Career plateauing and employee performance among middle management staff in the Kenya Power Company
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Date
2012-09
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Kampala International University, College of Economics and Management
Abstract
This study established the relationship between career plateauing and employee
performance in Kenya Power Company in Kenya. The study was guided by five
objectives, determine; profile of respondents, level of career plateauing, level of
employee performance, whether there significant difference in level of career plateauing
and employee performance of Kenya Power Company and whether there was significant
relationship in the level of career plateauing and employee performance of Kenya Power
Company. A descriptive research design was used to collect data from 116 respondents
using self administered questionnaires as the main data collection instruments in the
four administrative regions of Kenya Power Company. The findings established that
there were high level of career plateauing, high level of employee performance, no
significant difference between career plateauing and employee performance and there
was no significant relationship between career plateauing and employee performance,
accepting the Null hypothesis. Arising from the findings, appropriate conclusions,
recommendations and areas of further research were made. Conclusions were made in
line with the purpose of the study; the study concurred with Maslow’s (1954) theory of
needs which assert that indeed there are factors influencing career plateauing. The
theory of needs, which hold that within every individual, there exists a hierarchy of five
needs and that each must be satisfied before an individual pursues the next higher level
of need, no significance difference (F= 113.34, Sig=O.000), significant relationship
between career platauing and employee performance was established(r= 0.656,
sig.O.000) and regression indicated by high adjusted R squared of 66% was
established. Recommendations based on findings were that Kenya Power Company;
enrich jobs for staff, develop a mentoring program, differentiate between plateaued and
permanently stalled staff, develop system of participative /consultative performance
review and identify causes of career plateauing, Research on identifying other
dimensions of career plateauing and effects of self consolidation as a factor of human
resource on employee performance are suggested as areas of further study.
Description
A Thesis Presented to the Collage of Higher Degrees and Research Kampala International University Kampala, Uganda in Partial Fulfillment of the Requirements for the Degree of Master of Business Administration (Management)
Keywords
Career plateauing, Employee performance, Middle management staff, Kenya Power Company