Performance Management and Employees’ Productivity in the Ministry of Lands, Environment and Natural Resources of Taita Taveta County, Kenya

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dc.contributor.advisorLawrence Wainainaen_US
dc.contributor.authorMwasawa, Dorothy Ndembo
dc.date.accessioned2022-03-29T08:21:31Z
dc.date.available2022-03-29T08:21:31Z
dc.date.issued2021
dc.descriptionResearch Project Submitted to Department of Business Administration in the School of Business in Partial Fulfillment of the Requirements for the Award of Masters of Business Administration (Human Resource Management) of Kenyatta University, November, 2021en_US
dc.description.abstractAttaining institution objectives has become fundamental, hence, dictating the need for enhancing productivity and performance of employees.Employee productivity in public institutions is questionable and measures to counter the problem are being sort tirelessly, and this has turned out to be a crucial facet for human resource management.The main goal of the research was to find out the effect of performance management on employees’ productivity in the Ministry of Lands, Environment and Natural Resources in Taita Taveta County.The specific objectives which guided the study were performance planning, performance supervision, performance feedback and professional development plans in the Ministry.Theoretical framework was based on goal setting theory, expectancy theory and equity theory.Conceptual context comprised of four predictors forming the independent variables and employees’ productivity making the dependent variable. Descriptive research design was adopted in generation of data. Target population for the study was 262 employees from five distinct directorates. Stratified random sampling was implemented in order to produce a typical sample for the study. Questionnaires were used to gather facts, and it comprised of open and closed-ended questions. The research instrument was pilot tested before the actual data collection in order to ascertain its level of reliability and respondents were requested to correct the contents in the questionnaire and experts were consulted inorder to enhance the instrument’s validity.Sorting was conducted on the collected data. Descriptive statistics was employed to analyze collected data with the aid of Statistical Package for Social Sciences (SPSS) version 20 software.In addition, inferential statistics that defines correlation and forecasting which includes multiple regression analysis was applied to measure the strength of the relationship existing between the independent and dependent variables.The study established that performance planning , performance supervision,performance feedback and professional/personal development plans had a positive connection with employee productivity. According to the findings of the study,all the independent variables individually had a positive relationship with the dependent variable. Therefore, the study recommends that, proper performance planning in an organization should be done at the beginning of the year as it ensures that not only organizational goals are met, but these goals can be used for measuring the employee performance in an objective manner. The plan establishes the employee’s indispensable work responsibilities, accountabilities, and critical performance objectives that need to be achieved or performed during the performance period. Institutions need to strive towards achieving effective supervision since it provides an innocuous envionment for employees to reflect on their practice, as well as to develop skills and knowledge.The delivery of effective supervision is heavily dependent on the organisational context due to the dynamics surrounding the role of supervision.Providing them with relevant training and support and allowing them to properly place their surbodinates will reduce the challenges they are encountering while executing their mandate. In order to give effective feedback, development of measurable indicators and sharing them with employees is paramount. Employee feedback need to the provided in a consistent and objective manner. Employees are able to embrace change more easily, assured and contented once an open channel of communication has been established between employers and employees, particularly concerning all aspects of performance. All employees should have an active professional development plan in place.Professional planning should not take place only after an employee is known as needing development, it should be viewed as systematic approach to developing employees skills.en_US
dc.description.sponsorshipenyatta Universityen_US
dc.identifier.urihttp://ir-library.ku.ac.ke/handle/123456789/23383
dc.language.isoenen_US
dc.publisherKenyatta Universityen_US
dc.subjectPerformance Managementen_US
dc.subjectEmployees’ Productivityen_US
dc.subjectMinistry of Landsen_US
dc.subjectEnvironmenten_US
dc.subjectNatural Resourcesen_US
dc.subjectTaita Taveta Countyen_US
dc.subjectKenyaen_US
dc.titlePerformance Management and Employees’ Productivity in the Ministry of Lands, Environment and Natural Resources of Taita Taveta County, Kenyaen_US
dc.typeThesisen_US
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