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EFFECTIVE COMMUNICATION AS A TOOL FOR DETERMINING EMPLOYEE JOB PERFORMANCE

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RESEARCH INFORMATION

: EFFECTIVE COMMUNICATION AS A TOOL FOR DETERMINING EMPLOYEE JOB PERFORMANCE
: Chapter 1 – 5
: #3, 000
: Ms Word format

This study, EFFECTIVE COMMUNICATION AS A TOOL FOR DETERMINING EMPLOYEE JOB PERFORMANCE contains concise information that will serve as a framework or guide for your project work. The project study is well-researched for academic purposes and are usually provided in complete chapters with adequate References.

Keywords: EFFECTIVE COMMUNICATION AS A TOOL FOR DETERMINING EMPLOYEE JOB PERFORMANCE

RESEARCH BODY

TABLE OF CONTENTS

CHAPTER ONE

1.0     INTRODUCTION

1.1     BACKGROUND OF THE STUDY

1.2     STATEMENT OF THE PROBLEM

1.3     OBJECTIVES OF THE STUDY

1.4     RESEARCH QUESTIONS

1.5     SIGNIFICANCE OF THE STUDY

1.6     SCOPE OF THE STUDY

1.7     LIMITATION OF THE STUDY

1.8     DEFINITION OF TERMS

CHAPTER TWO

2.0     LITERATURE REVIEW

2.1     CONCEPTUAL CLARIFICATION

2.2     THEORETICAL FRAMEWORK

2.3     EMPIRICAL REVIEW

2.4     SUMMARY OF LITERATURE REVIEW

CHAPTER THREE

3.0     RESEARCH METHODOLOGY

3.1     RESEARCH DESIGN

3.2     AREA OF STUDY

3.3     POPULATION OF THE STUDY

3.4     RESEARCH SAMPLE AND SAMPLING TECHNIQUE

3.5     INSTRUMENT FOR DATA COLLECTION

3.6     VALIDITY OF THE INSTRUMENT

3.7     METHOD OF DATA COLLECTION

3.8     METHOD OF DATA ANALYSIS

CHAPTER FOUR

4.0     DATA ANALYSIS AND PRESENTATION

CHAPTER FIVE

5.0     SUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATION

5.1     SUMMARY

5.2     CONCLUSION

5.3     RECOMMENDATIONS

5.4     LIMITATION

5.5     SUGGESTION FOR FUTHER STUDY

REFRENCE

APPENDIX

CHAPTER ONE

  • INTRODUCTION

1.1              BACKGROUND TO THE STUDY

Communication refers to the process by which information is transmitted and understood between two or more people” (McShane & Von Glinow, 2005). The word communication has a rich and complex history. It first appeared in English language in the fourteen century, taken from the Latin word communication which means to impact, share or make common. Bateman (2002), defined communication as the transmission of information and meaning from one party to another through the use of shared symbol. It is a well-known fact that communication plays a coordinal and integrating role in the management of the affairs of any organization whether in the function of planning, organizing, staffing, leading or controlling. Communication is one of the primary areas for understanding human behavior, Rami (2000). Communication is an essential tool for management, which is used to carry the whole organization as a single being.

Communication is an integral part of the organizational process as the flow of communication up and down the organizational hierarchy has its effects on efficiency, decision- making and morale of organizations. Thus, effective communication is regarded as the foundation of organizations today (Witherspoon, 1997; Von Krogh e al., 2000). Communication strategies are common in the business world, where they are used as part of a business plan, detailing how to communicate with various groups of people.

A single business may have multiple strategies for different categories of people, such as clients, investors, competitors or employees. Some companies even have an internal communication strategy for communicating within the business itself. These strategies are used to determine things like what information to share with the clients or investors, as well as how that information should be presented.

