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Factors Influencing Knowledge Management in Organizations: A Case of Unwomen at East and Southern Africa Regional Office (ESARO)
No full textA Research Project Submitted to Chandaria School of Business in Partial Fulfilment of the Requirement for the Degree of Masters of Organizational Development (MODThe purpose of this study was to determine factors influencing knowledge management at UN Women Regional Office in Nairobi. This study was guided by the following research questions: To what extent does information technology influence knowledge management in organizations? How does organization culture influence knowledge management in organizations? What is the influence of knowledge management on competitive advantage in organizations?
The study adopted a descriptive survey research design to carry out the study. The study had a targeted population of 30 employees working at UN Women regional office in Nairobi. The study was a census since all employees took part in the study. Descriptive statistics were used to analyze data for frequencies and percentages, while inferential statistics were used to analyze variables for correlations and regression. Data has been presented using tables and figures.
The first research question sought to determine whether ICT influences knowledge management at UN Women. The findings revealed a strong positive and statistically significant relationship between ICT and knowledge management. All the components of ICT including e-learning management systems, content and document management, data management, expert networks and knowledge portals were significant.
The second research question sought to determine whether organizational culture influences knowledge management at UN Women. The findings revealed the existence of a strong positive and statistically significant relationship between organization culture and knowledge management. All components considered under organizational culture including organizational values, organizational artifacts, and organizational basic assumptions were all statistically significant.
The third research question sought to determine whether knowledge management at UN Women had enhanced organizational competitive advantage. The findings revealed the existence of a strong positive and statistically significant relationship between knowledge management and competitive advantage. All components of knowledge management including organizational sustainability, business strategies, enhanced organizational learning and enhanced market strategies were all statistically significant.
The study concludes that the relationship between ICT and knowledge management is statistically significant; The relationship between organizational culture and knowledge management is statistically significant; and finally the relationship between knowledge management and competitive advantage is statistically significant. This study recommends that UN Women management should invest more in e-learning platforms to accelerate the adoption of knowledge management at the organization. Equally, there is need to invest more in data management system module that feeds into the knowledge management. This study also recommends that UN Women should document stories that bind the organization together as a way of enhancing knowledge management. There is also a need to document metaphors that inspire the organization and incorporate them in the knowledge management modules
This study recommends that UN Women management should incorporate business strategies into the knowledge management module as a way of enhancing generation of business intelligence for sustainable competitive advantage. There is also need for UN Women to ensure that organizational values, organizational artifacts, and organizational basic assumptions are well articulated for employees to follow. There is need to have consistent training on knowledge management as a way of entrenching knowledge culture within the organization
Challenges of Implementing Performance Management Systems in Kenyan Parastatals: A Case of Kenya Electricity Generating Company (KENGEN)
No full textResearch Project Submitted to the Chandaria School of Business in Partial Fulfillment of the Requirements for the Degree of Master of Science in Organization Development (MOD)The purpose of this study was to investigate the challenges of implementing performance management systems in Kenyan Parastatals. This study research questions were: How does organization culture affect the implementation of performance management system in Kenyan Parastatals? How does leadership influence the implementation of performance management system in Kenyan Parastatals? What are the various ways of dealing with the challenges of implementing performance management systems in Kenyan Parastatals? The study adopted a descriptive research design in order to investigate the challenges of implementing performance management systems in Kenyan Parastatals. The study population comprised of 445 employees at KenGen head office in Nairobi and a sample of 67 was drawn using stratified random sampling, with respective department acting as a strata. The data was collected through questionnaire and analyzed using descriptive and inferential statistics.
The findings in regards to the first objective of the study established that, majority of the respondents agreed that KenGen has a set of shared values and beliefs that are known to all employees. Similarly, 80% of the respondents agreed that the way things are done in the organization benefitted the whole organization and not individuals. On the other hand, 83% also affirmed that KenGen know how to show appreciation for good work, while 59.6 percent of PMS implementation was because of organization culture. Further, the study also showed that there was a significant relationship between organization culture and PMS implementation with a beta coefficient of 0.522.
