THE ROLE OF ORGANIZATIONAL PERFORMANCE REVIEW ON THE OVERALL PERFORMANCE AND COMMITMENT OF EMPLOYEES. (A CASE STUDY OF DATAPLUS INTERACTIVE LTD)
CHAPTER ONE
INTRODUCTION
1.1 Background of the study
There seems to be a performance problem in public service across the world, since there is a demand to deliver more with less [1]. This economic issue, which affects poor, emerging, and industrialized nations alike, has heightened the need for efficiency, necessitating the development of assessment tools to assist in assessing the effectiveness of government institutions or programs that are woefully insufficient [1]. Following the liberalization of most economies in the 1980s and early 1990s, most developing-country organizations have faced increased competition from multinationals, and to compete favorably in the global village, organizations must devise ways to become more responsive to customer expectations [2]. Employee quality has a significant impact on performance, and it is widely assumed that this employee is the “backbone” of state government services, with a critical role in ensuring that government policies and programs are implemented effectively and efficiently in the new era of national development [3]. According to behavior philosophers, having the appropriate people for the right tasks is equally critical [7]. The person-job fit is important because it indicates whether or not an employee is a good match for the position [8]. Organizations must recognize that workers have their own needs and desires that must be taken into account. This may help identify whether the employee has a good or negative attitude toward the company, and if so, how they should be handled [9]. Employing and retaining high-performing workers is critical for organizations to achieve their strategic goals and gain a competitive edge [6]. Successful companies make certain that the person and the work are a good fit [7]. Furthermore, recent research has demonstrated that high commitment practices may function effectively together and as part of a broader commitment strategy [10]. In addition, high-commitment work habits boost performance, labor productivity, and service quality. [11]. Previous studies looked at a variety of factors that may influence work success. Employee dedication, as shown by Jaramilloa et al. [12] and Al Ahmadi [13], is a critical factor. By eliciting workers’ commitment to the company, a human resource system may aid in the development of organizational skills [14]. When a company adopts flexible time scheduling, Gagné, et al. [10] discovered that workers’ feelings of commitment to the organization improve. In order to achieve exceptional long-term success, any business must have 100% employee dedication [15]. Lambert, et al. [16] investigated the facts around the existence of a favorable relationship between organizational dedication and job performance. As a result, the goal of this research is to determine the level of employee commitment and organizational performance, as well as to estimate the impact of employee commitment on organizational performance, as employee commitment has become a major determinant of organizational performance, particularly in government institutions or programs that are woefully inadequate (Nabukeera, Ali & Raja, 2014) [1]
1.2 Statement of research problem
Every company in today’s competitive and dynamic world has new difficulties in terms of organizational performance evaluation and developing a motivated staff [4]. In today’s competitive climate, no company can achieve its full potential unless everyone of its employees is fully dedicated to the organization’s goals. As a result, it is critical to comprehend the idea of commitment and its impact on a possible consequence. Employees who are committed to an organization establish a connection with it, which improves its performance. They perform better and serve the company better if they have an emotional connection to their job, connections with other workers, and the organization [5]. To achieve their goals, successful companies rely on their workers’ excellent performance. Their workers must perform at a high level in order to accomplish their strategic goals and maintain their competitive edge [6]. Organizational
1.3 Objectives of the study
The primary objective of the study is as follows
1. To examine the role of performance review in an organization.
2. To examine the impact of performance review in an organization.
3. To examine the extent to which performance review boost the commitment level of employees in an organization.
4. To find out how often organizations carryout their performance review.
1.4 Research hypothesis
1. What is the role of performance review in an organization?
2. What is the impact of performance review in an organization?
3. To what extent does performance review boost the commitment level of employees in an organization?
4. How often does the organization carryout their performance review?
1.5 Significance of the study
The significance of this study cannot be underestimated as:
l This study will examine the role of organizational performance review on the overall performance and commitment of Employees.
l The findings of this research work will undoubtedly provide the much needed information to government organizations, business organizations and academia.
1.6 Scope of the study
This study examines the role of organizational performance review on the overall performance and commitment of Employees. This study was delimited to DataPlus Interactive Ltd.
1.7 Limitations of the study
This study was constrained by a number of factors which are as follows:
just like any other research, ranging from unavailability of needed accurate materials on the topic under study, inability to get data
Financial constraint , was faced by the researcher ,in getting relevant materials and in printing and collation of questionnaires
Time factor: time factor pose another constraint since having to shuttle between writing of the research and also engaging in other academic work making it uneasy for the researcher
1.8 Operational definition of terms
Organizational performance: Comprises the actual output or results of an organization as measured against its intended outputs
Commitment: the state or quality of being dedicated to a cause, activity, etc.
Employee: a person employed for wages or salary, especially at non-executive level.