Social Sciences & Psychology
Publisher Name: IJRP
Views: 303 , Download: 129
|1||Mr Daniel Komu|
|2||Dr John Cheluget|
Productivity is a requirement for organizations employees. There are various factors attributed to the level of productivity in an organization. The recently formed county governments in Kenya have been faced with the problem of poor service delivery which can be attributed to low employee productivity. As such, this study set out to understand some of the factors that have resulted in the low productivity among county governments with the ‘‘L’’ county government being a case study. The study had the specific objectives of understanding the effects of staff appraisals and leadership, on the productivity of employees at the county government of ‘‘L’’. However, the specific effects these factors have on productivity of the employee still needs to be determined. The study employed a descriptive research design where the effects of any given factor are described. The data collection tool used was questionnaire. Data was collected from a sample drawn from employees of the ‘‘L’’ County working at the headquarters. The sample was determined on a stratified random case to give every employee an equal chance to be part of the sample. Data collected was analyzed manually and presented in tables and percentages largely describing the correlation between a variable and the effect it has on productivity. From the analysis, the study found out that indeed, there is a strong correlation between staff appraisals, motivation and productivity whereby, the more motivated employees are, the higher the likelihood of more productivity. The study recommends that county government leadership needs to facilitate training and acquisition of skills for the employees to be more productive. It also needs to motivate the employees for productivity to rise. The results of the findings are important to the other county governments and the national government and indeed to all organizations in that they can be used as guide in enhancing productivity in Kenya.
Alande, j. (2013). The role of human resource management in devolution of counties in Kenya. International Journal of Social Sciences and Entrepreneurship, 568-582.
Armstrong. (2006). Handbook of human resource management. London, England: Kogan Park Ltd.
Chebet, J. (2015). Determinants of Employees' Performance in the County Governments of Kenya. Nairobi: UON.
Consuelo, S. G. (2010). Research Methods. Manila: Rex Book Store.
Coole. (2012). Theory and Practice of Management. Boston, United states of America: Irwin McGraw-Hill.
Elliot, A. J. (2009). Approach and avoidance achievement goals and intrinsic motivation. A meditational analysis. Journal of Personality and Social Psychology„ 230-245.
Hagberg, R. a. (2014). organization culture. New York:: Harper and rows.
Harackiewicz, J. M. (2003). Predictors and consequences of achievement goals in the college classroom: Maintaining interest and making the grade. Journal of Personality and Social Psychology„ 11101123.
Hatch, M. J. (2006). Organization Theory: Modern, Symbolic, and Postmodern Perspective. Oxford : Oxford University Press,.
Hirt, F. (2011). Business: A Changing World. (8 ed.). (n. Edition., Ed.) Mc Graw-Hill. Jackson, A. ,. (2007). Principles of Management. New York: McGraw Hill.
Judge, L. &. (2007). Management Practice. New York: Palgrave Macmillan. Lawrence. (2010). Business week. Chicago, US: Unproductive slam man.
Mamoria, C. B. (2004). Personnel Management. Mumbai:: Himalaya Publishing House. Martyn, D. (2012). Ground Rules for Good Research. Philadelphia: Open University Press.