In regards to the second objective of the study, 97% of the respondents agreed that managers and supervisors in KenGen operated an open door open mind policy. 91% also agreed that managers and supervisor conduct performance review well. The R square value was 0.621 indicating that 62.1% of PMS implementation resulted from organization leadership. Further, the study revealed that there existed a significant relationship between leadership and PMS implementation with a beta coefficient of 0.578.
In regards to the third objective of the study, it was revealed that allowing employees to set clear goals that are discussed with their supervisors at the beginning of every performance cycle helped to deal with challenges faced when implementing PMS at KenGen. Similarly, linking rewards and recognition to the performance and annual
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appraisals, and additionally, 87% of the respondents agreed that providing a well-laid down procedure for regular review of employee’s performance at KenGen also helps.
The study recommends the need for management to consider organization culture as a key component for effective implementation of performance management system. This is because many public-sector entities are created from an altruistic motive; they have relied upon high moral purpose, public welfare, hard work, and common sense for their prosperity. For a long time effective management as well as hiring of technical expertise was not considered in the public sector, however that is changing in recent times. The study also recommends the need for organisations to manage employee performance with a continuous feedback system that focuses on regular, effective communication between managers and staff and minimizes bureaucracy. Finally, in order to deal with the challenges of PMS implementation, this study recommends for the need to have in place: progressive performance indicators, key outcome areas, essential management skills and performance agreements, measurement of performance parameters, relaying feedback, monitoring and evaluation of the performance management system. Practical training and development interventions should be implemented to ensure that the users of the performance management system are continuously developed.
The study further recommends the need for additional studies to be conducted on the factors influencing successful implementation of performance management systems in Kenya but with focus on another industry. There is also the need to carry out a study to examine the success factors on implementation of performance management systems
Effects of Agency Banking On the Financial Performance of Commercial Banks in Kenya
No full textA Report Submitted to the Chandaria School of Business in Partial Fulfillment of the Requirement for the Degree of Master’s in Business Administration (MBAAccess to financial services especially in rural areas was not always an easy task in Kenya. The cost of travelling to a bank was often higher than the cost of making a transaction in a brick and motor institution. Since 2010, the banking sector has been making strides towards greater financial inclusion through the introduction of agency banking. Rather than using bank branches and their own field officers, they offer banking and payment services through retail outlets, including grocery stores, pharmacies, retail shops, gas stations among others. This study sought to investigate the effect of agency banking on the financial performance of commercial banks in Kenya. The study had three specific objectives: determining the effect of agency banking on customer growth, determining the effect of agency banking on deposit growth and to determine the effect of agency banking on cost reduction.
The study employed a descriptive research design. The study sampled 120 agents and 12 middle managers from the banks that have rolled out agency banking. Primary data was collected with the use of questionnaires. Data analysis was done using SPSS and Microsoft Excel to generate quantitative reports. The collected data was analyzed and presented in the form of tabulations and percentages.
The study established that there was a significant growth in customers as a result of agency banking. It also established that there was a positive correlation between most of the services offered by agents and customer growth. It also determined that a significant amount of accounts are opened on a daily basis by agents. The study concluded that agency banking has to a great extent influenced and improved financial inclusion. On deposit growth, the study established that agents contributed significantly to the overall deposits collected by banks. Middle managers agreed that they rely on agents to bring in a significant portion of deposits for the overall performance of banks.
On cost reduction, the study determined that agency banking reduced the costs that would be incurred in building the brick and motor institutions and banking halls. However, the study also established that there were significant costs that would hinder agency services such as security and transaction costs. The study established that there was a positive correlation between transaction, infrastructure costs and cost reduction. An increase in transaction and infrastructure costs would bring about an increase in the overall cost of agency banking. Some of the measures highlighted by the study to curb these costs included, improving technology, reducing transaction costs as well as improving customer care.
