position with limited
benefits, there is little incentive to stay if a similar employer offers even a slightly higher rate of
pay. Workers who make more, but whose salaries fall short of the going market rate, may feel
undervalued at their current companies and look for a company that will pay them what they're
worth. Employees quit from organization due to economic reasons. The most common reason for
employee turnover rate being so high is the salary scale because employees are usually in search
of jobs that pay well. Low pay is good reason as to why an employee may be lacking in
performance. Unequal or substandard wage structures fall under this category as well. When two
or more employees perform similar work and have similar responsibilities, differences in pay
rate can drive lower paid employees to quit. If you pay less than other employers for similar
work, employees are likely to jump ship for higher pay, if other factors are relatively equal.
(Shukla & Sinha, 2013). Adequate and flexible benefits can demonstrate to employees that a
company is supportive and fair, and there is evidence to suggest that benefits are at the top of the
list of the reason why employees choose to stay with their employer or to join the company in the
first place (Lockhead and Stephens 2004). | Flexibility in benefits package can enhance retention
retention, as it creates responsiveness to the specific needs and circumstances of individual
employees (Rampur,2009). Employees always search for organizations that provide more
benefits and compensation package. Besides, compensation and lack of challenge and
opportunity were the most common factors in contemplating leaving the organization
(Ramlall,2003). It also found that, unequal or substandard wage structures that fall under salary
and benefits category as a factor to leave the organization. In line with salary and benefit
packages, assistance or voluntary benefits provided by the organizations encourage employees to
stay in the company (Rion,2009). Organizations also used such assistance for creating good
relationship in the organization with employees.
2.12 Employee relationship with management
Nature of management influence the individuals in terms of values of organization, image and
existence of the firm. A poor relationship with the management can be an important reason for
the employees to leave their jobs. It is relatively rare for people to leave jobs in which they are
happy even when offered a higher salary elsewhere. Employer-employee relationship plays a
vital role on turnover. Lack of role clarity by management can lead to labor turnover. supervision
is an extrinsic factor and “dissatisfying” as well as a “demotivating” just like pay. This is because
employees tend to perform better when they are under less supervision and freedom to exercise
initiatives, judgment and self-approach to work. (Shukla & Sinha, 2013)

8
2.13 Career Growth
Career progress creates stress on employee’s understanding of the worth of his or her career
prospects. Obstacles in career development can appear at any time during an employee’s
employment period which serves as source of stress for them. These stressing factors can include
an array of problems like being stuck at a position without any hopes of progress or threats of
downsizing. Career growth is much more important than salary in Europe or America but it is
counted equivalent to salary in Asian context. “Moving Up or Moving Out” counts career growth
as basic for turnover. High employee turnover could also be due to no potential opportunity for
advancements or promotions. Employees prefer other companies which may provide them with
higher posts and increased compensation packages. (Shukla & Sinha, 2013)
2.14 Work Environment
If working conditions are substandard or the workplace lacks important facilities such as proper
lighting, furniture, restrooms and other health and safety provisions, employees will not be
willing to put up with the inconvenience for long time. Organizational instability has been shown
to have a high degree of high turnover. Indications are that employees are more likely to stay
when there is a predictable work environment and vice versa. In organizations where there was a
high level of inefficiency there was also a high level of staff turnover. For employer losing a
single key worker the like hood of project success and investor confidence may significantly
reduce. Main causes of turnover are salary, working environment and security of job. Turnover
particularly arises from unhappiness from job place. In contrary employees are also pushed to
leave their current job due to the dissatisfaction in their present workplace.
2.15 Measuring Turnover
Turnover has a significant impact on an organization and this needs to be measured; The
separation rate is calculated as below; Number of Leavers X 100
2.16 Conceptual frame work of employee Turnover
The conceptual frameworks for the study has taken job performance as dependent variable and,
personal factors, social economic factors, job stress, compensation(salary), organization and
work Factors, employee relationship with management, career growth, as an independent
variable which if not managed and implemented properly leads to turnover. The above-
mentioned independent variables negatively impact turnover, the dependent variable. They can
be seen as avoidable variables. Addressing these issues could also be considered as addressing
the effects of employee turnover on job performance Average NO. employed

