Employee Performance

Aim of the study: The relationship between organizational culture and performance has been study and a clear link between them has been identified by certain researcher's research. The main aim of research article is to identify and measure strong relationship between performance and organizational culture. Methodology: Literature review is adopted as methodology to assess the culture of an organization impacts upon process, employees and systems. Findings: Certain dimensions of culture have been identified so far and research shows that value and norms of an organization were based upon employee relationship. The goal of an organization is to increase level of performance by designing strategies. The performance management system has been measured by balance scorecard and by understanding nature and ability of system culture of an organization have been identified. Recommendation: The strong culture of an organization based upon managers and leaders help in improving level of performance. Managers relate organization performance and culture to each other as they help in providing competitive advantage to firms.

This research is intended to prove and analyze the effect of transformational leadership, religiosity, job satisfaction, and organizational culture variables on the employees ’ Organizational Citizenship Behavior (OCB) and performance in the Regional Offices ofthe National Institute of Public Administration (NIPA) in Indonesia. The population of this research is 198 employees from the four NIPA’s regional offices. The number of respondent as the sample for the survey is 153 employees. An inferential and descriptive statistical tool using SmartPLS software is used to analyze data.The result of the research showed that transformational leadership and job satisfaction variables have no positive and significant influence on OCB. Religiosity variable, however, displayed positive and significant impact, while organizational culture variable showed significant impact on OCB respectively. Transformational leadership and job satisfaction variables showed no significant influence on the emplo...

Sentiments are mental attitudes and play an important role in forming opinions. Sentiment and emotion are interchangeably used, however have different meanings. The sentiment is a mental attitude or a thought influenced by emotion and has an important role in forming opinions and influencing future decisions of others. Employees are knowledgeable assets for any organization, and their sentiments about their organization, managers, co-workers, etc. create an opinion. The emotional well-being of employees has a direct relationship with the performance of the organization. The World Health Organization declared COVID-19 as a pandemic on March 11, 2020. Many countries declared lockdowns, with unimaginable restrictions to control the spread of this pandemic. This resulted in organizations swiftly adapting to work-fromhome methods, almost overnight. This paper studies the sentiments and emotional wellbeing of employees during the COVID-19 pandemic. The study was conducted undertaking a review of the literature and adopting a framework for sentiment analysis and emotional wellbeing. The study shows that employees have mixed sentiments of feeling excited, positive, anxious, angry, and negative. Most of the participants with positive and excited sentiments believe that this pandemic has created a challenge as well as an opportunity.

Abstract- The aim of this study was to assess the effects of staff motivation on the performance of employees at the public universities in Kenya. Specifically the study seeks to find out the effect of motivation stress factors on the performance of employees in public universities in Kenya. The study employed a cross-sectional evaluation survey approach. This used both qualitative and quantitative methods in the selection of the participants and collection of data. Cluster sampling was employed to select 384 respondents. Data collection instruments included interviews, questionnaires and document reviews. The collected data was captured in MS Excel and analyzed using SPSS version 24 (Statistical Package for Social Scientists). Linear regression analysis and Pearson’s correlation coefficient were run to determine relationship between stress factors and workers performance. The analyzed data was presented in suitable graphs, charts and tables. By correlating the determinants of stres...

The purpose of this paper is to consider the influence, scope, limitations, barriers, and challenges imposed on employment by the existing condition brought on by coronavirus 2019 (COVID-19) health crisis, along with the potential consequences. An in-depth literature review was conducted of the current COVID-19 crisis, along with similar pandemics in recent history, and the effect of such events on global employment, unemployment, and economic activities. The research focus is primarily on the impact of COVID-19 from January to May 2020 , i.e. the first months of global awareness of the threat posed by the virus In January 2020, the increasing number of COVID-19 infections resulted in orders to stay-at-home or observe social and physical distancing restrictions, which subsequently led to the shutdown of industrial production, financial markets, corporate offices, businesses, events, and different operation management activities in order to minimize the transmission of the virus. The...