The study recommends that customer care needs to be improved as services are being relayed to customers. There is also the need to develop new products and services so as to reach more customers. The study further recommends increased awareness of the service offerings as well as reduced charges for cash deposits so as to increase the volume of transactions being carried out via agents. This study recommends the streamlining of operational costs involved in providing financial services. Improved network coverage through technologically advanced equipment is another step through which agents can provide timely and efficient services
The Challenges Faced In Effective Implementation of Strategic Plans in Non-Governmental Organizations in Kenya
No full textA Research Project Report Submitted to the Chandaria School of Business in Partial Fulfillment of the Requirement for the Degree in Master of Business Administration (MBA)The purpose of this study was to determine the challenges faced in the implementation of strategic plans in non-profit organizations in Kenya. Strategy implementation is concerned with both planning how the choices of strategy will be put into effect, and managing the changes required. The strategic implementation process is very important for Non-governmental organizations that want to achieve high performance in today’s highly turbulent world.
The study was guided by the following research questions: Are management styles a challenge in the effective implementation of strategic plans in NGOs in Kenya? ; Are organizational resources a challenge in the effective implementation of strategic plans in NGOs in Kenya? ; Is organizational culture a challenge in the effective implementation of strategic plans in NGOs in Kenya? and Does stakeholders’ influence pose a challenge in the effective implementation of strategic plans in NGOs in Kenya?
A descriptive study design was used whereby the research instrument applied was a questionnaire. This was necessary because the data collected was quantitative in nature. A sample size of 94 was selected but due to non-response error only 61 participants accepted to be part of the study. Piloting and pretesting was done to determine the reliability and validity of the research instrument. Data was analyzed using Excel and Statistical Package for Social scientist (SPSS). Further, it was presented using graphs, tables and pie charts.
The major conclusions from the study were that most of the challenges affecting NGOs in Kenya are internal including inadequate provision of the required resources, poor management styles, lack of stakeholder involvement in the implementation process and unsupportive organization culture. All these tend to create internal inertia, losing momentum towards successful strategy implementation.
Recommendations for further research included looking at challenges faced in other stages of strategic management process apart from the implementation stage, as well as extending this same research further into international NGOs (INGOs) located in the region. The study will deem helpful to the local NGO sector and academics looking to bridge the knowledge gap on challenges faced during the implementation of strategic plans in NGOs in Kenya
The Impact of Financial Factors on Profitability of Manufacturing Firms Listed On the Nairobi Securities Exchange
No full textA Research Project Report Submitted to the Chandaria School of Business in Partial Fulfillment of the Requirement for the Degree of Masters in Business Administration (MBA)The study was aimed at determining the extent to which financial factors affecting profitability of manufacturing firms listed in the NSE in Kenya. The study was guided by the following questions; to what extent does interest rate affect profitability of manufacturing firms listed in NSE in Kenya? To what extent does exchange rates affect profitability of manufacturing firms listed in NSE in Kenya? To what extent does cost of production affect profitability of manufacturing firms listed in NSE in Kenya?
The target population consisted of 50 employees from manufacturing firms in Kenya, where a sample of 44 respondents was drawn out of which 40 questionnaires were filled and returned. The data was then scrutinized using descriptive and inferential statistics by using SPSS software. The results were offered by use of figures and tables.
With regard to the first objective, majority agreed that the economic environment in Kenya is risky and that interest rates affects investment on a technology, there was uncertainty on high volatility of stock markets as shown. The study also sought to establish strategic opti0ns to manage interest rate risk exposure and a majority of the respondents agreed that interest rate fluctuations have an impact on the company’s competitive position. However, there was uncertainty on the cost of hedging by financial means being too high or the change in the interest having minimal effect on cash flow.
The study also sought to establish effects of Forex rate on Profitability. Majority of the respondents agreed that Foreign exchange volatility affects the profitability and performance. A regression done between variables of Forex rate and earning on profitability revealed that variation in profitability was because of the variation in forex rate.
