Effective Communication As A Tools For Determining Employee’s Job Performance

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Effective Communication As A Tools For Determining Employee’s Job Performance


Abstract


This study is on effective communication as a tool for determining employee’s job performance. The total population for the study is 200 staff of Dangote group of company in Lagos state. The researcher used questionnaires as the instrument for the data collection. Descriptive Survey research design was adopted for this study. A total of 133 respondents made production managers, marketing managers, senior staff and junior staff were used for the study. The data collected were presented in tables and analyzed using simple percentages and frequencies


Chapter One


Introduction

1.1 Background of the Study

Leadership is a very crucial factor in the management process and means influence on the behaviour of other in order to achieve organizational purpose or goals. Communication which is the mean through which task and recourse needed to carry out an assignment. The roles and duties are transferred by information a massage from one involves communication, research has shown that 232 technical employees of a research organization spent 61% of their hour work day in these activities; speaking and listening – 35%, writing – 16 and reading – 10% which is not less in our present day environment (Rogers and Roethlisherger 1952).

Indeed, human resources remains the most important asset of any organization and should be well informed, trained and motivated so as to use all other resources resourcefully. When a human being is well informed, trained and motivated, he is capable of achieving higher productivity. For the success of any productivity or job, performance programme depends on human innovative for management to look more closely into the human factor and examine what it take to maximize human endeavour towards maximum productivity or job performance improvement (Soul, 1963).

Obviously, high productivity or job performance depends upon the effectiveness of the workforce, managers must actively search for better ways of communicating, taking decisions, creating innovation and producing leadership to achieve higher productivity. A company can long compete with its competitors when or if its has its employees on it side and incentives, wages system, training programmes, improved working condition and the likes (Bamkole, 2000)

The biggest of the management is not how to handle the machines but how to handle its workers. This is often the most difficult to deal with not because they consist of difficult people, but because of the natural differences in point of view tend to keep management and workers apart. The result has be a new emphasis on the role of communication as its relates to employee’s job performance in management. The relation of communication to management give a balance the picture of the role which information plays in building good relationship inside an organization. One aspect of communication is the device or means which may be utilized to promote the effective exchange of information necessary to the conduct of business and transportation system for ideas and information. The increase of the volume of information necessary for high job performance that may be transmitted makes it desirable for the natural communication instrument and opportunities present in the day to day association of people at work in order to keep them fully informed (Osiegbu 1998).

Effective communication which involves a translation of ideas or directions, command or guide into oral or written words or actions on the part of the communicator in which a manner that will transfer the ideas from the mind of the communicator to the mind of the receiver, with the aim that the latter will react in a manner as envisaged by the former

(Akiyemi, 1981), is required in an organization to increase the level of understanding among various people and harmonized their effort at achieving corporate goals. This will maximize the amount of efforts being invested in the production process and is used to train the employees in order to enhance their effectiveness and efficiency. Strained employee employer relationship result from lack of understanding and poor communication workers need to be free and comfortable making innovative suggestions, clarifying any misunderstanding about them selves and their work or asking question to help them understand a procedure, an induction or other expectation on the job. Freedom of speech is one of the most important emerging employee rights in the sense that is at the core of communication endeavours and many fundamentally alter work place interactions. Essentially, the role of effective communication in enhancing job performance in organizations cannot be over estimated (Bernard,1938).

In sum, communication is a key and needed set of information that is depended upon largely for the survival, continuity progress and successfulness of any business organization.


1.2 Statement of the Problem

Increasing employee productive effectiveness involves responding to the needs and wants of employees by allowing them participate or take part in the planning of their work. Building opportunities for growth into their jobs, dealing with people worth time, consideration, respect, significance and recognition, building team work and group priced; developing work-oriented employees and employer who are interested in doing their daily work well, setting appropriate work measures and goals etc. yet workers expression of dissatisfaction conflict with employers cannot be evicted (Saul, 1963).

