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.

Conflict Management and its Impact on Employees’ Performance

Introduction

The relationships among the individuals are important in promoting the harmonious ambience in the workplace. Within the management, the relationship also promotes the positive outcome and creates suggestion in achieving the organizational goals. But in the pursuance of each individuals in their goals, conflicts may arise that can deteriorate the value founded in the organization.

Background and Problem Statement

The relationship conflict in work can be part of the competition between individuals but need not lessen the innovativeness of the individuals. In the study of conflict management, the assessment of the relationships in conflict can be characterized to result in damages. The relationship conflicts find within the organization can be associated with the negative outcome in their work. Because of theses concluded outcome in the previous study of conflict relationships, managers are suggested to not immediately eliminate the conflict from their team. Instead, they are expected to encourage the negative individual reactions to be part of the growth of the entire team (Shapiro, et al., 2009). Since the relationship conflict affects the positive functions of individuals, the best recommendation that can be emphasized is the conflict management training. However, what is the impact of conflict management in an individual and even in team’s performance?

Research Aim and Objectives

The main aim of the study is to investigate the most applicable conflict management scheme that will create a positive effect in the performance of an individual or for the team. In order to facilitate the investigation, there are three objectives that need to be satisfied. First is to identify the reasons on why the conflicts arise in the workplace. Second is to describe the actions taken by the management to handle and control the conflicts in connection to the related theories. And third is to state the common effects of conflicts within the organization.

Literature Review

The managers have the opportunity to discover the competency among the individuals through understanding the causes of conflict situations in most of the organizations. In addition, this will give them the way to manage such situation. However, most of the organizations have unresolved conflicts that create adverse organizational effects. The conflicts can greatly influence the team-work and output of each individual and management may find it more difficult to resolve. Through learning the conflict management, a manager can learn the types of conflict that are common within the organizations and the associated effects. Commonly, the attitude of the organization in the presence of conflicts affects the collaboration and communication among the people. The attitude can be described as the refusal to share the achievements. In some areas, the conflicts may arise in the allocation of funds is common but this is through to aim of achieving the most applicable and appropriate research program and the smooth facilitation of the project. The participation of the individuals are important in achieving the work culture in the organizations, but with the presence of the conflicts, the misunderstanding and other factors that will delay the achievement of the goals may arise. There will be differences among the conflicts and it is said to be healthy is there is a conflict between the team having the same aim for the present organizational objectives. On the other hand, the conflict may be unhealthy if the team or the people fail to collaborate because of the past grudges. In this case, the elements of power, demands, and worth play a special role in triggering the organizational conflicts.

Methodology

The suggested method in the study is the use of survey and interview. In the first phase of the study, the survey will be given to the participants who are the employees of a certain organization. The employees can be contractual or regular and with years of experience in working in their organization and may come in different departments. There will be a 100 number of participants who will answer the questionnaire in a Likert Scale form. Through the use of the survey, the researcher/s can identify the perception of the employees regarding the conflicts and its management within their workplace. On the second phase of the study, the interview will be held in the management. The participants are the managers. Through the interview, the researcher/s can identify the actions taken by the leaders in solving the conflicts. The use of the method can help the assessment of conflict management and analyzing the impacts it delivers towards the performance of the individuals.

References:

FAO, (2006) Session 6. Conflict management case study: Dr Agadir, Food and Agriculture Organization [Online] Available at: http://www.fao.org/docrep/w7504e/w7504e08.htm#case%20study:%20dr%20agadir [Accessed 18 August 2010].

FAO, (2007) Session 5. Conflict management, Food and Agriculture Organization [Online] Available at: http://www.fao.org/docrep/w7504e/w7504e07.htm [Accessed 18 August 2010].

Shapiro, D.L., Chen, G., Sharma, P.N., & Edinger, S., (2009) Individual Difference in Innovative Performance as a Reaction to Relationship Conflict: The Moderating Effects of Employee Collectivism and Empowerment [Online] Available at: http://www.management.wharton.upenn.edu/CalendarDocs/Shapiro_Debra.pdf [Accessed 18 August 2010].

