Assessment effects of the high staff turnover rate on service delivery department of basic education Lady Frere : district Eastern Cape

Abstract

The purpose of the Department of Basic Education (hereafter “DBE”) is to provide an excellent public education system that transforms schools into centres of society and promotes collective ethical values, first-class governance as well as sustainable growth. The reason for conducting the study is the rapid increase in employee turnover in this Department). The National Minister of Basic Education (in a parliamentary response) informs us that 14 000 Educators left service of the aforesaid Department in the year 2012/13 monetary year. The reasons for this mass exodus includes death, disability and those voluntary resignation. The overall figure for the year was 14 302, down slightly from 14 988 in 2011/12. The lowest number in the past five fiscal years was 11 903 Educators in 2008/08. In the 2012/13 fiscal year, 6 272 experienced Educators resigned, 1 859 pass away, 394 were disabled, 5417 exited organization for other reasons, and 360 were fired. The Department is required to arrange its affairs so that it can efficiently provide education services, using well-motivated workers and have an efficient and appropriate administration. The poor administration of human resources in the organization is damaging the deliverance of education services. The high turnover of staff is both costly and disruptive. It is the researcher’s intention to establish the underlying reason for this problem, and to offer alternative solutions. According to Herzberg’s two-factor motivational hypothesis, there are both built-in and outside factors that guide the actions of workers. Staff turnover imposes an unnecessary pressure on staff remaining in the employ as they have to cover disruptions and train new staff. These remaining employees are experiencing a greater work and lowered self-esteem, which in itself encourages even more staff to leave. (Robbins and Decenzo, 2001:24). This study seeks, inter-alia, to ascertain why employees are exiting the Department of Basic Education. The underlying legislation and the Department’s policies regarding personnel – particularly exiting personnel –will be examined. We will look at the factors that motivate people at work, and the factors that cause them to resign. We will examine the elements of a happy workforce and reasons which can cause unhappiness. Management theory underpinning good practices in Public administration will be consulted, particularly that covering staff turnover and service delivery.