9
 CHAPTER THREE
3. RESEARCH METHODOLOGY

This chapter describes the study area, research design, Population and Sampling. It also describes
the method of data collection and analysis.
3.1 Research design

The major purpose of the study is to assess the factors affecting Employments turn over in
Kanenus Garment factory in Arsi Zone Asella town. Since the study implies its data collection in
the form of words and number mixed design (qualitative and quantitative) will be used. Based on
the techniques or method of descriptive research will be conducted.
It will set out to describe and interpret
It concerned with condition or relation that exist practices that pevil believes of view or factors
that are held and those factors which affecting employment turn over. The sequences lead to new
understanding about the factors affecting employment turn over in that organization.
3.1.1 Descriptive of the study Area
Asella is a town in central of Ethiopia located in Arsi Zone Oromia region 126 K.M South from
Adiss Ababa.
This town has a latitude and longitude of 7°57′N 39°7′E / 7.950°N 39.117°E, with an elevation
of 2,430 meters.

10
3.2 Population and sampling techniques

The sampling technique is purposive sample.

The sampling techniques is purposive when we say the sample techniques used for this
research is Purpose sampling techniques it means that the number of populations in
that organization small.
Since if small the research considering this fact the sampling teachers for this research is purpose
sampling. For the reason why says the researchers want this sampling is to asses factors affecting
employment turn over in above Mention College.
Currently there are 50 workers in Kanenus Garment factory
S/no Employment Population no

1 Manager 1 1
2 Teachers 15 Male 10
Female 5
3 Workers 34 Male 14
Female 20
Total 50 50

3. 3 Method of data collection

The data will be collected from primary data sources.

The primary sources are Manager, Teachers and workers. We use to data collection two (2)
methods those are observation and question.
3.3.1 Questionnaire

Questionnaire is the most popular types of data collecting in strum for the researchers.
3.3.2 Observation

Observation is the process in which one or more person observes what occurring in some real-
life situation and preparation of 3 Observation check list and observing for one week.

11
 3.4 Method of data analysis

The row data generated with help of above instrument will be analyzed following principles of
qualitative and quantitative data analysis.
It means the researchers provided tables and percentage to collect the quantitative data on other
hand we used to organize and describe words and sentences by qualitative data analysis produce.
The data nominated classified edited and tabulated.
The classification took place depending on the Phenomena involved.
Those which have either descriptive characteristic (Qualitative phenomena) will be classified
according to attributes those which have only numerical characteristics (Quantitative
phenomena) classified according to workers.
The method of data analyses is the way of collecting analysis of data by using qualitative,
quantitative and mixed.
There are table, charts for analysis of data that are collected by observation and questionnaire
from Concerned body and organize data.
Qualitative method of data analysis means to express the data collected by words and
quantitative method
Of data analysis is also expresses the data by number or by both methods using.
Finally, all the themes integrated to come with holistic picture on experience.
The major finding collaborated with help of appropriate and empirical workers in area.

12

CHAPTER FOUR
4. DATA ANALYSIS AND INTERPRETATION
4.1 The Back ground of the study
The name Kanenus Garment factory comes from afan Oromo which means nuutis kaane
That means in English we stand to serve the society and established in 2010 in
Arsi Zone in Asella Town.
4.2 The establishment of Kanenus Garment Factory
Kanenus Garment Factory was established in 2010 in Arsi Zone Asella Town at
The beginning it started the teaching and learning process with male 8, female 5
And 45 trainers
4.3 Back ground of the respondent
In this section back ground of Manager, Teachers and workers by sex, age,
Educational level and experience of employment turn over.
.4.4 Data of workers response on Questioner
Table 1 Respondent by sex
The following tables show the magnitude of male and female respondent involvement
in college. The table’s indecent female involvement is high in proportion.