Amaç – Bu çalışmanın amacı; yalın yönetim anlayışının, çalışanların görev performansına etkilerini araştırmaktır. Yalın yönetim anlayışı, yalnızca tek bir birim üzerinde değil işletmelerin hem üretim hem de yönetim kademesi de dahil bütün birimlerde bütüncül bir yaklaşım içinde yalınlaşmayı öngörmektedir. Yalın yönetim uygulamaları, çalışanların performanslarının arttırabilmesi açısından önemli bir role sahiptir. Dolayısıyla, yalın yönetim anlayışını benimseyen işletmeler; hem rekabet avantajı elde edebilmekte, hem varlıklarını devam ettirebilmek için avantaj elde edebilmekte, hem de çalışan performansını arttırabilmektedirler. Yöntem – Bu çalışmada niceliksel yöntemle, neden sonuç ilişkisini ortaya koyacak olan anket uygulaması ile araştırmanın verileri elde edilmiş ve faktör analizleri ile güvenilirlik analizi, Anova ve Regresyon analizi gibi istatistiki tekniklerle SPSS istatistik programı aracılığıyla; araştırmanın amacına yönelik oluşturan hipotezler analiz edilmiştir. Araştırmanın evrenini, Ankara İli Yenimahalle İlçesinde faaliyet gösteren özel bankalardır. İlgili bankalarda çalışan 417adet kişi çalışmanın örneklemini oluşturmuştur. Bulgular – Yalın yönetim uygulamalarının (p=0,000), çalışanların görev performansını istatistiksel olarak anlamlı düzeyde etkilediği saptanmıştır. Ayrıca, kişilerin yönetici tutumu ortalamalarının; eğitim düzeylerine farklılık gösterdiği tespit edilmiştir. Tartışma – Bu çalışma yalın yönetim uygulamalarının, çalışanların performansları üzerine etkilerinin analiz edilmesi açısından önemlidir. Dolayısıyla, yalın yönetim anlayışıyla, çalışanların katılımlarının artırılması; işletmelerin verimliliğini ve çalışanların motivasyonlarını artırabilecektir. Yalın yönetim yaklaşımlarının benimsenmesinin sonucunda; israfın azaltılması, müşterilerin istedikleri değerlerin belirtilmesi, mükemmeliyetçi yönetim anlayışının benimsenmesi, her ürün ve hizmet için değer akışlarının belirlenmesi, bunların sürekli hale getirilmesi ve verimsiz girişimlerin kârlı yatırımlara yöneltilmesi söz konusu olabilir. Purpose – The purpose of this study; is to investigate the effects of lean management approach on employee performance. The lean management approach envisages simplification not only on a single unit but also on a holistic approach in all units, including both the production and management levels of the enterprises. Lean management practices play an important role in enhancing the performance of employees. Businesses that adopt a lean management approach can both gain competitive advantage and gain advantage in order to maintain their assets and increase employee performance. Design/methodology/approach – In this study, the data of the research will be obtained with the quantitative method, the questionnaire application that will reveal the cause and effect relationship, and through the statistical techniques such as factor analysis and reliability analysis, Anova and Regression analysis, through the SPSS statistics program; Hypotheses forming for the purpose of the research were analyzed. The universe of the research is private banks operating in Yenimahalle District of Ankara Province. 417 people working in the relevant banks formed the sample of the study. Findings – It has been determined that lean management practices (p = 0,000) have a statistically significant effect on employee performance. In addition, the average of attitudes of individuals; It was determined that they differ in education levels. Discussion – This study is important for analyzing the effects of lean management practices on the performance of employees. Therefore, increasing the participation of employees with a lean management approach; will be able to increase the efficiency of businesses and motivation of employees. As a result of the adoption of lean management approaches; reducing waste, specifying the values customers want, adopting a perfectionist management approach, determining the value flows for each product and service, making them continuous and directing inefficient initiatives to profitable investments.

The purpose of this research was to analyze organizational performance improvement strategies in the Center for Testing the Implementation of New Fisheries Products (BBP2HP). The research was conducted using AHP (Analytical Hierarchy Process) method with Expert Choice software to analyze the structure and the main strategy alternatives. The analysis was based on primary data obtained through interviews with 11 experts. Research results showed that human resource development policy was the most crucial strategy in improving BBP2HP organizational performance with training and development as an integral part of the strategy. The results also showed that the factor of leadership was of most importance in ensuring that the strategy of improving organizational performance. In that regard, leadership qualities of BBP2HP head was identified as the most critical and influential actor in improving BBP2HP organizational performance Meanwhile, providing excellent services was identified as the ...

