Remuneration and Staff Turnover in International Organizations: The Case of United Nations Environmental Programme

A project report submitted in partial fulfillment of the requirement for the degree of Masters in Business Administration (MBA).According to Maslow’s theory, individuals have needs, which can act as motivator hence fulfilling these needs leads to satisfaction. People have many needs, all of which are continually competing and also depend on the prevailing situation. No one person has exactly the same mixture or strength of these needs as another. Some people are driven mainly by achievements others are concerned primarily in security and so on. This research tries to bring out the perceived needs and how reward systems can act as motivation factors to employees in an effort towards satisfying their needs in a bid to minimize employee turnover in organizations. The following findings were obtained: Most employees are willing to quit their present jobs for various reasons (Better pay, job title, working conditions career growth opportunities) Most employees believe that they will be motivated by increase their salary. This suggest that they are still at the bottom of Maslow’s hierarchy of needs implying therefore that Physiological needs were that most efficient need identified. Adequate reward systems are directly responsible for employee motivation, which in turn reduces the intention to leave the organization hence resulting to low turnover. This is because high reward levels lead to high satisfaction, which makes turnover strongly related to job satisfaction