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|Title:||Organization development interventions and employee performance in Tawfiiq Company at Bosaso Puntland Somalia|
|Publisher:||Kampala International University: College of Economics and management|
|Abstract:||The study sought to examine the relationship between of organization development intervention on employee performance in Tawfiiq Company in Bosaso Puntland Somalia, with the following Objectives of the study i) to establish the relationship between training and employee’s performance in Tawfiiq Company in Bosaso Puntland Somalia, ii) to examine the relationship between job mentoring and employee performance in Tawfiiq Company in Bosaso Punt land Somalia and iii) to assess the relationship between job rotation and employee performance in Tawfiiq Company in Bosaso Puntland Somalia. This study employed a descriptive cross-sectional survey design. The study target population of 160 employees of Tawfiiq Company, However from this a population a sample of 113 selected employees from Tawfiiq Company was considered. This minimum sample size was computed using the Morgan and Krejcie (1970) table for determining sample size from a given population as cited in Amin (2013). Self-administered questionnaires were used in the study so as to make sure that questionnaire reaches the intended respondents. Section A includes demographic characteristics; section B included organization development and employee performance in Tawfiiq Company. From the data gathering and interpretation of results the study findings from objective one of the study revealed a positive relationship between training and employee’s performance in Tawfiiq Company in Bosaso Puntland Somalia, more so objective two the findings of the study indicated a positive significant relationship between job mentoring and employee’s performance in Tawfiiq Company in Bosaso Puntland Somalia and objective three the findings of the study revealed that a positive significant relationship between job rotation and employee’s performance in Tawfiiq Company in Bosaso Puntland Somalia. Based on the empirical findings from the study, it is concluded that, Job rotation, job mentoring and Job training affect the employees’ job performances positively, significantly and favourably in businesses. The recommend that job training should be enhanced through induction and orientation of new employees should be given priority. In addition, performance appraisal criteria should be used as a major mechanism of identifying training needs assessments, and other factors needed to be in harmony for the staff performance to go on smoothly. Secondly, the study recommend the management to prepare an effective job mentoring scheme for employee performance through preparing an environment for employees which lead to social interaction coupled with exchange of knowledge in an organizational framework to boost staff morale for group activities. Thirdly, job rotation need to be developed were motivational systems should be determined for implementing job rotation policy; payment processes should also be performed based on performance and particularly learning diverse skills in motivational systems. Finally in contribution to the knowledge of study this research is not exhaustive. It has only added vital value to the existing researches, because as time changes and technological development improves, more researches will be needed to adjust to the changes. Therefore, investigating on the influence of job rotation on performance by considering skill variation and job satisfaction of both private and public organizational efficiencies should not be left behind.|
|Description:||Research report submitted to the College of Economics and Management in partial fulfillment of the requirements of the Award of a Masters of Business Administration and Management of Kampala International University|
|Appears in Collections:||Bachelor of Business Administration (BBA)|
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