College Manager Teachers Workers Sex Total

M F M F M F M F -
KGF 1 - 10 5 14 20 25 25 50

Source Data compiled by the researchers (2015)

13

Table 2 Respondents Vs by Age

Age Manager Teachers Workers Total Member
Limit M F M F M F M F
18-20 - - - - 5 8 5 8
21-25 - - 6 2 8 10 14 12
26-35 - - 3 2 1 2 4 4
36-45 1 - 1 1 - - 2 1
Above - - - - - - - -
46
Total 1 - 10 5 14 20 25 25

Source Data compiled by the researchers (2015)

Respondents age limit is very wide they include Teachers age 21- 25 (40%) and Workers (21-
25 (52 %) are mature in age. we can get better opinion for our study to increase the business of
the college.
Table 3 Manager, Teachers respondents educational qualification and experience as teachers.

Educational Total Experience of

Qualification % Teachers %
Diploma 4 27 4 23
Degree 6 40 6 33
M.A 5 33 8 44
Total 15 100 18 100

Source; Data compiled by the researchers (2015)

From table above less percentage of teachers’ respondents are 4 diplomas
4 (27%) so the college must up grade teachers with diploma to degree to make teaching, learning
process effective.
As well as the experience of the teachers with diploma are 4 (23%) from this the college brining
teachers with high experience because more experience of teachers makes teaching, learning
process in the college solve problems.

14

Table 4. Status of workers.

Subjects Male Female
No % No %
Manager 1 4 - -
Teachers 10 40 5 20
workers 14 56 20 80
Total 25 100 25 100

From table above this group of respondents has furnished vital information on the study, because
their status had made them most relevant target groups among others
Table 5; - Response of Manager and Teachers in sufficient salary
In this college the reason of employment turn over because of in sufficient salary

Answer Number %
Yes 30 60
No 20 40
Total 50 100

From the above table it is found that majority of the Teachers of 30 (60%) say yes
for employment turn over because of in sufficient salary the college would be pay sufficient
salary not for turn overs of teachers.

Table 6; - Response given by Teachers on factors affecting employment turn over

incentive.

Answer Number %
Yes 35 70
No 15 30
Total 50 100
From the above table it is found that majority of teachers that is 35 (70%) say yes
for factors affecting employment turn over because of no incentive the college
should give enough incentive for not turn over of Teachers.

15

Table 7; - Response given by workers on proper handling of employment

Answer Number %
Yes 40 80
No 10 20
Total 50 100

From the above table it is found that majority of teachers that is 40 (80%) say yes for proper
handling of employment turn over because of this reason the college would handle workers not
turn over of work.
Table 8; - Response for Some incentive for all employment in holyday.

Answer Number %
Yes 14 28
No 36 72
Total 50 100
From the above table it is found that majority of workers that is 36 (72%) say no for Some
incentive for all employment in holyday because of this reason the college could give enough
incentive not for turn over of all employment.
Table 9; - Response of teachers enjoyment working in this college.
Answer Number %
Yes 5 10
No 45 90
Total 50 100

From the above table it is found that majority of teachers that is 45 (90%) say no for teachers
enjoyment working in this college because of this reason the college should have best opinion for
not turn over of teachers.

16

Table 10’- Response for the agreement of staff in this college.

Answer Number %
Yes 3 6
No 47 94
Total 50 100

From the above table it is found that majority of the staff that is 47 (94 %) say no for for the
agreement of staff in this college because of this reason the college would have good
agreement between staff for not turn over of the staff.

7.2 DATA ANALYSIS OF OBSERVATION.

The observation conducted by the researchers in Kanenus Garment Factory in 2015 for one
Week to assess factors affecting employment turn over to analysis data and interpretation.
Name of the observers __________________________________
Sex______________________________________
Date_____________________________________

s/no Observation cheek list Ver Averag high Very

y Low e 4 high
Low 2 3 5

1
1 How the amount of salary of 2
Managers, Teachers and Workers
2 How is it the quality of the 3
clothes
3 How much the workers handled 2
by college
4 How is it the solution of 1
employment turn over

17

Table 11. The Repone of the observation check list on how much the amount of
 Salary is low 2 (40 %). This indecent that the college would be increase the salary
of employment to decreased turn over of employment.
Table 12. The Response of the observation check list on the quality of the clothe
is average 3 (60 %). This show that the college could increase the quality of cloth
to 100%.
Table 13. Response of the observation check list on the workers handled by college
is low 2 (40 %). From this analysis the college would handle the workers
for increasing efficiency of the products.
Table 14. The response of the observation check list on the solution of employment turn over
is very low 1 (20 %). There for the college should increase the salary of the
Manager, Teachers and workers.
The college should handle the Manager, Teachers and workers to sustainable the
life of the college.