The third objective of the study sought to establish relationship between production cost and profitability. The respondents agreed that they have been able to attainable low costs through automation, outsourcing technique has been applied to reduce remuneration, the firm maximizes profit by reducing operation costs, there was uncertainty on the firm adopting price leadership strategy and matching low price with quality and technological advancement. Regression analysis revealed that the variables: company maximizes profit by reducing operation costs, attainable low costs through automation, and the firm has adopted price leadership strategy were significant with p-value <0.05.
It is established that the economic environment and interest rate fluctuations have an impact on the company’s competitive position and operations in the industry. However, there is a lack of knowledge on the cost of hedging and the impact of interest rate on cash
flow.
The study concluded that foreign exchange volatility affects the profitability as well the performance. There is a need for the involved bodies to have the necessary knowledge about foreign exchange volatility and its impact on the competitiveness. The study also concluded that the firms need to have adequate internal regulations for foreign exchange volatility and this should be fostered by setting up of clear policies regarding foreign exchange volatility. Manufacturing firms have had low costs through the implementation of automation and outsourcing technique. The firms should continue reducing operation costs so as to maximize profit.
It was recommended that it is necessary for these firms to adopt measures to assist them mitigate the uncertainty on high volatility of stock markets. This could include getting into contracts with suppliers to minimize these risks. Foreign exchange volatility affects the profitability, performance in able to sort this the firms need to utilize financial tools such as foreign exchange contracts, forwards and swaps, 0ptions and interest rate contracts to managing exchange rate fluctuations. Manufacturing firms need to adopt automation, outsourcing technique and reduce operation costs to be able to enjoy profit maximization. Despite many not being aware of the firms adopting price leadership strategy and matching low price with quality and technological advancement. There is a need to adopt the techniques, as they would help the firms increase profitability. Further studies need to be done on agricultural and automobile industry to be able to generalize the findings of the study
The Effect of Online Word Of Mouth on Businesses and Organizations in Kenya
No full textA Project Report Submitted to the School of Business in Partial Fulfillment of the Requirement for the Degree of Global Executive Masters in Business Administration (GeMBA)Online word of mouth has continued to grow both locally and globally due to the increase of online Social Media web forums like Facebook, Twitter, WhatsApp and blogging. Smartphones and mobile data penetration have even further propelled this. Which in turn has led to the increase of different players, such as online marketers, brand ambassadors, twitter celebrities, who are market forces due to the number of followers on Twitter or the number of Facebook friends in their Facebook account or the total number of views on their website or Youtube videos.
The purpose of this study was to investigate and determine the effects of online word of mouth on businesses and organizations in Kenya. The findings of the study portrayed online word of mouth as critical and much needed tool for understanding how online conversations can be directed for profit and influencing purchase decisions. Online word of mouth has posed a vital question for researchers and marketers to investigate, predict and initiate such online conversations to boost for sales, market share and revenue projections.
To investigate the effects of online word of mouth on organizations, three research questions were asked; namely, what are the effects of online word of mouth on sales? What are the effects of online word of mouth on corporate image/reputation? What are the effects of building an online helpdesk and online community?
To answer these research questions, the use of a survey method of causal research design was important to assess online word of mouth in relation to corporate sales, image, reputation, and customer feedback. The need for a cause and effect analysis was key to compare, contrast and relate these factors that affect and influence online word of mouth with respect to businesses and organizations in Kenya.
The population of interest were individuals who use the Internet and are on social media and online marketplaces. According to the Communications Authority of Kenya, Kenya boasts of 26.1 million Internet users who participate and check online reviews, for product and service analysis. Furthermore, there has been an increase in local online marketplaces such as OLX, Jumia, Kilimall and Rupu. Simple random technique was used to select the appropriate size for the survey. Based on this, a sample size of 72 respondents was deemed sufficient with a confidence level of 95% and a margin of error of 5%. The survey was in form of a questionnaire that was shared to the participants through hard copies and online via Google docs. The questionnaire was divided into two major sections comprising of the demographic information of the respondents while the other section was a set of close ended questions making use of the Likert scale to inquire of the participants’ response towards the effect of online word of mouth on businesses, corporate image, and online communities. The data collected contained elements of nominal, ordinal, interval, and ratio measurements. Because of this, the data was tabulated into frequency and percentage distributions.
