Factors perceived to influence employees’ performance at Independent Electoral and Boundaries Commission
In an organization, committed employees are regarded as being willing to build and maintain long-lasting relationships with their employer. Effective management teams need to recognize that positive employee attitudes are often vital to achieving organizational goals and this will be achieved when the employees are satisfied. When employees believe that they have the ability to participate in decisions and their interest is catered for, there will be a positive impact on the work environment. A highly motivated person will work hard towards the achievement of organizational goal, given the ability and adequate understanding of the job. Therefore, the challenge for today‟s management is to administer motivational programmes which will encourage employees to improve their work performance and productivity. The objective of the study was to determine the factors perceived to influence employees‟ performance at Independent Electoral and Boundaries Commission. The research design adopted was descriptive research design. The population of the study comprised of all the 175 employees in the commission head office. The study used primary data that was collected through selfadministered questionnaires. The data was analyzed using the Statistical Package for Social Sciences (SPSS) software and presented using tables and figures. The study found out that the employees of the commission perceived their performance to be influenced by rewards, job design and training and development opportunity. Management style was found to have hindered performance of employees. The employees were satisfied with wages and salaries paid, retirement benefit scheme, job security, performance appraisals were satisfactory hence encouraging the employees to work in the commission and improve their performance. Job design in the commission was found to have ensured that there is variety of job responsibilities, challenging tasks and significance of employee job influence the performance of employees in the commission. Training and development opportunities were being implemented by releasing employees to attend training and this enables the employees to do their job well. It was further established that the commission allocates sufficient money and time for training through a well organized training program. The management style in the commission were not allowed to take part in decisions that influence their jobs, supervisors do not go out of their way to make employees‟ work- life easier and that managers do not ensure that their actions are not only fair but also perceived as fair by the employees.