This study aims to determine the effect of organizational culture and work environment on employee performance simultaneously, to know the influence of organizational culture on partial employee performance, to know the influence of work environment on partial employee performance, to know influence of organizational commitment to partial employee performance, organization on employee performance through organizational commitment variable and know the influence of work environment on employee performance through organizational commitment. Research conducted on employees of PT. CiwangiBerlian Motor.

The sampling technique used saturated sample method involving 152 people. Data analysis using path analysis. Based on the results of the research note that the variables of organizational culture and work environment affect the performance of employees simultaneously. The effect of organizational culture on employee performance is 0.252. The influence of organizational culture on employee performance through organizational commitment is 0.427 x 0.403 = 0.172.The direct effect of work environment on employee performance is 0.798. While the influence of work environment on employee performance through organizational commitment is 0,305 x 0,403 = 0,123. In this case, the direct influence is greater than the indirect effect so that it can be said that the organizational commitment variable is not an intervening variable.

The advent and quest to make life much easier by the use of advanced technology is ongoing and the end is not in sight. Although, technology has contributed greatly to meaningful life and has actually help in increasing employee productivity, provide platform for flexi-work arrangement, enhance employee efficiency and improve employees’ performance for competitive advantage, nonetheless, it has its dark sides of inducing stress on the user which consequently bring untold hardship, health challenges to employees and hence lead to poor performance and loss of revenue to the organisation which consequently constitute environmental hazards. In view of foregoing, this paper takes a cursory look on technostress and x-ray some concerns for employees wellness and job. Theory of Reasoned Action (TRA) and Technology Adoption Model (TAM) were adopted in this study. Longitudinal research design was used for the study. It was found out that technostress posed numerous challenges to the survival of organization even though technology came to existence with a view to assist organizations do better but on the human side, it is an antecedent to job performance. Other challenges noted include those ones faced by aged workforce and the millennial. Suggestions were made as to the mitigation of the challenges posed by the stress induced by the use of technology in workplaces. Based on the findings of this study, some recommendations were advanced which include training, strategic policy formulation and implementation by the government and adherence by the work organizations on health and safety of employees a workplace. Strategic HRM practices were recommended for organizations to address the issues of job satisfaction and employees performance.

Purpose Workplace incivility (WPI) and are the most alarming negative event of the workplaces, these negative events can cause unadorned damages for all the workforces and on the whole organization as well, so this issue needs to be addressed properly. This research study is designed to study the impacts of WPI on employee performance (EP) with mediating role of psychological well-being (PWB) for the female employees working in the health care units and hospitals of the Azad Jammu and Kashmir, Pakistan. Design/methodology/approach For empirical analysis Structural Equation Model (SEM) performed by using AMOS 21.0 to test the hypotheses of the study. Statistical results revealed significant and negative influence of WPI on EP. Current study also analyze direct and mediating role PWB. Findings It is found that WPI has negative outcomes for the performance of female nurses in the health sector of AJK, Pakistan. The results of the study show sufficient support for greater part of hypotheses. Statistical results revealed significant and negative influence of workplace incivility on employee performance (EP). Current study also analyze direct and mediating role of psychological well-being. Statistical and direct analysis indicates that psychological well-being has negative and significance impact on performance. Moreover, in mediation analysis psychological well-being mediates the association between incivility and performance. Research limitations/implications Current study is limited to analyzing negative consequences incivility, but further analysis can be done. E.g., performance of employees can be analyzed after implementation of adequate environment, training of employees and formulation policies that reduce stress at workplace. Practical implications Current study is applicable for health care sector of Pakistan, as rare studies theoretically and empirically examined influence of bullying on performance of nurses in health sector AJ&K, Pakistan specially with mediating role of PWB. Finding of current research will enable health care sector of Pakistan to formulate strategies and create friendly environment for nurses to enhance their efficiency and performance. Originality/value This paper theoretically contributes for health care centers to minimize the negative events from workplaces in order to yield better productivity. From the health sector perspectives this study explores that psychological well-being is badly affected by the negative event (WPI) and in result the performance of the nurses is not as required.