Using SPSS data analysis tools, the correlation, regression, and variance of the variables was also calculated. This methodology provided the research with the necessary tools to find the effects of online word of mouth on revenue, corporate image, and customer satisfaction.
Analysis of the data collected from the survey provided evidence that online word of mouth affects the sales and revenue. There was a clear indication that it influences sales as many of the consumers are tech savvy and are on social media and Internet. The study could substantiate that organizations that exploit online word of mouth are able to positively increase their sales and mitigate losses due to negative word of mouth.
The conclusion from the data collected showed that organizations should be vigilant and aware of the power and influential capability of online word of mouth and how it affects the corporate image and reputation.
After an analysis of the three research questions, the findings of the research proved that online word of mouth is central in the new age digital marketing strategy as it allows the organization to relate to the consumers more faster and dynamically. Furthermore, it provided ways of mitigating, if not, eliminating negative word of mouth, showing that the reputation of an organization can be strained very quickly online.
The study recommended that organizations should enhance online word of mouth as a digital marketing strategy that will enable them to increase sales and brand image and visibility. The continual need to provide an online community and customer feedback avenue is all the more critical as businesses exist because of the customer.
The study considered online word of mouth in the general on the pretext of company sales, brand and customer relations. Herein, online word of mouth considered was positive WOM, negative WOM, immediate WOM and ongoing WOM. The medium of online word of mouth considered were personal, digital and viral marketing. It would be in best case scenario that future studies consider a specific type of online word of mouth towards a particular audience and medium
Motivational Strategies and Sales Force Performance in the Insurance Industry in Kenya
No full textA Research Report Submitted to the Chandaria School of Business in Partial Fulfilment of the Requirement for the Degree of Global Executive Master of Business Administration (GeMBA)The study aimed at looking at motivational strategies and sales performance in the insurance industry in Kenya. The study was guided by three research questions: to what extent does intrinsic motivation influence sales force performance in the insurance industry in Kenya? To what extent does extrinsic motivation influence sales performance in the insurance industry in Kenya? To what extent that does motivational strategies influence sales performance in the insurance industry in Kenya?
This study used descriptive survey design. The population of the study comprised of all the employees of the 51 insurance companies in Kenya (Insurance Regulatory Authority, 2016). The study adopted a probability sampling design. The study further adopted stratified random sampling in determination of the sample size. Out of the 8013 target population 163 participants were sampled for the study. This study used primary data collected using questionnaires. The questionnaires include both open and closed ended. A drop and pick method was adopted in distribution of the questionnaires to minimize on disruptions. The researcher selected from each branch four staff to fill out questionnaires. Pilot testing was conducted to identify mistakes in the questionnaires. Data collected was analyzed using descriptive statistics. The data analysis tool is Statistical package for Social Sciences (SPSS) and Microsoft Excel to generate quantitative reports. The analyzed data was presented in the form of tables and figures.
Regarding intrinsic motivational strategies, the study revealed that extra selling efforts in tough times is recognized by the management, employees are highly involved with the operations of the company and that reward system in the company is fair for all employees. The study further established that, years of work experience helps employees perform better at job and that the incentives given have a positive effect on sales performance. Furthermore, it was established that employees are allowed to make choices on where to do sales and that they are encouraged to work on opportunities that increase returns on their efforts.
The findings of the study on extrinsic motivation strategies indicated that effective reward mechanism leads to higher sales performance and that sales agents receive additional benefits to their salaries. The company also offers training programs to sales personnel and that sales personnel have specialized training courses to improve sales performance. The findings of the study further indicated that working environment has a positive influence on number of sales and those sales personnel are able to interact freely with other employees.
