The effect of job rotation on organization productivity. A Case study Bwera Information Centre Kasese district (Uganda)
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Date
2008-04
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Kampala International University, School of Business and Management
Abstract
Decentralization presents an opportunity for non-governmental organizations (NGO'S) and local
government to closely work together to improve service delivery.
However, despite the existence of a legal and instrumental framework to operationalise NGO'S and
local government cooperation, the relationship between the two institutions is clear. This has had an
impact on service delivery to the grassroots communities. The effect of job rotation on the
organization productivity forms the focus of this study which is aimed at establishing the underlying
factors that facilitate and deter Bwera Information Centre's participation in productivity to the local
people.
During the research process, the social workers, social leaders, employees and employers were
interviewed and others given questionnaire guides that helped as testing tools for the researcher to
derive the required data pertaining the effect of job rotation on organization productivity. With that
the researcher was guided by four research questions as below-:
• What problems constrain the organization's participation in productivity to the community?
• How does the participation of organizations impact productivity to the community in relation to
job rotation?
• What is the impact of job rotation on the organization productivity to the grassroots
communities? This study had three major significances; firstly; to assess whether job rotation in an organization
leads to improved performance and if not find an alternative. Secondly; to find out other causes of
criticisms and inefficiencies in organizations rather than unplanned job rotation and thirdly, to know
whether all the inefficiencies and critics of poor performance in organizations is due to job rotation.
This was done in Bwera Information Centre which is in Bukonzo West constituency, Bwera sub county
and in Kasese district. Given the above four research questions, the researcher was able to drive the following conclusions and recommendations respectively;
It was found out that the higher labour turnover, conflicts, poor performance and low
productivity in an organization results from the organization's internal weakness, unqualified
personnel, unplanned changes, lack of team building and inadequate training of staff.
• Research further revealed that, transparency and honesty, no conflicts, low labour turnover, high
productivity and high performance results from adequate employees' training, effective
communication within the organization, clear organizational structures and team building to
realize high productivity and high employees' performance within the organization
The researcher therefore recommended that it is better to use the term planned sequence of
experience rather than job rotation to emphasize that, the experience should be programmed to satisfy
a learning specification for acquiring knowledge and skills in different departments and occupations.
• Success in using job rotation method depends on designing a program which sets down what
trainees are expected to learn in each department in which they gain experience.
e Further still, research revealed that, there must be a suitable person available to see that trainees
are given the right experience or opportunity to learn, and arrangements must bee made to check
the progress and it's essential, however, to follow up each segment of experience to check what
has been learnt and, if necessary modify the program.
More so, the researcher found out that transparency and honesty, no conflicts, within the
organization, low labour turnover, high productivity, and high performance in an organization
requires employees' adequate training, effective communication, clear job description, clear
organizational structures and team building in terms of better information and technology.
Description
A Research Report Submitted to the School of Business and Management in Partial Fulfillment of the Requirements for the Award of the Bachelor's Degree of Human Resource Management of Kampala International University
Keywords
organization