18

CHAPTER FIVE
5. SUMMARY, CONCLOUSION AND RECOMMANDATION
5.1 SUMMARY
The summary is a short re statement of problem of discerption, the procedure followed in the
study and it is finding.
The back ground of the research is to minimize employment turn over because of enough salary,
the problem of incentive and in properly handling of the employments.
To find the solution for employment turn over in kanenus college the following data collection
tools such as questionnaire for manager, teachers and workers are used.
The questionnaire for manager, teachers and workers are distributed and analyzed by tables and
percent.
The statement of the problem of assessing factors affecting employment turn over in Arsi zone
particularly in Asella town.
The procurer followed by distributing questionnaire for Manager, Teachers and workers by
analysis data by tables and percentage.
The finding of the research is
►The college should increase the salary of Manager, Teachers and workers to bring
change in product of the clothes.
►The college would give incentive for teachers to increase the business.
►This organization should handle all employment to sustainable the development of
the products.
►The college would be agitating teachers to be enjoyed by their work.
► The organization should make better agreement in the staff.
►From the researchers’ observation check list the salary of employment would be increase
by the college to reduce employment turn over.

19

5.2 CONCLOUSION
As it has already been stated in the introductory part of the main observe of this study is to
assessed factors affecting employment turn over in Kanenus Garment Factory particularly in
Asella town.
Data gathering tools that were designed to achieved this objective include different instrument
which consisted of questionnaire observation check list and statical data collection form.
The subject involved in the study are total 50 population Manager, Teachers and workers.

G. What are the key factors affecting employment in above organization? The key factors
affecting employment in college is insufficient salary. The college should increase the
salary of the employments.
H. In what way do the factors affecting employment turnover of? The way that the above
factors affecting employment turn over are the employment are not happy if their
salary is low.
I. How do you find the solution of employment turn over in KGF? The solution for
employment turn over should increase salary, handling all employment and give
different incentive.

20

5.3 RECOMMANDATION
The recommendation of the research suggested an action that can be taken for the problems that
the study identified
►The college should increase the salary of Manager, Teachers and workers to bring
change in product of the clothes.
►The college would give incentive for teachers to increase the business.
►This organization should handle all employment to sustainable the development of
the products.
►The college would be agitating teachers to be enjoyed by their work.
► The organization should make better agreement in the staff.
►From the researchers’ observation check list the salary of employment would be increase
by the college to reduce employment turn over.
Generally, the college fulfill the above points for the existence of the organization the above
solution must be existed.

21
 CHAPTER SIX

6. REFRENCES

By AC Glebbeek · 2004 · Cited by 710 — turnover research." therefore: Hypothesis.

1. The overall relationship between employee turn over and firm performance has an inverted.
It is often said that job dis- satisfaction is the major cause of poor pay scale pro- cedure,
leading employees to leave the job. A good.
10 pages
by E KASSAHUN · 2020 — Employees' turn over is an important and pervasive feature of the
labor market (Martin C., 2003). Labor turn over affects both workers and the organizations.
61 pages
The first major theory of turn over was proposed by March and Simon (1958), who suggested
that ease of movement and desirability of movement.
By H Ongori · Cited by 1020 — this paper examines the sources of employee turnover, effects
and forwards some strategies on how to minimize employee turnover in organizations.
Says to follow is how many high performing people you have in the right positions in your
company.
by P GREGG · 1995 · Cited by 269 — Small changes in the stock of jobs towards these
employment forms or towards more frequent job turnover will therefore appear as much larger.
by P Lyons · 2020 · Cited by 33 — Turn over may be voluntary or involuntary and our
concern is about talented individuals who voluntarily leave a job as contrasted with employees.
Ramlall, (2003) Rampur, (2009) and Rion, (2009). Computation (Salary)
Shukla & Sinha, (2013) Job Stress
by WA Al-Suraihi · 2021 · Cited by 73 — Key research findings indicate that employees have
several reasons to leave their workplaces, such as job stress, job satisfaction, job security.
Yanjuan, (2016) Personal factors