The study concludes that the intrinsic motivational strategies contribution through the various factors had a major impact on the Sales force performance. These factors are those such as job enrichment, purpose and where the sales force needs to feel appreciated in order for them to strive and achieve the best and field coaching, feedback and appraisal, communication, training and development, nature of work and good working condition motivate sales people to large extents and insurance companies use them to different extents.
The study recommends that the sales force should undertake adequate training to make them more viable to efficiently and effectively distribute insurance products and services and that sales force is a very integral part in insurance companies who need to put strategies in place to ensure they are using the right ways to motivate the sales people to perform
Implications of the Digital Divide to the Workplace: Digital Natives versus Digital Immigrants
No full textA Project Submitted to the Chandaria School of Business in Partial Fulfilment of the Requirement for the Degree of Global Executive Masters in Business Administration (GeMBA)The purpose of this study was to investigate the implications of the digital divide in the workplace with a focus on digital natives versus digital immigrants. The study was guided by the following research questions; what are the generational differences in training styles and training needs for the digital natives and digital immigrants? What do digital natives and digital migrants perceive to contribute to success in the workplace? And what are the best practices that can promote retention among both the digital natives and the digital immigrants at workplace?
The study adopted descriptive research design to generate information and create the opportunity for in-depth responses. The study population was 76 Lolwe Television Network staff at its station in Nairobi who were stratified into top, middle, operational management and junior staff. Since the population of study was small, the researcher conducted a census and questionnaires were used to collect data from the respondents. Data was analyzed with the help of SPSS to generate descriptive statistics and presented in frequency tables and figures.
The study found out that the respondents preferred studying/ reading using a digital device as opposed to hard copies of reading materials, performed well when networked and access social networking websites which include Twitter was a fundamental a part of their lives. The younger generation viewed getting evaluation and remarks as a top approach to learn soft abilities, preferred training in the areas of expertise and leadership. Visual and graphics learning appealed more to the digital natives, they were accustomed to learning at high speed, prefer learning that allowed one to explore and to actively test ideas and also preferred learning that allowed one to explore and create knowledge.
The study also found out that respondents associated less with employing organization but more with the work and were able to work far from the workplace or from home and still produce quality results. The digital natives sought to maintain a good work-life balance in comparison with the immigrants and giving the natives flexibility in their work schedules would permit them to pursue other activities outside work while at the same time maintaining a high level of productivity. The digital natives sought for opportunities to learn from their superiors, preferred to share information with different group members, continuously sought for remarks from superiors, were very comfortable in a team setting and working together was far more effective than going it alone.
The study further found out that mentoring created an environment of trust for a diverse workforce, the respondents preferred a job that does not close into one task but variety and also preferred a management style which was more of consensus than command and before one could manage and lead they must be able to understand and connect with the followers. These major findings are what should have been in the abstract as well.
The study concludes that that some training styles and needs for digital natives differed from those of digital immigrants. For instance, younger workers do not favor learning soft skills through classroom instruction, organizational culture that accommodates the digital native is crucial for success. The digital natives prefer working in teams that allow flexibility and also innovation which has impacted the way people think about work and the way they interact with and at work and the digital culture has been a boom for the organization, it has also changed the power balance in the employer-employee relationship, often more towards the employee.
