a) Five motivational techniques to reverse staff turnover:

1. Recognition and Rewards: Implement programs acknowledging achievements, like bonuses or public praise. In Ghanaian banks, this counters post-DDEP morale dips, aligning with HR strategies for retention under Act 930.
2. Career Development Opportunities: Offer training and promotion paths. At Access Bank, fintech skill programs reduce turnover by fostering growth, compliant with BoG’s development mandates.
3. Work-Life Balance Initiatives: Introduce flexible hours or wellness programs. This addresses stress from regulatory pressures, as seen in Ecobank’s post-2020 cyber directive implementations.
4. Improved Communication Channels: Regular feedback sessions to address concerns. Enhances engagement, preventing exits like those during the 2017 cleanup.
5. Competitive Compensation: Review salaries and benefits against market standards. BoG’s governance directives support this to maintain talent in competitive sectors.

(10 marks awarded: 2 per technique, with explanation and context.)

b) Hertzberg’s Two-Factor Theory posits that job satisfaction and dissatisfaction are influenced by separate factors: Hygiene Factors (e.g., salary, working conditions) prevent dissatisfaction but don’t motivate, while Motivators (e.g., achievement, responsibility) drive satisfaction and performance.

To adopt it: Focus on enhancing motivators through job enrichment (e.g., assigning challenging projects in lending) and maintaining hygiene via fair pay and safe environments under BoG’s guidelines. In a Ghanaian bank, this could involve empowering staff with decision authority (motivator) while ensuring compliance training (hygiene), reducing turnover and boosting satisfaction post-DDEP, aligning with ethical HR practices.

(10 marks awarded: 4 for explanation of theory, 6 for adoption with organizational examples.)