This dissertation contains the findings of a research project that investigated the relationship between employee benefits and employee satisfaction at Google. The performance of an organization highly depends on how motivated the employees are as this directly impacts on the efforts of the employees. Satisfied and motivated employees would put in the right efforts that will help an organization achieve the set objectives and goals. Therefore, this dissertation explores the types of employee benefits at Google, employee satisfaction and the impact of employee satisfaction on the operations of Google. This study has centred on exploratory research process rather than analytical research as the topic under research is itself exploratory. The findings presented are based on exhaustive questionnaires and interviews with 70 respondents being employees and remaining 30 respondents being managers respectively.

The study’s objective was to examine the attitudinal dispensation of employee to the
breastfeeding mothers in the selected organization, with the beam light on Abraham Adesanya
Polytechnic, Ijebu-Igbo Ogun State, South-West, Nigeria.
Four specific objectives with the same number of researchable questions/hypotheses were
enumerated, answered and tested. Stratified Sampling and Convenient Sampling were employed
to select one hundred (100) participants from the target population. Questionnaire is the
research, data gathering instrument and data gathered were analyzed in tabular form. The
empirical findings revealed that Nigeria’s rate of exclusive breastfeeding was 24 percent, well
below the 50 percent target set by the World Health Assembly for 2025. When children are not
breastfed, they are at higher risk of illness and death.
Findings showed that the variables like mothers level of knowledge, mother's attitude towards
exclusive breastfeeding, mothers, and level of education among others were all significant to
their practice of exclusive of breastfeeding, while cultural beliefs are not associated with
exclusive breastfeeding practice.
The researcher makes sufficient conclusions and recommendations as to how the SD goal could
be achieved.

The main purpose of writing this journal is to find out how important the influence of motivation is in improving the performance of employees. Employee performance is influenced by various factors, such as motivation, competence, environment, and technology. Motivation is one of the most important factors in supporting employee productivity, without motivation, an employee will lose enthusiasm for work. A company leader in increasing employee motivation must use appropriate methods by the situation of the company and employees. because every employee has different behaviors and actions at work so the provision of motivation must be different as well. Highly motivated individuals mean that these individuals have strong reasons for achieving the expected performance. Conversely, individuals with low motivation certainly cannot contribute optimally to their performance.

Growth oriented mindset and progressive globalization the expectations of various stake holders in startups have also raised leading to the need for motivated workforce. The Motivational factors are described as indefinite because they constantly change with time, as pointed out by Kovach (1987).Hence the need is also felt to review some of the important drives/motivational factors.The key purpose this study holds is to identify important factors that motivate an employee at early stage of his career i.e. from first year of employability to five years and so on. Methods/Approach: The paper is based on research that includes a survey in an IT startup where 40 respondents' data was collected. The researcher employed spearman's rank correlation coefficient, mean, percentages to verify differences in the five key motivators in the workplace. Results &Conclusions: Factors affecting Motivation changes as the number of the years of employability within the organization increases. Using this key information, managers and employers can apply important MOS (Measures of Success) which will enhance the motivation level of the employees and also result in higher productivity. In Modern context the motivation factors need to be specific for specific set of employees rather to be generic.

Randeree, K., Chaudhry, A., Leadership: The Employee Perspective - A Study in Dubai’s Construction Industry, 5th International Business Research (IBR) Conference: “Strands of Development”, 26 - 27 April 2007, Dubai, United Arab Emirates.
Dubai is a regional leader in infrastructure development. Rapid growth has led to project management gaining tremendous importance in the construction sector. Employees are an important part of any industry and their job satisfaction and organisational commitment affects the turnover rate and productivity of a company (Benkhoff, 1997; Randeree and Chaudhry, pending). Leadership has a strong influence on employees' job satisfaction and organisational commitment (Lok & Crawford, 1999). Thus, it is vital to examine leadership styles in a rapidly growing industry in what is also such a cosmopolitan city. Hence, the research undertaken aims to study leadership styles in construction project management in Dubai. The findings show that employees feel that Consensus and Team Management leadership styles are predominant in the industry and employees have shown preference for working under these leadership styles.

