Factors Affecting Employee Performance during Restricting Process in Corporate Companies of Uganda

Introduction

In the issue targeting the employee performance towards the success of an organization, it is only right to discuss the factors that may affect it. Because of the contributions of the past researchers, business analysts, and successful leaders, many organization identified the right approach or strategies that are advised to be implemented within an organization. The strategies applied create a great impact in the continuous approach of the organizations to meet their goals.

Background and Problem Statement

Based on increasing the trend in employees’ contribution in the success of the organization, the performance of each individual became the basis of the leaders. The leaders, in order to satisfy the goals, implemented the various strategies such as the motivational approaches, the incentives, promotions, and other systemized contribution like the training and development. However, in times that the corporation implements the restriction or control, the performances of the employees can be either increased or decreased depending of their situation. In this stance, what would be the factors that may affect the employee performance in the restricting process of the corporations in Uganda?

Research Aim and Objectives

The main aim of the study is to investigate the different factors that might contribute the employee performances in corporations, particularly in Uganda, during the restricting process. In order to gather the necessary information that can be use in the study, there are four objectives that need to be considered. First is to identify the level of strategies and approaches to increase the employee performance and are existed in the organizations. Second is to identify the perceptions of the employees as well as the employers in the issue of performance. Third is to describe the effectiveness of the strategies in terms of employee performance. And fourth is to draw recommendations to improve or enhance the approaches of the corporations.

Literature Review

One of the implemented strategy or approach that should remain in the organization is the use of communication, simple but important tool to avoid misunderstanding the workplace conflicts. Through communication the people are allowed and have the right to listen, share and understand (Brunson, Zephryn, & Masar, 2002). In the area of globalization, communication is now interactive through the use of technologies and it is evidently evolving and continuously shaping the nature of communication, work arrangements, and organizational culture. In the long-term, the communication practices can effectively facilitate and remain on the central focus of the organization (Gardner, McNair, and Tietjen, 2004). However, the communication is ineffective because of the barriers that can be recognized on the level of acceptance of an individual. Employees typically are hesitant to state their goals, their concerns and their disappointments. The most popular suggestion of most experts is to remove the barriers of communication (Al-Rawas and Easterbook, 1996). All of the effects of communication will reflect on how an employee participate and perform his duties in the organization (Woods and Coutts, 2001). The most common threat in every organization is the conflict and finding no resolution and this negative representation of working relationships might be because of the diversity and poor values within an organization (Brunson, Zephryn, & Masar, 2002). Communication is a great factor that promotes performance among the employees because it opens the method for collaboration. In addition, an effective communication was supervised by communication agreements, trust building, and understanding the entire teams. So to speak, the formal communication agreements are also effective in establishing norms (Gardner, McNair, and Tietjen, 2004). Strategies apply communication principles have a greater chance in developing the organizational environment. Business communication faculty would likely benefit from a more detailed discussion of the unique dynamics in confronting miscommunication and conflicts.

Methodology

The suggested methodology in the study is the use of survey and interview. The essence of the two suggested method is to manage to target the objectives provided in the study. In the first phase of the method which is the survey, the researcher/s is to consult the employees within an organization to measure the effectiveness of the approaches and determine the perceptions of the individuals regarding the performance strategies. On the second part of the study, the researcher will conduct the interview in some managers in an organization and asked to describe the ideal contribution that might effectively increase the performance of the employees, most especially in the part of restricting process. Through the combined method, the study can deliver the analysis and jump into conclusions, satisfying the aim of the study.

References:

Al-Rawas, A., & Easterbrook, S., (1996) “Communication Problems in Requirements Engineering: A Field Study”, Accessed 15 September 2010, http://www.cs.toronto.edu/~sme/papers/1996/NASA-IVV-96-002.pdf.

Brunson, R., Zephryn, C., & Masar, S., (2002) “The Art in Peacemaking”, A guide to Integrating Conflict Resolution Education into Youth Arts Programs, Accessed 15 September 2010, from http://www.arts.gov/pub/ArtinPeacemaking.pdf

Gardner, C., McNair, J., & Tietjen, P., (2004) “Communication in a Virtual Organization”, Business Communication Quarterly, Vol. 67, No. 2

Woods, A., & Coutts, L., (2001) “Conflict Resolution: Team Communication and Conflict Resolution”, Core Curriculum, Accessed 15 September 2010, from www.americangeriatrics.org/education/gitt/3_topic.pdf.