The study recommends that managers and trainers should consider possible age-related preferences when teaching ‘soft skills’ and endeavor to provide constant assessment and feedback to the digital to enable them to learn. It also recommends that the organization should develop a strong supportive workplace culture that allows team members to feel connected and included even if they are spread out. The study further recommends that the organization should adopt a management style that is more of consensus than command where employees are engaged in matters affecting the organizations and also their wellbeing. The management should provide a more open work environment with increased information transparency to promote retention
Influence of Ethical Consumer Relations on the Financial Performance of Listed Firms in Kenya
No full textJournal ArticleThe objective of the study was to investigate the influence of ethical consumer relations on the financial performance of listed firms in Kenya.The study adopted a causal research design to establish the relationship between ethical leadership and financial performance of companies listed in the Nairobi Securities Exchange using correlation and regression analysis. Primary data was collected through a semi-structured questionnaire. Secondary data was collected from both the listed firms in the Nairobi Securities Exchange (NSE), and information from the sector regulator, the Capital Markets Authority (CMA). The target population of this study was 64 companies listed in the Nairobi Securities Exchange (NSE) with consistency being evaluated between the years 2011 to 2015. Data analysis was done using the Statistical Package for Social Scientists (SPSS). The study found out that there exists a strong relationship between ethical consumer relations and financial performance. The study showed that listed firms uphold consumer relation policies, and the firms put the interest of consumers first, before profitability. Unique contribution to theory, practice and policy: This study recommends that listed firms need to religiously adhere to conducts of ethical leadership. To the consumers, quality is of priority. Listed firms should formulate ways of always adhering to provision of quality services to consumers
Internal Factors Affecting Successful Implementation of Performance Management Systems: A Case of National Hospital Insurance Fund (NHIF)
No full textA Research Report Submitted to the Chandaria School of Business in Partial Fulfillment of the Requirements for the Degree of Master of Business Administration (MBA)The purpose of the study was to examine the internal factors affecting successful implementation of performance management systems a case of NHIF. The study was guided by the following research questions: To what extent does organization structure affect successful implementation of performance management systems at NHIF? To what extent does the reward system affect successful implementation of performance management systems at NHIF? And to what extent does leadership style at NHIF affect successful implementation of performance management systems at NHIF?
Descriptive research design was adopted for the study. The target population for the study was 1205 NHIF employees in Kenya. Stratified random sampling was applied to select a sample size of 134 participants. Primary data was collected through a structured questionnaire. For data analysis, descriptive statistics was adopted in the study to tabulate frequencies, percentages, means and standard deviation. Inferential statistics was also conducted using correlation analysis which assessed the relationships among the factors while regression analysis aggregated contribution of the organization structure, reward systems and leadership on successful implementation of performance management systems (outcome). The analysis was SPSS and the out was presented in tables and figures.
The major findings on the effect of the organization structure on the implementation of performance management system indicate that clear working standards leads to the implementation of performance management standards. Rules are designed to ensure a uniform and controlled standard of directing or managing worker’s affairs which helps in the implementation of performance management systems. Work specialization has a role to play with regards to performance management systems implementation. Working collaboratively and collectively helps to successfully achieve performance management system. Coordination of effort can establish and build a culture within which teams and individuals can take responsibility for developing their own skills, performance and behaviour.
The major findings on the effect of reward systems on the implementation of performance management system indicate that pay for performance unifies the workforce in pursuit of common goals that helps in the implementation of performance management system. Recognizing and satisfying needs can assist an organization in getting the best from its employees in the implementation of performance management system. Employee bonuses and other material incentives in the organizations attracts high levels of service motivation among those identify very closely with the goals of the organization. Employee reward systems provide coverage of how people are rewarded in line with their value to an organization.
The major findings on the effect of leadership style on the implementation of performance management system indicate that the success of performance management systems in any organization depend upon the commitment and involvement of the leaders. Leaders play an important role in designing policies which ensure an efficient management of performance in an organization and to define and act upon the core values relating to performance. Leaders play a critical role in delivering performance management systems. An effective performance management process enables the top management to evaluate and measure individual and team performance and to optimize performance and productivity to meet the organizational goals.
The study concludes that clear working standards leads to the implementation of performance management standards. Pay for performance unifies the workforce in pursuit of common goals that helps in the implementation of performance management system. The success of performance management systems in any organization depend upon the commitment and involvement of the leaders.
The study recommends that rules and regulations should be designed to ensure a uniform and controlled standard of directing or managing worker’s affairs which helps in the implementation of performance management systems. There should be adequate pay for performance to unify the workforce in pursuit of common goals that help in the implementation of performance management system. There is need for top leadership support for successful implementation of performance management systems in any organization