1.2. Statement of the problem
Any organization whether it is business or nonprofit making organization, requires effective and efficient performance. Therefore, to achieve these main objectives, employees are considered as an important asset in any organization for better performance. As cited by Armstrong (2009), Guest, (1997) stated that human resource management is at its assumption, that improved performance is achieved through the employees in the organization. The success of an organization largely depends on the quality of its employees which is measured by their performance.
Performance management is the total system of managing the attainment of organizational goals and objectives through the assignment of duties and tasks to employees, …show more content…
As cited by Chandraseker (2011), Gensler (2005) of 200 United Kingdom business managers support the contention that an improved workplace would increase employee productivity by 19 percent and their own productivity by 17 percent. The research conducted by Abbas and Yaqoob (2009) supports a strong positive relationship between dependent variable employee performance and independent variable leadership development. There are some empirical evidences that there is positive correlation between compensation and performance (Gneezy and Rustichini, 2000; Tessema and Soeters, 2006). Khan (2010), pay, promotion, job safety and security, working condition, job autonomy, relationship with co-workers, relationship with supervisor, and nature of the work significantly affect the level of job satisfaction and employee performance and job satisfaction affect employee performance …show more content…
Low customer handling, not providing accurate information for the needy, absence in the office at working time and lack of commitment for their task and lack of continues performance are indicators of the low performance of sekota woreda public employees. In addition to this currently in the area the public service is not performing well and does not deliver to the expectations as well as the required standards in regards to set developmental targets for the benefit of the population (civil service office annual report, 2016). As far as the researcher literature is concerned there is no sufficient research which is conducted on the area under study and the existence of the above facts trigger the researcher to conduct this study on factors which influence employee performance in sekota woreda public office.
Therefore this study will try to assess the factors which influence employee performance .These factors are skill required by the job, work environment, satisfaction, leadership and compensation. Previous researchers exert efforts to study employee performance by considering the above factors independently. A comprehensive model which integrates all the various performance perspectives i.e. individual, situational and regulation perspective is still missing.
Any organization whether it is business or nonprofit making organization, requires effective and efficient performance. Therefore, to achieve these main objectives, employees are considered as an important asset in any organization for better performance. As cited by Armstrong (2009), Guest, (1997) stated that human resource management is at its assumption, that improved performance is achieved through the employees in the organization. The success of an organization largely depends on the quality of its employees which is measured by their performance.
Performance management is the total system of managing the attainment of organizational goals and objectives through the assignment of duties and tasks to employees, …show more content…
As cited by Chandraseker (2011), Gensler (2005) of 200 United Kingdom business managers support the contention that an improved workplace would increase employee productivity by 19 percent and their own productivity by 17 percent. The research conducted by Abbas and Yaqoob (2009) supports a strong positive relationship between dependent variable employee performance and independent variable leadership development. There are some empirical evidences that there is positive correlation between compensation and performance (Gneezy and Rustichini, 2000; Tessema and Soeters, 2006). Khan (2010), pay, promotion, job safety and security, working condition, job autonomy, relationship with co-workers, relationship with supervisor, and nature of the work significantly affect the level of job satisfaction and employee performance and job satisfaction affect employee performance …show more content…
Low customer handling, not providing accurate information for the needy, absence in the office at working time and lack of commitment for their task and lack of continues performance are indicators of the low performance of sekota woreda public employees. In addition to this currently in the area the public service is not performing well and does not deliver to the expectations as well as the required standards in regards to set developmental targets for the benefit of the population (civil service office annual report, 2016). As far as the researcher literature is concerned there is no sufficient research which is conducted on the area under study and the existence of the above facts trigger the researcher to conduct this study on factors which influence employee performance in sekota woreda public office.
Therefore this study will try to assess the factors which influence employee performance .These factors are skill required by the job, work environment, satisfaction, leadership and compensation. Previous researchers exert efforts to study employee performance by considering the above factors independently. A comprehensive model which integrates all the various performance perspectives i.e. individual, situational and regulation perspective is still missing.