The purpose of this study is to determine how the effect of job training and discipline toward employee performance at Telkom Education Foundation (YPT) either partially or simultaneously at the same time  to find out how much that effect. The method used in this research is survey method, by distributing questionnaires to all YPT employees and equipped with secondary data from both available literature from inside and outside of  YPT. The results using multiple regression analysis shows there is very strong and positive effect of job training toward employee performance of 0.830. Subsequent analysis of the effect of work discipline toward employee performance is also very strong and positive with a coefficient of determination value of 0.728. And when tested it simultanously there is effect of job training and discipline toward employee performance of 85.8%. From those results it couldbe concluded that the training program and work discipline are applied at YPT has been very strong and positive impact toward employee performance.

Orientation: The continuous growth of employee attrition, especially within the highly skilled talent pool, is becoming increasingly problematic. Therefore, one should continually explore the different factors that impact employee retention and performance. This casts the attention to the person–environment fit and workplace flourishing (WF).

Research purpose: This study explored relationships among person–environment fit, WF, intention to leave (ITL), in-role performance and organisational citizenship behaviour.

Motivation for the study: Disease-driven research heavily outweighs health promotion
research. Therefore, more research is needed regarding positive employee behaviours such as strengths, optimal functioning and flourishing.

Research approach/design and method: A cross-sectional survey design was used with 258 secondary school teachers from two Gauteng districts. The Perceived Fit, Flourishing-at-Work, Turnover Intention, In-Role Behaviour and Organisational Citizenship Behaviour scales were administered. Structural equation modelling and mediational analyses were performed.

Main findings: Results confirmed WF’s three-factor structure. Person–environment fit
positively associated with WF. Workplace flourishing negatively related to ITL, while positively relating to in-role performance and organisational citizenship behaviour. Person–environment fit indirectly affected in-role performance and organisational citizenship behaviour via WF.

Practical/managerial implications: Organisations should continually modify their
strategic frameworks to maintain a healthy balance between individual and environmental characteristics. This will lay the foundation for a favourable work environment. When such an environment is institutionalised, talent retention and performance should follow.

Contribution/value-add: The study results should provide new insight into the relationship between the person–environment fit and WF, as well as the effect it may have on ITL and performance.

E-commerce growth continues to make a positive contribution to Indonesia's economic growth over time. However, unfortunately, the e-commerce business's growth has not been balanced with adequate human resources (HR). Besides, the quality of human resources is also needed to encourage performance to improve their competitiveness.This study aims to analyse human resource management, information and technology, and organisational culture that can drive human resource (HR) quality and employee performance. This research is ex post facto with a survey method with a quantitative approach. The instrument used was a questionnaire distributed to 200 employees in the e-commerce industry. The sampling technique uses non-probability sampling with a purposive sampling method. Data analysis techniques used structural equation modelling (SEM) analysis.SEM analysis results show that HR management, information technology, and organisational culture significantly influence HR quality and performance both directly and indirectly. Indonesia. His research discusses the role or human resource quality in moderating human resource management, information technology and organisational culture on employee performance in Indonesian e-commerce industry.

Training and development enables to develop skills and competencies necessary to enhance bottom-line results for their organization. It is a key ingredient for organizational performance improvement. It ensures that randomness is reduced and learning or behavioural change takes place in structured format. Training and Development helps in increasing the job knowledge and skills of employees at each level and helps to expand the horizons of human intellect and an overall personality of the employees. This paper analyses the link between various Training and Development programs organized in Larsen &Toubro Group of Companies and their impacts on employee satisfaction and performance. Data for the paper have been collected through primary source that are from questionnaire, surveys. There were two variables: Training and Development (independent) and Employees satisfaction and performance (dependent). The goal was to see whether Training and development has an impact on employee’s satisfaction and performance

This study aims to determine the effect of leadership, compensation and job satisfaction on employee performance simultaneously and partially. The study was conducted on the employees of the tax office Pratama Jakarta Menteng II. The sampling technique using random samples involving 85 employees. Analysis of data using path analysis. Based on the results showed that the variables of leadership, compensation and job satisfaction with employee performance simultaneously and partially.

