Research Topics: Data Analysis

STRATEGIES USED BY PRINCIPALS IN MANAGING CULTURAL DIVERSITY IN SCHOOLS RESEARCH PROPOSAL

Title             The proposed title for the study is STRATEGIES USED BY PRINCIPALS IN MANAGING CULTURAL DIVERSITY IN SCHOOLS. This paper will show the different methodologies, approaches and instruments to be used in order to achieve the goals and objectives of the future study. Background of the Study/Literature Review             There is no doubt that globalization had affected each and every industry and sector in the world. Currently, you will observe an office or classroom full of varied cultures and nationalities. Diversity in classroom means that the students come from a wide range of cultural backgrounds, may speak a first language other than English, and may have a variety of learning abilities and learning styles (Firtzhugh cited in Ryan and Cooper, 2008).             It is important to take note that cultural diversity inside the classroom is vitally significant, because it enables the students to have an open mind towards different experience. Students will be able to improve their experience inside the classroom because of variety of cultures surrounding them. This is because it can help them to learn about the different cultures, which help them, not only to be informed about their differences in terms of beliefs and notions, but it will also help them in their future experiences and encounters of other cultures, thus the bottom line, is they will be able to learn to respect.             However, it offers different risks and problems for the teachers or instructors, because different cultures will automatically means different types of learning, which will challenge the curriculum. Aims and Objectives             The main aim of the study is to evaluate the strategies that are used by the principals in order to manage cultural diversity in schools. In line with this the following are the specific objectives of the study: ·         to analyze the common impact of cultural diversity in schools; ·         to evaluate the influence of cultural diversity if not properly managed inside the school; and ·         to assess the advantages and disadvantages of strategies being used by principals in order to manage cultural diversity in schools. Methodologies The research study to be used in the proposed study will be descriptive method. According to Creswell (1994) it intends to present facts about the nature and status of a situation as it exists at the time of the study. In addition, it also concerns with the relationships and practices that exist, beliefs and processes that are ongoing, effects that are being felt or trends that are developing (Best 1970). Therefore, it can be helpful in order to describe the current conditions and situations based on the impressions and perceptions of the respondents of the study (Creswell 1994). Both qualitative and quantitative data will be gathered for this study. This is to ensure that both non-statistical and statistical data will be used in order to support the findings and result of the study.   Data Collection Surveys will be implemented in the study. Surveys are the most common form of research method for collection of primary data (Commonwealth of Learning, 2000). One of its purpose is to describe, e.g., to count the frequency of some event or to assess the distribution of some variables such as proportion of the population of different age groups, sex, religion, castes and languages, knowledge, attitude and adaption of practices about particular issues, and other information of similar nature about the population (Commonwealth of Learning, 2000). Survey interview and questionnaire will be used in this study, which will be used in order to gather primary data. On the other hand, secondary data will be gathered from different online libraries and databases which include BMJ, EMERALD, SCIENCE DIRECT, EBSCO, QUESTIA and GOOGLE BOOK. Sample Population             The target sample for the study is 50 principals in elementary and secondary level of education.    Data Analysis The data results of the study will be analyzed by determining their corresponding frequency, percentage and weighted mean. The following statistical formulas will be used: 1.     Percentage – to determine the magnitude of the responses to the questionnaire.             n % = ——– x 100        ;           n – number of responses             N                                 N – total number of respondents 2.     Weighted Mean             f1x1 + f2x2 + f3x3 + f4x4 + f5x5 x= ———————————————;                         xt where:            f – weight given to each response                         x – number of responses                         xt – total number of responses   References Best, J. W. (1970). Research in Education, 2nd Ed. Englewood Cliffs, N.J.: Prentice Hall, Inc.   Commonwealth of Learning. (2000). Manual for Educational Media            Researchers: Knowing your Audience. Vancouver, Canada:   Commonwealth Educational Media Centre for Asia (CEMCA).   Creswell, J.W. (1994). Research design. Qualitative and quantitative approaches. Thousand Oaks, California: Sage.   Ryan, K. and Cooper, J. (2008). Those who can, teach. Cengage Learning.   Credit:ivythesis.typepad.com

STRATEGIES USED BY PRINCIPALS IN MANAGING CULTURAL DIVERSITY IN SCHOOLS RESEARCH PROPOSAL

Title The proposed title for the study is STRATEGIES USED BY PRINCIPALS IN MANAGING CULTURAL DIVERSITY IN SCHOOLS . This pap...

