An Evaluation of Staff Motivation strategies on Labour Turnover in Tamale Polytechnic.


  • Inusah Mohammed
  • Donkor Stephen
  • Wumbie Bawa Mohammed



Employee motivation is a key factor institutional development since it has the tendency of impacting positively on productivity of its employees. The key issues the study addresses include: effects of motivation factors on staff retention in the Polytechnic; and alternative strategies that could be developed and used to enhance staff motivations in the Polytechnic. To achieve these objectives, the study used descriptive survey as its research design with purposive and systematic sampling techniques for the selection of the respondents during the field work. The study also used questionnaire and interview as its instruments in obtaining data and views of the respondents. The study discovered that monetary motivation factors are often applied to reward staff of the Polytechnic than non-monetary factors. In addition, the study realises that staff of the Polytechnic do not get involved when their motivational packages are being determined by management. The study also discovers that motivation had positive effects on employee retention and that: creation of consultancy services; introduction of more Part-Time programmes; and establishment of award schemes for hard working staff were some of the alternatives strategies that could be used to enhance staff motivation in the Polytechnic. The study concludes that enhancement of alternative strategies to improve upon staff motivation could reduce labour turnover and increase productivity in the Polytechnic. The study therefore recommends that management should use ‘bottom-up’ approach in the determination of staff motivation packages and also explore possible avenues to increase employee motivation in the Tamale Polytechnic.


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How to Cite

Mohammed, I., Stephen, D., & Mohammed, W. B. (2015). An Evaluation of Staff Motivation strategies on Labour Turnover in Tamale Polytechnic. ADRRI Journal (Multidisciplinary), 19(19), 16-44.