There is a general consensus regarding the effects of high staff turnover on the smooth running of various institutions. The purpose of this study is to establish the effect of staff turnover on performance of employees in the North West Provincial Department of South Africa. Questionnaires and document analysis were blended to capture authenticity and exhaustiveness of the data. Participants included the 70 employees in the said department who all filled and returned the questionnaire. Both inferential and descriptive statistics were used to present the results. A chi-square analysis was used as a method for data analysis in this study. Descriptive statistics were also used to describe the profiles of employees. The findings showed that the majority of employees are dissatisfied due many reasons and this causes lots of voluntary resignations among employees. Low productivity in the department is as a result of employee dissatisfaction borne as a result of management’s ignorance. Th...

This thesis examines how organisations can use passion to produce excellence. In order to put forth valid recommendations the thesis first suggests organisational theories and contemporary theories on passion to acknowledge a broader and more encompassing idea of what passion in the workplace is. In the thesis it is suggested to leave behind the instrumental discourse on employee passion, and leave behind the idea that passion is solely comprised by positive emotions of benefit to the organisations. Instead, a discourse of passion as an energy encapsulating both negative and positive emotions is suggested. It is also suggested that the passion of an employee has no immediate connection to the workplace, but is rather hinged upon a love for a specific craft – a love understood in the philosophical term of being the feeling of unity with the loved object.
With this discourse the thesis precedes to suggest three major themes that enable organisations to include organisational outputs into the passions of the employees. Firstly, it is suggested that organisations induce a profound sense of love between the employees and the organisational outputs. Secondly, it is suggested that organisations help employees develop in order to create a feeling of getting closer to complete mastery, and hence unity, with their craft. Thirdly, the thesis suggests organisations to nurse a culture, which has large notions of trust and acceptance of nerdery (as defined later) and emotional engagement, as this would make the organisation be the place where immersion into the craft is culturally acceptable and not abnormal. With these ideas, the employees are expected to engage into persistent deliberate practise, which in turn would create organisational excellence.

Communication is considered an essential tool for organizational performances and growth. Most business rely on effective communication with both customers and employees to improve sales and enhance business growth. Poor or ineffective communication normally leads to mismanagement of an organization and undesirable business results. This study sought to explore the impact of business communication on the performances of employees. Communication was conceptualized into horizontal, downward, and upward communication forms and their influence on employee performance was determined based on data from 110 participants who were employees of different banking institutions in Greece. The study confirmed that effective communication in any business entity has a great influence in employee performance. Business are encouraged to maintain a good flow of information across the organization to as to improve employee performances and business profitability in the long run.

At present, there are so many companies that are operating in intense competitive environment. In such a hostile environment retaining the existing employees is an issue when all the competitors are trying to distract the employees by offering them attractive compensation, healthy workplace environment and lot more. The question of how to retain the existing employees is answered by attractive compensation, friendly leadership, balance between work-life conflicts and healthy work environment build a sense of belongingness among employees which prevents them to switch from one organization to another and subsequently improves their job performance which is very central for even and effective operation of an organization.

This research is discused  by the influence of a decrease in the level of employee performance due to the impact of dissatisfaction with the results of promotion using competency tests. The purpose of this study to see the effect job promotion with indicators of discipline and cooperation, on

The topic regarding the effect of dress code on job performance and productivity is still very
volatile. Even in a blue-collar state of affairs, when dress is allowed to be more casual, the level
of service is also more casual but does not in actual fact imply lower productivity at all, just the
same with business smart doesn’t necessitate soaring productivity Therefore, Managers across
sections of business society should look more at professionalism, performance, and productivity
as personal attributes that really matter in the workplace. In that an employee should be able to
come off as a professional without having to dress like one.

Various scholars have theorised models of motivation, which laid a strong foundation for employers to motivate their employees. The purpose of this study was to review the motivational theories and explain their collective emphasis, with the ultimate aim of generating theoretical measures whose considerations and implementations could motivate teachers to improve quality of output in schools, as a measure of their work performance. The study reviewed theories related to Hierarchy of Needs theory, Two-Factor theory, Existence, Relatedness and Growth (ERG) theory, Expectant theory, Equity theory and the Goal-setting theory. The theories were reviewed, analysed thematically and discussed within the context of education and teacher motivation, which was the focus of the study. The study found out that theoretical factors that influence teacher motivation and performance, relates to the work itself, rewards and compensation, the working environment and professional growth and development opportunities. Employers should ensure that these factors are well cultivated as they serve as motivators for teachers to work optimally and improve school performance.