IMPACT OF WORKING CAPITAL IN EATERY FIRMS RESEARCH PROPOSAL

Title                 The title of the study is IMPACT OF WORKING CAPITAL IN EATERY FIRMS. This paper will show the different approaches, methodologies and instruments to be used in order t meet the objectives and goals of the future study.   Background/Literature Review Working capital management is important because of its effects on the firm’s profitability and risk, and consequently its value (Smith, 1980). Specifically, working capital investment involves a tradeoff between profitability and risk. Decisions that tend to increase profitability tend to increase risk, and, conversely, decisions that focus on risk reduction will tend to reduce potential profitability. Gitman (1974) argued that the cash conversion cycle was a key factor in working capital management. Actually, decisions about how much to invest in the customer and inventory accounts, and how much credit to accept from suppliers, are reflected in the firm’s cash conversion cycle, which represents the average number of days between the date when the firm must start paying its suppliers and the date when it begins to collect payments from its customers. Previous studies have used measures based on the cash conversion cycle to analyze whether shortening this cycle has positive or negative effects on the firm’s profitability. Empirical evidence relating working capital management and profitability in general supports the fact that aggressive working capital policies enhance profitability (Jose et al., 1996; Shin and Soenen, 1998; for US companies; Deloof, 2003; for Belgian firms; Wang (2002) for Japanese and Taiwanese firms). This suggests that reducing working capital investment is likely to lead to higher profits. The working capital meets the short-term financial requirements of a business enterprise. It is a trading capital, not retained in the business in a particular form for longer than a year. The money invested in it changes form and substance during the normal course of business operations. The need for maintaining an adequate working capital can hardly be questioned. Just as circulation of blood is very necessary in the human body to maintain life, the flow of funds is very necessary to maintain business. If it becomes weak, the business can hardly prosper and survive. Working capital starvation is generally credited as a major cause if not the major cause of small business failure in many developed and developing countries (Rafuse, 1996). The success of a firm depends ultimately, on its ability to generate cash receipts in excess of disbursements. The cash flow problems of many small businesses are exacerbated by poor financial management and in particular the lack of planning cash requirements (Jarvis et al, 1996).   Methodology Descriptive method will be used in the study. According to Creswell (1994) it can help in order to show the different facts that are connected with the nature of the status of the current problem or condition as it happens at the time of the study. This is the reason why, it is considered as one of the most applied methodology in most studies. Furthermore, it will also be helpful in order to offer logical use in the studies which focus on dissemination of information, at the same time, it can help in order to investigate based on normative standards. It will be helpful in order to focus on the practices which exist, beliefs and processes that are currently going on and the effects that are being felt and experienced, together with the trends that re currently developing (Best, 1907).   Data Collection Survey questionnaire will be used in order to gather primary data from the respondents. Likert scales will be used, where in the respondents will be asked to rate the level of their agreements towards the statements given. This will also be advantageous because it will make filling up questionnaire a lot easier and faster. The equivalent weights of the answers are: Range                                      Interpretation 4.50 – 5.00                                         Strongly Agree 3.50 – 4. 49                                        Agree 2.50 – 3.49                                         Uncertain 1.50 – 2.49                                          Disagree 0.00 – 1.49                                          Strongly Disagree Data Analysis All of the data will be evaluated with the use of SPSS software. Thus, in order to come up with the results and findings of the study, frequency, percentage and weighted mean will be calculated. The following are the formulas to be used: 1.        Percentage – will be calculated in order to determine the magnitude of the responses to the questionnaire (Research Methods Knowledge Base, n.d.).         2.       Weighted Mean References Best, J. W. (1970). Research in Education, 2nd Ed. Englewood Cliffs. N.J.: Prentice Hall, Inc. Creswell, J.W. (1994). Research design. Qualitative and quantitative approaches. Thousand Oaks, California: Sage. Deloof, M. (2003), “Does working capital management affect profitability of Belgian firms?”, Journal of Business, Finance and Accounting, Vol. 30 pp.573-87. Gitman, L.J. (1974), “Estimating corporate liquidity requirements: a simplified approach”, The Financial Review, Vol. 9 pp.79-88. Jarvis, R., Kitching, J., Curran, J. and Lightfoot, G. 1996., “The Financial Management of Small Firms: An Alternative Perspective”, ACCA Research Report No. 49 Jose, M.L., Lancaster, C., Stevens, J.L. (1996), “Corporate return and cash conversion cycle”, Journal of Economics and Finance, Vol. 20 pp.33-46. Rafuse, M. E. 1996. “Working Capital Management: An Urgent Need to Refocus”,  Journal of Management Decision, Vol. 34 No 2, pp. 59-63 Shin, H.H., Soenen, L. (1998), “Efficiency of working capital and corporate profitability”, Financial Practice and Education, Vol. 8 pp.37-45. Smith, K. (1980), “Profitability versus liquidity tradeoffs in working capital management”, in Smith, K.V. (Eds),Readings on the Management of Working Capital, West Publishing Company, St Paul, MN, pp.549-62. Wang, Y.J. (2002), “Liquidity management, operating performance, and coroporate value: evidence from Japan and Taiwan”, Journal of Multinational Financial Management, Vol. 12 pp.159-69.   Credit:ivythesis.typepad.com