22
7 Appendixes

7.1 QUESTIONNAIRE FOR MANAGER AND TEACHERS

THE PURPOSE OF THIS QUESTIONNAIRE IS TO STUDY TO ASSESSEMNT FACTORS

AFFECTING EMPLOYMENT TURN OVER IN GARMENT FACTORY OF ARSI
ZONE IN ASELLA TWON KANENUS GARMENT FACTORY COLLAGE.
Dear respondent;
The Objective of this questionnaire is to obtain relevant information on the Assessment
affecting employment turn over and problems in Arsi Zone in ASELLA TWON KANENUS
GARMENT FACTORY COLLAGE. HENCE, we kindly request your cooperation to give
your response the questions under and would like to thank you for your time and
contributions. Please! Check a tick mark () in the check box of your choice and feel free
to give you option on the blank spaces.
I. PERSONAL INFORMATION
1. POSITION
Managerial 
Non-managerial 
I. EDUCATIONAL BACK GROUND:
Certificate 
Diploma 
First Degree 
Second Degree 
II. EXPERIENCE:
1– 3 years 
4– 6 years 
>7 years 
III. QUESTIONER:
1. Is the case of employment turn over is in sufficient salary in Kanenus Garment
Factory?
Yes  No 
If your response for question #1 is ‘yes”, on which of the following factors affecting
employment turn over most cases?
In sufficient salary 
No incentives 
No propose handling of workers 
All 

23
 If your response for question #1 is ‘No”, would you please list the possible solution?
___________________________________________________________
__________________________________________________________
___________________________________________________________
___________________________________________________________
2. What are the factors that affects employment turn over in Kanenus Garment
factory?
Enough salary  No incentive  both 
3. Is the problem of workers in Kanenus Garment factory is proper handling?
Yes  No 

If your response for question # 3 is ‘No”, would you please list the possible reasons?
___________________________________________________________
___________________________________________________________
____________________________________________________________
4. Is there Some incentive for manager in holyday?
Yes  No 
If your response for question # 4 is ‘Yes”, would you please list the solution?

___________________________________________________________

5. Do teachers in enjoy working in this college?

Yes  No 
If your response for question # 5 is ‘No”, would you list the reasons?

______________________________________________________________

6. Is there the agreement with staff in your college? If your response is No.
Would you please list the possible solution?

___________________________________________________________
___________________________________________________________
____________________________________________________________

24
 7.2 Points of Observation check list

The observation conducted by the researchers in Kanenus Garment Factory in 2015 for one
week to assess factors affecting employment turn over to analysis data and interpretation.
Name of the observers ________________________
Sex_______________________________
Date______________________________
7.2 DATA ANALYSIS OF OBSERVATION.

s/ Observation cheek list Very Low Average High Very

no 1 Low 3 4 High
2 5
1 How the amount of salary of 2
Managers, Teachers and
Workers
2 How is it the quality of the 3
clothes
3 How much the workers handled 2
by college
4 How is it the solution of 1
employment turn over

1.How the amount of salary of Managers, Teachers and Workers?

Very high 
High 
Average 
Low 
Very low 
2. How is it the quality of the clothes?

Very high 
High 
Average 
Low 
Very low 

25
3.How much the workers handled by college?

Very high 
High 
Average 
Low 
Very low 

4.How is it the solution of employment turn over?