The success of a company depends on its employees; therefore, the company must keep the employee performance in order to remain at their best. Leadership, motivation and training can affect the performance of the employees; when employees are treated fairly and their needs are met, they will show their best for the company through improved performance. The purpose of this research is: (1) to analyse the role of leadership on employee performance; (2) to analyse the role of motivation on employee performance; (3) to analyse the role of training on employee performance; (4) to analyze the leadership role on employee motivation; (5) to analyse the role of training on employee motivation. This research employed quantitative research design and involved 142 employees as respondents. The analysis technique used in this study was Shem (Structural Modelling Equatuion) using LISREL (Linear Structural Relationship) software version 8.3. The results of this research show that the dimensions of leadership, motivation and training have a positive influence on employee performance. Furthermore, dimensions of leadership and training have a positive influence on employee motivation.

Social networking site is all about awareness and connection, and presently the social networking site (SNS) seems to be the mantra that affects the productivity of employee in the workplace. The new media is growing so fast that it makes it imperative for employees to embrace the medium. The purpose of the study is to investigate the relevance of collaborative technology such as social networking to employee productivity in the workplace. The conceptual paper examines positive and negative perceptions of social networking sites, provides the relationship between social networking and employee productivity and examines whether social networking are capable of increasing the levels of employee performance and satisfaction. It was discovered that the use of social networks at work helped employees improve their productivity, but numerous studies also found the opposite. Thus, organizations should comprehend about social networking before educating their employees and setting appropriate policies at workplace.

Employer Branding is the new buzzword for marketers as well as in human resource management. Employer Branding is defined as "targeted, long-term strategy to manage the awareness and perceptions of employees, potential employees, and related stakeholders with regards to a particular firm. The strategy can be tuned to drive recruitment, retention, and productivity management efforts. "

The purpose of the study is to investigate the role of different dimensions of servant leadership like love, altruism, empowerment, trust and service for employees’ performance. Data from 230 employees of University of Sargodha, Sargodha were collected. A structured questionnaire consisting of several statements measuring scales was used and the participants were approached personally. Different statistical tools e.g., Confirmatory factor analysis and structural equation modeling were used to analyze data and for hypothesis testing. The results report that empowerment has no significant relation with employee performance, while other dimensions of servant leadership love, altruism, trust and service show a positive significant contribution to improve employees’ performance. This study is very helpful to provide solid strategies for the management that would be very beneficial for the educational sector and use servant leadership with an aim of raising morale and to create such environment which is essential for productive work.

Purpose: The study sought to establish the effect of motivation on employee performance in the Public Middle Level Technical Training Institutions in Kenya. Methodology: The study adopted a descriptive research design. Sample size was 315 targeting administrators, heads of department, teaching staff and non teaching staff. A structured questionnaire with likert scale questions was used to collect data from the respondents. An interview was also conducted with the administrators and heads of department. The study used two content theories that explain the specific factors that motivate people and two process theories which are concerned about the psychological and behavioral processes that motivate an individual. Findings: Most employees in Public Middle Level Technical Training Institutions in Kenya nowadays hold diplomas and degrees in various disciplines of studies. The study found that employees are not satisfied with their pay and work environment. Limitations: the study was conducted in one county and therefore cannot be generalized in other public and private institutions. Practical implications: The practitioners and policy makers of technical institutions should use this study in developing policies and strategies to manage their human resources. Originality: this is the first study of this nature conducted in Kenya focusing on effect of motivation on employee performance in public middle level technical training institutions.

The importance of this study is to review on how organizational culture can affect the performance of employees in the organization. After the finding in this research work, the result will be used to improve the current practice in organization in regards to how culture affects its employees performance, moving further the call centers in general and SingTel call center in particular will know how best to use its organizational culture to improve performance.

Employee performance is defined as the success of work by a person in an organization by being accountable for each other's authority to achieve jointly the goals of the company organization according to law, norms and ethics (Tash, et al. 2016). Technological advances in the era of globalization create intense competition between companies. Companies are trying to create the right strategy to be able to compete in the global era. In the midst of changes that occur in the external environment, companies are required to focus on internal factors that support the company's success. Human resources are one of the internal factors that are the main keys to the success of the company's business. Talent management can be defined as a process or strategy that an organization uses to manage its talents with the aim of aligning the right person with the right job so that the company is able to achieve its goals and ideals. In addition to achieving company goals, talent management is also a process that employees can use to develop their abilities through training and development programs from the company.