IMPACT OF WORKING CAPITAL IN EATERY FIRMS RESEARCH PROPOSAL

Title The title of the study is IMPACT OF WORKING CAPITAL IN EATERY FIRMS. This paper will show the different approache...

Research proposal on Impact of workplace motivation on employee performance in Ghana

Title             The proposed title for the study is Impact of workplace motivation on employee performance in Ghana. This paper will show the different methods, approaches and instruments to be used in order to ensure that the objectives of the study will be met.   Background of the Study/Literature Review Motivation at work has been an accepted area of literature for a long time, particularly from the 1930s and on wards (Lee-Ross 2002). Motivation is defined as the process of gratifying the internal needs of individuals via actions and behaviors. It focuses on the complexity of mental and physical drives, joint with the environment which makes the people perform the way they do (p. 55). Robert Dubin described motivation as the force which moves the person to action, and enables him to continue in the course of action that has already been initiated (cited in Kumar & Sharma 2001). Therefore, without motivation, employee or worker will not contribute to the success of performance of the organization (Agrawal 1995). Employee needs the skills, knowledge and capabilities in order to acquire the results according to the requirements of the organization. However, it is also vital for them to have the will to achieve the said results. The degree of motivation of the employees is connected to their level of commitment towards their work and determination to work based on high standards (Pergamon Flexible Learning 2005).   Aims and Objectives             The main aim of the study is to investigate the impact of workplace motivation on employee performance in Ghana. In line with this the following are the specific objectives of the study: ·         To evaluate the different factors which affect the performance of employees; ·         To assess the different factors that motivate employees in Ghana; ·         To assess how motivation affect motivation of an employee; and ·         To recommend actions and strategies to be implemented in order to enhance and maintain motivation inside the working environment in Ghana.   Methodology Descriptive method will be used in the study. According to Creswell (1994) it can help in order to show the different facts that are connected with the nature of the status of the current problem or condition as it happens at the time of the study. This is the reason why, it is considered as one of the most applied methodology in most studies. Furthermore, it will also be helpful in order to offer logical use in the studies which focus on dissemination of information, at the same time, it can help in order to investigate based on normative standards. It will be helpful in order to focus on the practices which exist, beliefs and processes that are currently going on and the effects that are being felt and experienced, together with the trends that re currently developing (Best, 1907).   Sampling             The target population is 300 employees from different sectors and industries in Ghana. They will be chosen in random selection process.     Data Collection Survey questionnaire will be used in order to gather primary data from the respondents. Likert scales will be used, where in the respondents will be asked to rate the level of their agreements towards the statements given. This will also be advantageous because it will make filling up questionnaire a lot easier and faster.   The equivalent weights of the answers are:    Range                                Interpretation 4.50 – 5.00                             Strongly Agree 3.50 – 4. 49                Agree 2.50 – 3.49                             Uncertain 1.50 – 2.49                             Disagree 0.00 – 1.49                             Strongly Disagree      Data Analysis All of the data will be evaluated with the use of SPSS software. Thus, in order to come up with the results and findings of the study, frequency, percentage and weighted mean will be calculated. The following are the formulas to be used: 1.      Percentage – will be calculated in order to determine the magnitude of the responses to the questionnaire (Research Methods Knowledge Base, n.d.). 2.      Weighted Mean   References Agrawal, P K 1995, Motivation and Indian Bureaucracy, M.D. Publications Pvt. Ltd. Best, J. W. (1970). Research in Education, 2nd Ed. Englewood Cliffs. N.J.: Prentice Hall, Inc. Creswell, J.W. (1994). Research design. Qualitative and quantitative approaches. Thousand Oaks, California: Sage. Lee-Ross, D 2002, ‘An Exploratory Study of Work Motivation Among Private and Public Sector Hospital Chefs in Australia’, Journal of Management Development, vol. 21, no. 8, pp. 576 – 588. Pergamon Flexible Learning 2005, Managing for Results, Elsevier.   Credit:ivythesis.typepad.com

