Knowledge and Perception Towards Covid 19 Transmission and Prevention Among Nurses in Specialist Hospital Gombe.
CHAPTER ONE
OBJECTIVES OF THE STUDY
The purpose and the objectives of this research work are:
- To conduct a study into the impact of effective organization structure on employees performance in an organization.
- To access what effective organization structure is, the theory and practice.
- To examine and determine the impact of employees performance in the context of effective organization structure.
- To enhance employees performance in an organization.
CHAPTER TWO
REVIEW OF RELATED LITERATURE
Introduction
Company performance is a complete view of a company within a certain period, this shows the results or achievements of the company’s operational activities. (Dessler, Paulo, & Town, 2015). Performance is a general term used for part or all of the actions or activities of an organization at a certain time with reference to standard amounts such as past or projected costs, on the basis of efficiency, accountability or accountability of management and the like (Srimindarti, 2004). Company performance is the work of a person or group of people in an organization or company based on the duties and authority and responsibilities given in an effort to achieve the goals set by the company legally and do not violate existing laws and norms, (Rivai, 2004). According to (Dessler et al., 2015), performance appraisal means evaluating employee performance at present and in the past based on performance standards, performance appraisal assumes that employees understand their performance standards, and there is feedback from subordinates to superiors. Performance appraisal refers to a formal and structured system used to measure, assess and influence traits related to work, behavior and results, including the level of absence, thus, performance appraisal is the work of employees within the scope of their responsibilities Shabbir, (2017) assessed the effect of organizational structure on employee performance in brewing in Nigeria. Internal and external factors have a positive and significant influence on company performance, and the formalization of organizational structure is positively and significantly influences employee performance. (Tran & Tian, 2013), evaluating the factors that influence organizational structure and the impact on company performance, in this case the organizational structure is divided into two groups, namely internal factors and external factors in influencing organizational structure. (Kalowski, 2015). Looking at changes in organizational structure in affecting the market, a group of organizations pay attention to internal factors (complexity, Technological, Qualification of Employees and Managers, Location, Organizational Culture, Type, Development, ineffective, Legal Form, control, size, age, and history) in influencing performance The company’s main thing is to emphasize development strategies, types of activities and markets, as well as employee and manager qualifications in the organizational structure.
CHAPTER THREE
RESEARCH METHODOLOGY
RESEARCH DESIGN
The researcher used descriptive research survey design in building up this project work the choice of this research design was considered appropriate because of its advantages of identifying attributes of a large population from a group of individuals. The design was suitable for the study as the study sought to effects of organization structure on employees performance
SOURCES OF DATA COLLECTION
Data were collected from two main sources namely:
- Primary source and
- Secondary source
Primary source: Personal interview was conducted with the staff of first bank of Nigeria plc.
Secondary source: The secondary formed the major theoretical part that was derived through critical review of library and also other related literature (material written by others researchers).
POPULATION OF THE STUDY
Population of a study is a group of persons or aggregate items, things the researcher is interested in getting information on effects of organization structure on employees performance. 200 staffs of Nigeria Liquefied Natural Gas Ltd was selected randomly by the researcher as the population of the study.
CHAPTER FOUR
PRESENTATION ANALYSIS INTERPRETATION OF DATA
Introduction
Efforts will be made at this stage to present, analyze and interpret the data collected during the field survey. This presentation will be based on the responses from the completed questionnaires. The result of this exercise will be summarized in tabular forms for easy references and analysis. It will also show answers to questions relating to the research questions for this research study. The researcher employed simple percentage in the analysis.
DATA ANALYSIS
The data collected from the respondents were analyzed in tabular form with simple percentage for easy understanding.
A total of 133(one hundred and thirty three) questionnaires were distributed and 133 questionnaires were returned.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
It is important to ascertain that the objective of this study was to ascertain effects of organization structure on employees performance
In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations made which in the opinion of the researcher will be of benefits in addressing the challenges effects of organization structure on employee’s performance
Summary
This study was on effects of organization structure on employees performance. Five objectives were raised which included: To conduct a study into the impact of effective organization structure on employees performance in an organization, to access what effective organization structure is, the theory and practice, to examine and determine the impact of employees performance in the context of effective organization structure and to enhance employees performance in an organization. In line with these objectives, two research hypotheses were formulated and two null hypotheses were posited. The total population for the study is 200 staff of Nigeria Liquefied Natural Gas Ltd, Lagos state. The researcher used questionnaires as the instrument for the data collection. Descriptive Survey research design was adopted for this study. A total of 133 respondents made directors, supervisors, senior staff and junior staffs were used for the study. The data collected were presented in tables and analyzed using simple percentages and frequencies
Conclusion
It can be concluded that the complexity and nature of hierarchical have a positive influence on company performance and the results also show this effect is not significant. Formalization and technology have a positive and significant influence on company performance. The results and findings suggests the conclusions that decentralization improves effective decision making, task routine has both positive and negative effects on productivity, and narrow span of control has a positive relationship with efficiency.
Recommendation
- Lower level managers should be allowed to participate in the decision making process in other to foster goal congruence and avoid sub optimization in organizations.
- Managers should combine elements of both task routine and variety in organizing employees for carrying out task in order to reap the advantages of both systems of task assignment.
- Employees should be empowered to be more innovative in carrying out tasks, whether routine or not.
- Managers and business owners should ensure that span of control is kept at a level that can be effectively handled by the individual manager. That is, the ability of the manager should be properly considered.
References
- Anderson, P., and M. Pulich, 2000, Retaining Good Employees in Tough Times. The Health Care Manager. 2
- Argote, L., 1999, Organizational Learning: Creating, Retaining, and Transferring Knowledge. Boston, Kluwer Academic. 3.
- Bolman, L.G., and T.E. Deal, 1997, Reframing Organisations: Artistry, Choice and Leadership. JosseBass; San Francisco. 4.
- Bernd, V., 2007, Ten Organizational Structure and Control, Berlin School of Economics. 5.
- Bradley, R., and Francesca, G., 2011, Harvard Business Review: Specialization and Variety in Repetitive Tasks; Evidence from a Japanese Bank. 6.
- Burns, T., and G. Stalker, 1961, The Management of Innovation, London, Tavistock. 7.
- Cellier, J.M. and H. Eyrolle, 1992, Interference Between Switched Tasks. Ergonomics. 8.
- Child, J., 2005, Organization: Contemporary principles and practice, Blackwell Publishing. 9.
- Clemmer, J., 2003, Organization Structure Limits or Liberates High Performance. 10.tension, 50(2): 1-5.