Communication, involves a set of information sharing activities which entails keeping the employees well informed about his or her job and its environment, the quality of his or her work and stability of the company. Introducing and maintaining effective employer – employee communication within the organization involves organizational delivery system that communicate relevant work rules, responsibilities, policies, practices and procedures, shared values and promotes a healthy organizational culture. Thus, employee handbook, training and orientation sessions and programmes, policy manuals, staff forum, posted rules, verbal exchange, collective agreement, managerial behaviors etc are a variety of implicit and explicit media which organizations needs to re-examine, possibly improve and receive for organizational effectiveness (Paul and Kenneth, 1997).


1.3 Objective of the Study

The objectives of the study are;

  1. To ascertain show the role of effective communication in both determining and enhancing employee productivity or job performance in an organization
  2. To ascertain the extent of employee responsibilities, communication in work setting and how an organization transmits information through its media to achieve performance.
  3. To ascertain the relationship between communication as a tool and employees job performance

1.4 Research Hypotheses

For the successful completion of the study, the following research hypotheses were formulated by the researcher;

  1. H0: there is no relationship between communication as a tool and employees job performance.
    H1: there is relationship between communication tool and employees job performance.
  2. H02: there is no role of effective communication in both determining and enhancing employee productivity or job performance in an organization
    H2: there is role of effective communication in both determining and enhancing employee productivity or job performance in an organization

1.5 Significance of the Study

The study would enable the organization to correct the notion that once an employee is engaged or employed, he already has a working knowledge of the organization to achieve high performance. He would need to be properly oriented trained and informed about his rights and responsibilities, disciplinary procedures. This would help his performance at work. With this study, the relationship gap that exists between the employees in organization would be covered; safety rules and standards at work would be properly maintained if specified effectively.


1.6 Scope and Limitation of the Study

The scope of the study covers effective communication as a tool for determining employee’s job performance. .The researcher encounters some constrain which limited the scope of the study;

a) Availability of Research Material:

The research material available to the researcher is insufficient, thereby limiting the study

b) Time:

The time frame allocated to the study does not enhance wider coverage as the researcher has to combine other academic activities and examinations with the study.

c) Organizational Privacy:

Limited Access to the selected auditing firm makes it difficult to get all the necessary and required information concerning the activities.


1.7 Definition of Terms

Leadership

Is the state or position of being a leader. It is the ability to be a leader or the qualities a good leader should have. It is the qualities and abilities of a person with a leader charismas to direct, guide, manage and organize others. It is a crucial factor in the management process use to influence the behaviour of others to achieve organizational purpose or goals [sawyer, 1981].

Communication

Is the means through which the task and resources needed to carry out an assignment, the roles and duties, and the expected results, are made known to the subordinates. It is the transfer of information-a message from one person to another [Bernard,1938]. Communication has to do with the act of imparting ideas and making one-self under stood by others. It is the act of inducing others to interpret an idea in the manner intended by the speaker or writer [Akinyemi, 1981]

Effective Communication

Involves a translation of ideas or directions, command or guide, into oral or written words or actions on the part of the communicator in such a manner that will transfer the ideas from the mind of the communicator to the mind of the receiver, with the aim that the receiver, will react in a manner as envisaged by the communicator [Akinyemi, 1981]. Effective communication is the transfer of message, followed by feedback from the receiver to the sender indicating an understanding of the message [Bernard,1938].

Management

Is the achievement of organizational objectives through leadership. It involves the process of planning, organizing, motivating and controlling of organizational resources in order to achieve its goals. It is the use of the resources available in an organization which includes its people, machine, raw materials and technology effectively in order to achieve organizational goal [Paul and Kenneth, 1997].The management of human resources is crucial to the growth and survival of any organization [Bankola, 2000].

Organization

Is group of people who form a business or club together in order to achieve a particular aim. It is the coming together of a group of people with similar aims and objectives in an arranged manner in order to achieve a set goal (Paul and Kenneth, 1997).