The study set to examine the extent to which recognition affects staff performance in Yumbe District, Uganda. It adopted Cross–Sectional Correlational Survey design. The design employed both quantitative and qualitative approaches. From the sample size of 186 respondents selected, a total of 132 questionnaires were returned, 10 respondents were interviewed, representing a response rate of 76%. According to Blaikie (2009), samples with response rate above 50% are regarded as good. The researchers used both descriptive and inferential statistics to analyze the data from the questionnaires. Results revealed that Recognition of staff and performance had a moderate co-relation but, statistically significant (a coefficient of 0.592 at 0.05 significance level), in Yumbe District Local Government in Uganda.

This study entitled " A Quality of Work Life of employees' in Arumugam Spinning mills (p) ltd, Chatrapatti ". The extrinsic determinants of QWL such as pay, benefits. QWL play a major role for job satisfaction. It automatically improves organizational and operational productivity. It also can develop working conditions that are excellent for employees as well as for the economic health of the organization. Quality of Work Life has direct impact on human outcomes and it significantly needed to reduce absenteeism, minor accidents, and grievances and quits. This study is to analyse the various factor influencing the quality of work life such as Adequate and fair compensation, working environment, development of human capacities, flexible work schedule. In this study to analyse the relationship between Quality of work life and overall satisfaction among male & female employees' in Arumugam spinning mills (p) ltd, Chatrapatti.

Accordingly Brannick et al. (2007), job descriptions is an instrument used by the people who does not know accurately how to perform the job. So, to make employees perform their jobs well there has to be a clear and specific job description. Therefore, many organizations are working hard to make sure that job descriptions that they have are effective in term of productivity and in achieving the organization‟s objectives. For these reasons, many researchers conducted many study to assess the effects of job description for the success of the organizations. As, in the fast changing world there are many changes in the nature of working environment and technology, and so the job description should be adjusted to incorporate the changes.
Therefore, this study focuses on the assessment of the role of job description in determining the employee performance particularly in some selected manufacturing organizations in the city of Pune, India. So, far it will use different concepts and practices in relation to job description and its effects on employees‟ performance.

This study identified the effect of supervisor-employee relationship to the respective performances of the selected respondents in Pasay City which involves 60 male and 60 female respondents, purposive sampling was adopted to select the said number of respondents from which the data is collected. Also the researcher used thematic analysis to analyze qualitative data and statistical package for social science (SPSS) to analyze quantitative data. Research findings show that employees' perceptions concerning their relationship with their supervisors has effect to their performances. It could be positive nor negative depending on the employees' beliefs. It was found that perceptions of employees on their relationships with managers/supervisors was positive, and friendly to the large extent hence contributed to good performance of the work force. On supervisors' strategies to strengthen their relationship with their employees further planning needs to be done with the management for them to craft one incentive program that will be recognized in the organization. The study recommended that the supervisors should continue practices that motivates employees to keep positive environment that results to better job performance. Conducive working environment, training, good salary, recognition from Management, and good career development should be priority for all industries. Also, all industries should make a clear channel for information flow for employees regarding job performance for all employees and suggestion scheme regardless of job position. This will make employees feel valued and trusted by their supervisors.

ABSTRACT Each employee’s performance is important in an organization. A way to motivate it is through the application of reinforcement theory which is developed by B. F. Skinner. One of the most commonly used methods is positive reinforcement in which one’s behavior is strengthened or increased based on consequences. This paper aims to review the impact of positive reinforcement on the performances of employees in organizations. It can be applied by utilizing extrinsic reward or intrinsic reward. Extrinsic rewards include salary, bonus and fringe benefit while intrinsic rewards are praise, encouragement and empowerment. By applying positive reinforcement in these factors, desired positive behaviors are encouraged and negative behaviors are eliminated. Financial and non-financial incentives have a positive relationship with the efficiency and effectiveness of staffs.
KEYWORDS
Positive Reinforcement; Employees’ Performance; Motivation