Research proposal on Impact of workplace motivation on employee performance in Ghana

Title The proposed title for the study is Impact of workplace motivation on employee performance in Ghana. This paper will ...

THE IMPACT OF WORKPLACE MOTIVATION ON EMPLOYEE PERFORMANCE IN GHANA

THE IMPACT OF WORKPLACE MOTIVATION ON EMPLOYEE PERFORMANCE IN GHANA   Background/Literature Review The term motivation has both psychological and managerial connotation. The psychological meaning of behaviour refers to the internal mental state of a person that relates to the initiation, direction, persistence, intensity and termination of behaviour. The managerial meaning of motivation deals with the activity of managers and leaders to induce others in order to produce results desired or outlined by the organization or by the manager. The managerial concept of motivation conforms to a relationship between motivation, ability and performance. The main purpose of motivating your workplace is to minimize dissatisfaction and to keep people within the organization. There are so many factors that an individual employee may be motivated. Examples of this are technical supervision, interpersonal relations, salary, working conditions, status, company policy and job security (Tosi et al, 2000, pp. 129-133). Further, reward systems, most especially, are the considered as forerunners of employee motivation (Caruth and Handlogten, 2001, p1). Since the people and their knowledge, skills and abilities are the most important driving force to the success of any organization, continuing commitment and support to them could be realized through looking for effective ways to reward their contributions, loyalty, dedication and efforts. Reward systems, for instance, must be created in such a way that employees will be compensated to enhance motivation, growth and productivity while also encouraging them to align their efforts with the company’s objectives, philosophies, culture and values. Reward and punishment is composed of direct and indirect monetary incentives. The latter consists of pay and rewards received by employees in the form of wages and salaries, incentives, bonuses and commissions whereas the former comprises of the benefits supplied by the employers. According to Sims (2002), these non-financial compensations include employee recognition programs, rewarding jobs and flexible work hours to accommodate personal needs. An ideology is that commitment and motivation are an outgrowth from organizational behaviour that place emphasis on management strategy connecting human resource management with organizational behaviour and management strategy (Guest, 1987). An incremental function of human resource management is central on the emergence of better educated workforces and higher individual expectations. Employees would be motivated to perform even more through more incentive. Eventually, employee turnover rates would be lessened and positive reinforcement would lead to higher job satisfaction. The drive is to provide challenging and interesting work, recognitions and rewards for accomplishments and provide an opportunity for fast career growth and advancement. At the individual attitudes/behaviour level of the best fit model, and in schemes of total human development, an effective management is characterized by the promotion of attitudes that value contribution and performance.   