Very high 
High 
Average 
Low 
Very low 

I. Gaaffanoo

GAAFANNOO MANAJIMANTII FI HOJJETOOTA KOLLEEJJII HODHAA

UFFATAA KAANENUS MAGAALAA ASALLAATIIF QOPHAA’E
Gaafillen qo’annoo kun kan qopha’ee barata KOLLEEJJII KAANENUS YOO ta’u Kaayoon
qo’annoo kanaas Qoanno eebaaf mata duree “Adeemsa fi rakkolee Leenjii hojjettootaa
Kolleejjii Hodhaa Uffataa Kaanenus Godina Arsii Bulchinsaa Maagalaa Asallaa irraa
funanuuf. Kanaafuu gaafilee armaan gadiif deebii sitti fakaate gabatte keessa filuun fi
barreessun deebii akka naafi laattan kabajaan gaafachaa. Deebiin isin kennitan fedhii
barumsaa qofaaf kan oolu ta’uu isaa ni ibsaa.
Galata wajiin.

1. ODEFANNO DHUUNFAA
1. GAHE HOJII
Manaajiment 
Manajimentiin ala 
2. SADARKAA BARNOTAA:
sartifieeti 
Diplomaa 
Digrii calqabaa 
Digrii Lamaffaa 
3. MUUXANNOO:
Wagaa 1– 3 
Wagaa 4– 6 
Wagaa 7 oli 

26
 I. GAAFFANNOO :

1. Sababnii hojjatan hojii gadii dhisuuf kolleejjii kantii kafaltii gahaa ta,ee kafaluu
dhabudhaa ?
Eeyyee  Miti 
Gaffii lakk. #1 deebiin kee yoo ‘Eeyyee”, kan ta’uy oo ta’e.?
Hanqina mindatii 
Kakaumsaa hojii dhabutii 
Qabanaa hojjatotatii 
Hundaa 

2. Sababonii hojjatan gadii dhisuu hojii kaumsii kolleejjii kan keessatii maal?
___________________________________________________________
__________________________________________________________
___________________________________________________________

3. Rakkoon kolleejjii kan keessaa jiruu qabanaa hojjatotatii ?

Eeyyee  miti  Lamaanuu 

Yoo debbii gaafii 3 ffaa kee mitii ta’ee furmataa isa tarreesii?
___________________________________________________

_____________________________________________________

___________________________________________________________
___________________________________________________________
____________________________________________________________
____________________________________________________________
4. Yeroo ayyanaa kakaumsii hgogganssaa kolleejjii kanatiif ni godhama?
Eeyyee  Miti 
Yoo debbin gaffii lakk. #4 deebiin kee yoo ‘Eyee”, ta’e, sababaa isa tarreessaa?
_________________________________________________________

__________________________________________________________

________________________________________________________

27
5. .Barsisamn kolleejjii kan keessatii hojachuuf gammachuu qaba?

Eeyyee  miti  Lamaanuu 

Gaffii lakk. #5 deebiin kee yoo ‘Eyee”, ta’e, sababaa isa bareessii?
_________________________________________________________

__________________________________________________________

________________________________________________________

6. Wolii galteen hojjatota kolleejjii kan keesatii jiraa? Yoo debbii kee mitii ta’ee sababotaa
tarresii

__________________________________________________________

________________________________________________________

28
 II.Qabxillee Ilaalchaa

1. Mindaan hogganaa ,Barsisotaa fi hojjatootaa

Bayisee olii aanaa 
Olii aanaa 
Jidugaleessaa 
Gadii aanaa 
Baay’ee gadii aanaa 
2. Qulqulinii uffataa maal fakkata
Bayisee olii aanaa 
Olii aanaa 
Jidugaleessaa 
Gadii aanaa 
Baay’ee gadii aanaa 
3. Qabananii hojjatotaa kolleejjii kana
Bayisee olii aanaa 
Olii aanaa 
Jidugaleessaa 
Gadii aanaa 
Baay’ee gadii aanaa 

4. Fuurmanii gadiidhinsaa hojjatotaa maal fakkataa?

Bayisee olii aanaa 

Olii aanaa 
Jidugaleessaa 
Gadii aanaa 
Baay’ee gadii aanaa 

29