The Impact of Supervision on the Staff Performance in the Special Schools in Ghana

Introduction

Staff performance among the schools received the increasing interests and concerns among the researchers. The performance of every staff is expected to reflect in their ability to drive the changes within the schools and therefore can create an impact towards the school. Because of the lack of monitoring and guidance coming from the higher officials or often referred as the supervisors, the staff and their performance cannot be assured as effective in the schools.

Definition of Supervision

In connection in a relationship, organization or system, the supervision can be defined within a concept of “parenting”. This means that a senior manager is assigned to parent a person according to his task. This is important to ensure that there is continuity in the activity involved and who will be the one responsible towards that activity (Bossert, et al., 2004). This very same idea is supported by other author that the supervision comprises with the idea of coaching and guiding an individual to achieve his potential in an activity and perform well. Based on the various coaching theories, the supervisor should have the knowledge in the area of the staff and have to build the relationship. This is for the reason that supervisors should build the respect, trust, and collegiality that increase the interaction abilities of the staff. Both staff and the supervisor should engage in wide variety of activities. Through the help of the guidance and supervision program, the staff are allowed too experiment, practice, and learn through their mistakes. All of the experience that the staff can gather is effective reference or sources for his sole decision making. The school administration should thereby, promote the supervision initiatives with the aim of long-term professional development strategy (Burkhauser & Metz, 2009).

The Rationale of Supervision of Staff Performance

The performance of a staff in school for special children is important. Therefore the functions and roles assigned for them should be well addressed. The factors involved are the organizational structure in which they operate, their workload, and work management. With the appropriate supervision, the performance of the staffs can have a significant outcome according to the tasks or responsibilities given to them (Henderson & Gysbers, 2006). The purpose of supervision is to provide the standards necessary among the special schools in Ghana. Therefore, the common goal of staff supervision is to increase the knowledge and skills of the staff in order to facilitate the improvement in their performance (Burkhauser & Metz, 2009).

Indicators on the Impact of Supervision on Staff Performance

Providing the education among the schools has been a noble opportunity, especially in the special schools. It is a great challenge for the educators and staff to provide the needs of the children. With the aid of the appropriate supervision, the staffs can achieve their highest possible performance. The indicators that are chosen for supervision involves three variables:

1. Develop supervision guideline to highly facilitate the improvement of the staff.

2. Decide on supervision schedules which are according to the time, place, and work situation of the staffs.

3. Assign staff to supervision which means that the supervisor and staff should be at the same level of position or nature of work in order to facilitate the supervision.

Suggestion for Supervision of Staff Performance

The supervision on the staff performance can be developed by firstly maintaining the best approach the organization included in their system. Another is keeping the methods updated and using the tools such as the assessment methods and appraisal kits. These are important to determine the improvement in the performance of the staff even in a more complex environment. This will also help the staff to accomplish their job according to the goals of the organization.

Conclusion

There are many questions that can be asked on the efficacy of supervision, but in the examination on the school settings from various countries, the supervision and the associated actions or concern on supervision services depends on the situation of the country or their traditions, the specific roles and functions of the supervisions. Furthermore, the experience of teaching is also highlighted to create a successful drive on the control and support of supervision. The supervisors’ roles are also changed and sometimes called as the “advisors” of the staff which definitely creates a great amount of contribution on the total staff performance. The supervision apparently, became important especially in guiding the staff in different services.

References:

Bossert, T., Bowser, D., Amenyah, J., & Copeland, R., (2004) Ghana: Decentralization and the Health Logistics Systems [Online] Available at: http://deliver.jsi.com/dlvr_content/resources/allpubs/policypapers/GH_DeceHealLogi.pdf [Accessed 30 July 2010]

Burkhauser, M., & Metz, A.J., (2009) Using Coaching to Provide Ongoing Support and Supervision to Out-of-School Time Staff, Implementing Evidence-Based Practices in Out-of-School Time Programs: The Role of Frontline Staff, [Online] Available at: http://www.childtrends.org/Files/Child_Trends-2009_02_11_RB_StaffCoaching.pdf [Accessed 30July 2010].

Henderson, P., & Gysbers, N.C., (2006) Providing Administrative and Counseling Supervision for School Counselors [Online] Available at: http://counselingoutfitters.com/vistas/vistas06/vistas06.35.pdf [Accessed 30 July 2010].