According to the U.S. Bureau of Labor Statistics (2012) the unemployment rate was at an all-time high in 1983 at 10.4% and fluctuated at lower levels over the next seventeen years until 2010 when it rose to 9.7%. People across the country have been affected by the economy and jobless rate, causing depression, frustration, and stress (APA, 2012). In recent years, feelings of worry have permeated organizations. This would arguably indicate an overall sense of anxiety and worry among the workers in most organizations leading to the reasonable conclusion that many would benefit from improving employee relations, communication, and morale (Waggoner, 2013). A Conference Board survey released in January of 2010 found that only 45% of workers surveyed were happy at their jobs (Anchor, 2009; (Allen 1992; Allen 1995; Neves & Eisenberger, 2012). A large part of the problem is that managers have traditionally worked to improve employee productivity and job satisfaction by addressing problems in a negative manner (Anchor, 2009; Miller, 2006; Waggoner, 2013). However, Anchor (2009) concludes that if employers strive only toward eliminating undesirable workplace behaviors, such as procrastination, not meeting deadlines or poor customer relations, they will plateau at an average status, missing the opportunity for stellar achievement and success. While negative-oriented problem solving is a normal human response to difficulty in any aspect of life, companies and organizations that learn to focus on what is working, rather than what is not, will experience more long-term employee satisfaction (Anchor, 2009; Miller, 2006; Waggoner, 2013). This in turn will result in substantive organizational success (Anchor, 2009). Organizations that learn to focus on what is working and help employees to strive toward the positive will become more successful with more satisfied employees (Anchor, 2009; Leonsis, 2010).

1.2     STATEMENT OF THE PROBLEM

Many industrial disputes originate due to failure in communication. Hence it is important to stress that in communication, emotions, environment, psychological and technical characteristics of the medium is relevance to enhance the organizational performance. In the view of Okoye (2004), psychologically transmission goes beyond reception of information but understanding and feedback. Most organizational conflict has been traced to breakage in communication as supported by (Lee, 2003; Scott, 2004). According to Chudi –Oji (2013), In spite of the laudable roles of effective communication in improving organizational performances, it is regrettable that some faculties pay lip service to the maintenance of effective communication systems. Change is a gradual and continuous process, giving room for inputs and adjustments. The new innovations, e-classroom, ICT awareness and appraisal methods are good in itself but the medium and level of communication is problematic. Furthermore, the constant delay in accessing information by staff seems to limit their academic performance, which could create maladministration in coordinating of organizational activities. Therefore, performance of employees in relation with their duties and responsibility seems to question their communication techniques in terms of performance in The University. Exposure of staff to the innovations in the university in terms of communication channels have experienced shortcoming which if not adequately addressed may lead to poor performance of the university in the stream of affairs among other universities in the country. These problems mentioned above, has posed the following questions that would guide the study and thereby enhance quality of effective communication in the Nnamdi Azikiwe University

1.3     OBJECTIVE OF THE STUDY

The main objective of the study is to find out the influence of effective communication to determine employee job performance, specifically the study intends to:

  1. Find out the factors that determine employee job performance
  2. Investigate the challenges that hinders effective communication
  3. Find out the influence of effective communication on employee job performance

1.4     RESEARCH QUESTIONS

  1. What the factors that determine employee job performance
  2. What is the challenges that hinders effective communication
  3. Is there any significance influence of effective communication on employee job performance

1.5     RESEARCH HYPOTHESIS

Ho: there is no significance influence of effective communication on employee job performance

Hi: there is significance influence of effective communication on employee job performance

1.6     SIGNIFICANCE OF THE STUDY

1.7     SCOPE OF THE STUDY

The scope of the study is wide. This is because the the economy. Therefore, the researcher intends to limit the study of the impact of youth unemployment on Markudi local government area in benue state, but will generalize the result with what can be obtainable in the Nigerian economy as a whole.

1.8     DELIMITATION OF THE STUDY

However, in the course of carrying out this research work, the researcher can foresee some limitations which include; insufficient financing, insufficient data for the research work and the time required for the project to be concluded.

Keywords: EFFECTIVE COMMUNICATION AS A TOOL FOR DETERMINING EMPLOYEE JOB PERFORMANCE



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