dc.description.abstract | The success of any organization depends on human resource. An organization may have
equipments and resources but cannot succeed without people. Employee engagement is
therefore done to bring about a situation in which the employee by free choice has an
intrinsic desire to work in the best interest of the organization. Employees who are
engaged give organizations crucial competitive advantage including higher productivity
and lower employee turnover. This research was carried out to determine the perceived
relationship between employee engagement and employee performance at KMTC
Headquarters. The research design used was a descriptive census survey where all
members of staff at KMTC headquarters participated. Self administered questionnaires
were used to collect the primary data used for the research. Descriptive statistics such as
means and standard deviation were used to analyze the data. The results indicate that the
workers have good working relationship with their boss and that the bosses even provide
good support for improved performance of work .The management should come up with
a support policy so that issues that bring about higher performance are given higher
support. The workers also get on well with colleagues which indicate there is team work
and should be enhanced. On the other hand, the workers indicated strong dissatisfaction
with their work with most indicating that they were not involved in the decision making
processes affecting their work. The decision making should be more inclusive so that
relevant members of staff provide input to decisions that affect them. There was also an
indication of not being happy with the remuneration package despite being technically
competent to perform duties. The results also indicate that workers have respect for
national diversity and gender, work well as a team with colleagues, focus on
customers/citizens and perform duties and responsibilities professionally. Though, do not
always achieve performance targets, have poor time management, and creative and
innovativeness is poor. The study found a strong positive relationship between employee
engagement and employee performance. The study concludes that involving employees
in making decisions at work place increases employee engagement and performance.
Equally, equal treatment of workers with similar qualifications in terms of equal
remuneration leads to Employee Engagement. The study recommends that the
management comes up with a support policy that focuses on issues that will bring about
higher performance. The study also recommends the improved use of teams approach to
work. Further, decision making should be more inclusive so that relevant members of
staff provide input to decisions that affect them. Engagement of employees in the work
environment should be carefully done since it is closely connected to performance. | en_US |