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Factors Affecting Employee Performance during Restricting Process in Corporate

Companies of Uganda

Introduction

In the issue targeting the employee performance towards the success of an

organization, it is only right to discuss the factors that may affect it. Because of the

contributions of the past researchers, business analysts, and successful leaders, many

organization identified the right approach or strategies that are advised to be

implemented within an organization. The strategies applied create a great impact in the

continuous approach of the organizations to meet their goals.

Background and Problem Statement

Based on increasing the trend in employees’ contribution in the success of the

organization, the performance of each individual became the basis of the leaders. The

leaders, in order to satisfy the goals, implemented the various strategies such as the

motivational approaches, the incentives, promotions, and other systemized contribution

like the training and development. However, in times that the corporation implements

the restriction or control, the performances of the employees can be either increased or

decreased depending of their situation. In this stance, what would be the factors that

may affect the employee performance in the restricting process of the corporations in

Uganda?
Research Aim and Objectives

The main aim of the study is to investigate the different factors that might

contribute the employee performances in corporations, particularly in Uganda, during

the restricting process. In order to gather the necessary information that can be use in

the study, there are four objectives that need to be considered. First is to identify the

level of strategies and approaches to increase the employee performance and are

existed in the organizations. Second is to identify the perceptions of the employees as

well as the employers in the issue of performance. Third is to describe the effectiveness

of the strategies in terms of employee performance. And fourth is to draw

recommendations to improve or enhance the approaches of the corporations.

Literature Review

One of the implemented strategy or approach that should remain in the

organization is the use of communication, simple but important tool to avoid

misunderstanding the workplace conflicts. Through communication the people are

allowed and have the right to listen, share and understand (Brunson, Zephryn, & Masar,

2002). In the area of globalization, communication is now interactive through the use of

technologies and it is evidently evolving and continuously shaping the nature of

communication, work arrangements, and organizational culture. In the long-term, the

communication practices can effectively facilitate and remain on the central focus of the

organization (Gardner, McNair, and Tietjen, 2004). However, the communication is

ineffective because of the barriers that can be recognized on the level of acceptance of

an individual.
Employees typically are hesitant to state their goals, their concerns and their

disappointments. The most popular suggestion of most experts is to remove the barriers

of communication (Al-Rawas and Easterbook, 1996). All of the effects of communication

will reflect on how an employee participate and perform his duties in the organization

(Woods and Coutts, 2001). The most common threat in every organization is the conflict

and finding no resolution and this negative representation of working relationships might

be because of the diversity and poor values within an organization (Brunson, Zephryn,

& Masar, 2002). Communication is a great factor that promotes performance among the

employees because it opens the method for collaboration. In addition, an effective

communication was supervised by communication agreements, trust building, and

understanding the entire teams. So to speak, the formal communication agreements are

also effective in establishing norms (Gardner, McNair, and Tietjen, 2004). Strategies

apply communication principles have a greater chance in developing the organizational

environment. Business communication faculty would likely benefit from a more detailed

discussion of the unique dynamics in confronting miscommunication and conflicts.

Methodology

The suggested methodology in the study is the use of survey and interview. The

essence of the two suggested method is to manage to target the objectives provided in

the study. In the first phase of the method which is the survey, the researcher/s is to

consult the employees within an organization to measure the effectiveness of the

approaches and determine the perceptions of the individuals regarding the performance

strategies.
On the second part of the study, the researcher will conduct the interview in some

managers in an organization and asked to describe the ideal contribution that might

effectively increase the performance of the employees, most especially in the part of

restricting process. Through the combined method, the study can deliver the analysis

and jump into conclusions, satisfying the aim of the study.

References:

Al-Rawas, A., & Easterbrook, S., (1996) “Communication Problems in Requirements

Engineering: A Field Study”, Accessed 15 September 2010,

http://www.cs.toronto.edu/~sme/papers/1996/NASA-IVV-96-002.pdf.

Brunson, R., Zephryn, C., & Masar, S., (2002) “The Art in Peacemaking”, A guide to

Integrating Conflict Resolution Education into Youth Arts Programs, Accessed 15

September 2010, from http://www.arts.gov/pub/ArtinPeacemaking.pdf

Gardner, C., McNair, J., & Tietjen, P., (2004) “Communication in a Virtual Organization”,

Business Communication Quarterly, Vol. 67, No. 2

Woods, A., & Coutts, L., (2001) “Conflict Resolution: Team Communication and Conflict

Resolution”, Core Curriculum, Accessed 15 September 2010, from

www.americangeriatrics.org/education/gitt/3_topic.pdf.

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