Personnel Management

Is the branch of management that specifically deals with the management of people at work. It covers the broad spectrium of the life of an employee at work right from the point of entry to the point of final exist (Bankole, 2000)

Motivation

This comprises the inner drives that activate or move an individual to action. It is what spurs an individual towards a desired behaviour. Increased motivation can serve as a goal for which people will strive if they see that greater effort brings the increase pay and if they want the increased pay (Bankole, 2000)


1.8 Organization of the Study

This research work is organized in five chapters, for easy understanding, as follows

  1. Chapter one is concern with the introduction, which consist of the (overview, of the study), historical background, statement of problem, objectives of the study, research hypotheses, significance of the study, scope and limitation of the study, definition of terms and historical background of the study.
  2. Chapter two highlights the theoretical framework on which the study is based, thus the review of related literature.
  3. Chapter three deals on the research design and methodology adopted in the study.
  4. Chapter four concentrate on the data collection and analysis and presentation of finding.
  5. Chapter five gives summary, conclusion, and recommendations made of the study

Chapter Five


Summary, Conclusion and Recommendation

5.1 Introduction

It is important to ascertain that the objective of this study was to ascertain effective communication as a tool for determining employee’s job performance. In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations made which in the opinion of the researcher will be of benefits in addressing the challenges of communication as a tool for determining employee’s job performance


5.2 Summary

This study was on effective communication as a tool for determining employee’s job performance. Three objectives were raised which included: To ascertain show the role of effective communication in both determining and enhancing employee productivity or job performance in an organization, to ascertain the extent of employee responsibilities, communication in work setting and how an organization transmits information through its media to achieve performance, to ascertain the relationship between communication as a tool and employees job performance. In line with these objectives, two research hypotheses were formulated and two null hypotheses were posited. The total population for the study is 200 staff of Dangote group of company in Lagos state. The researcher used questionnaires as the instrument for the data collection. Descriptive Survey research design was adopted for this study. A total of 133 respondents made production managers,marketing managers, senior staff and junior staff were used for the study. The data collected were presented in tables and analyzed using simple percentages and frequencies


5.3 Conclusion

The finding of this research has shown that effective communication should be highly recommended to every organization in all the sectors of the economy. Any management both government establishment and private that is desirous of ensuring the success and efficiency of its workforce, should be conscious of implementing effective communication programmes to their employees for better performances. Therefore, effective communication process should be an integral part of management strategy because it goes a long way to enhancing the realization of organizational goals. Hence not theoretical, but practical participation of staff in matters that, affect their creativity and performance. The objectives of effective communication programmes should be clearly stated so that all employee or workforce will be informed. Adequate communication techniques are advisable since it create easy understanding and cooperation in an organization. The study also established that effective communication enhances performances since employees performed better when there are informed or communicated to than those who are not informed. However inability of train the staff on the new innovations and techniques has made the lecturers insecure and overzealous in carrying out their duties. Thus, organization must spend time to determine the communication needs and finance the cost of it to get employees informed and be able to evaluate the impact of it on organizational activities. Conclusively, effective communication to the management and staff is the panacea for sustained and increased productivity of the workforce and organizational performances. It is not enough to have a good ideal but awareness and participation of staff will go a long way to enhance organizational performance


5.3 Recommendation

The effectiveness of communication is determined by both parties; hence it becomes necessary that they must pursue the same objective, which is high performance rate in all affairs of the institution. All cadres of staff should be involved in decisions and issues that affect their performance, for it will lead to organisational development and positive. Every organization endeavours to make effective communication an essential integral; part in effect management strategies to help minimize organizational conflict, less misunderstanding, improving information management and cordial relationship between management and workforce. Change is needed but when it is badly communicated it will likely lead to poor performance and negative outcome. Consequently, all staff members should key into the google programme of the university to enable them be at abreast with the use of the google applications and email address. It should also be backed up with work’s seminar to enlighten them on the important of effective communication, training and retraining to increase their performance in their academic and administrative responsibility. It also suggested that a result driven- communication since it gives room to measure results and performance as it the communication process within the organization and this in turn impacts on decision making, problem solving as some of the issues undergo a bureaucratic process and this slows down the dispute Finally, an open communication environment is one in which all members of the organization feel free to share feedback, ideas and even criticism at every level, thereby encouraging staff to freely give their views without being victimized by the management. Therefore, follow up of information encouraged for organizational performance


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