The Impact of Supervision on the Staff Performance in the Special Schools in Ghana

Introduction

Staff performance among the schools received the increasing interests and concerns among the researchers. The performance of every staff is expected to reflect in their ability to drive the changes within the schools and therefore can create an impact towards the school. Because of the lack of monitoring and guidance coming from the higher officials or often referred as the supervisors, the staff and their performance cannot be assured as effective in the schools.

Definition of Supervision

In connection in a relationship, organization or system, the supervision can be defined within a concept of “parenting”. This means that a senior manager is assigned to parent a person according to his task. This is important to ensure that there is continuity in the activity involved and who will be the one responsible towards that activity (Bossert, et al., 2004). This very same idea is supported by other author that the supervision comprises with the idea of coaching and guiding an individual to achieve his potential in an activity and perform well. Based on the various coaching theories, the supervisor should have the knowledge in the area of the staff and have to build the relationship. This is for the reason that supervisors should build the respect, trust, and collegiality that increase the interaction abilities of the staff. Both staff and the supervisor should engage in wide variety of activities. Through the help of the guidance and supervision program, the staff are allowed too experiment, practice, and learn through their mistakes. All of the experience that the staff can gather is effective reference or sources for his sole decision making. The school administration should thereby, promote the supervision initiatives with the aim of long-term professional development strategy (Burkhauser & Metz, 2009).

The Rationale of Supervision of Staff Performance

The performance of a staff in school for special children is important. Therefore the functions and roles assigned for them should be well addressed. The factors involved are the organizational structure in which they operate, their workload, and work management. With the appropriate supervision, the performance of the staffs can have a significant outcome according to the tasks or responsibilities given to them (Henderson & Gysbers, 2006). The purpose of supervision is to provide the standards necessary among the special schools in Ghana. Therefore, the common goal of staff supervision is to increase the knowledge and skills of the staff in order to facilitate the improvement in their performance (Burkhauser & Metz, 2009).

Indicators on the Impact of Supervision on Staff Performance

Providing the education among the schools has been a noble opportunity, especially in the special schools. It is a great challenge for the educators and staff to provide the needs of the children. With the aid of the appropriate supervision, the staffs can achieve their highest possible performance. The indicators that are chosen for supervision involves three variables:

1. Develop supervision guideline to highly facilitate the improvement of the staff.

2. Decide on supervision schedules which are according to the time, place, and work situation of the staffs.

3. Assign staff to supervision which means that the supervisor and staff should be at the same level of position or nature of work in order to facilitate the supervision.

Suggestion for Supervision of Staff Performance

The supervision on the staff performance can be developed by firstly maintaining the best approach the organization included in their system. Another is keeping the methods updated and using the tools such as the assessment methods and appraisal kits. These are important to determine the improvement in the performance of the staff even in a more complex environment. This will also help the staff to accomplish their job according to the goals of the organization.

Conclusion

There are many questions that can be asked on the efficacy of supervision, but in the examination on the school settings from various countries, the supervision and the associated actions or concern on supervision services depends on the situation of the country or their traditions, the specific roles and functions of the supervisions. Furthermore, the experience of teaching is also highlighted to create a successful drive on the control and support of supervision. The supervisors’ roles are also changed and sometimes called as the “advisors” of the staff which definitely creates a great amount of contribution on the total staff performance. The supervision apparently, became important especially in guiding the staff in different services.

References:

Bossert, T., Bowser, D., Amenyah, J., & Copeland, R., (2004) Ghana: Decentralization and the Health Logistics Systems [Online] Available at: http://deliver.jsi.com/dlvr_content/resources/allpubs/policypapers/GH_DeceHealLogi.pdf [Accessed 30 July 2010]

Burkhauser, M., & Metz, A.J., (2009) Using Coaching to Provide Ongoing Support and Supervision to Out-of-School Time Staff, Implementing Evidence-Based Practices in Out-of-School Time Programs: The Role of Frontline Staff, [Online] Available at: http://www.childtrends.org/Files/Child_Trends-2009_02_11_RB_StaffCoaching.pdf [Accessed 30July 2010].

Henderson, P., & Gysbers, N.C., (2006) Providing Administrative and Counseling Supervision for School Counselors [Online] Available at: http://counselingoutfitters.com/vistas/vistas06/vistas06.35.pdf [Accessed 30 July 2010].