Aims and Objectives             The main aim of the study is to analyse the impact of motivation on the performance of the employees in Ghana. In line with this, the following are the specific objectives of the study: <ul style="margin-top: 0in; margin-bottom: 0in" type="disc"> <li class="MsoNormal" style="text-align: justify; line-height: normal"> 	To identify 	factors that affects employees’ job satisfaction; </li> <li class="MsoNormal" style="text-align: justify; line-height: normal"> 	To identify 	employees’ job satisfaction level; </li> <li class="MsoNormal" style="text-align: justify; line-height: normal"> 	To examine 	the relationship between employee turnover and job satisfaction; and </li> <li class="MsoNormal" style="text-align: justify; line-height: normal"> 	To 	establish guidelines and solutions to reduce employee turnover. </li> </ul> Methodology Descriptive method will be used in the study. According to Creswell (1994) it can help in order to show the different facts that are connected with the nature of the status of the current problem or condition as it happens at the time of the study. This is the reason why, it is considered as one of the most applied methodology in most studies. Furthermore, it will also be helpful in order to offer logical use in the studies which focus on dissemination of information, at the same time, it can help in order to investigate based on normative standards. It will be helpful in order to focus on the practices which exist, beliefs and processes that are currently going on and the effects that are being felt and experienced, together with the trends that re currently developing (Best, 1907).   Data Collection Survey questionnaire will be used in order to gather primary data from the respondents. Likert scales will be used, where in the respondents will be asked to rate the level of their agreements towards the statements given. This will also be advantageous because it will make filling up questionnaire a lot easier and faster. The equivalent weights of the answers are:    Range                                Interpretation 4.50 – 5.00                             Strongly Agree 3.50 – 4. 49                Agree 2.50 – 3.49                             Uncertain 1.50 – 2.49                             Disagree 0.00 – 1.49                             Strongly Disagree     Data Analysis All of the data will be evaluated with the use of SPSS software. Thus, in order to come up with the results and findings of the study, frequency, percentage and weighted mean will be calculated. The following are the formulas to be used: 1.      Percentage – will be calculated in order to determine the magnitude of the responses to the questionnaire (Research Methods Knowledge Base, n.d.). 2.      Weighted Mean     References Best, J. W. (1970). Research in Education, 2nd Ed. Englewood Cliffs. N.J.: Prentice Hall, Inc. Creswell, J.W. (1994). Research design. Qualitative and quantitative approaches. Thousand Oaks, California: Sage. Caruth, D. L. & Handlogten, G. D. (2002). Compensating Sales Personnel. The American Salesman, 6-15. Sims, R. (2002). Organizational Success through Effective Human Resources Management. Westport, CT: Quorum Books. Tosi, H. L., Mero, N. P. & Rizzo, J. R. (2000). Managing Organizational Behaviour. Blackwell Publishing.   Credit:ivythesis.typepad.com

THE IMPACT OF WORKPLACE MOTIVATION ON EMPLOYEE PERFORMANCE IN GHANA

THE IMPACT OF WORKPLACE MOTIVATION ON EMPLOYEE PERFORMANCE IN GHANA Background/Literature Review The term motivation has both psycho...

IMPACT OF MOTIVATION IN THE HOSPITALITY INDUSTRY: A RESEARCH PROPOSAL

IMPACT OF MOTIVATION IN THE HOSPITALITY INDUSTRY A RESEARCH PROPOSAL             The hospitality industry covers a very broad sector that engages in delivering hospitality services to clients. The sectors are tourism services, entertainment and recreation, food and beverage, visitor information and meeting and events. Those that work in the hotels, tourism agencies, lodging, restaurants, cruise line, and airplanes, theme parks and a lot more are in the hospitality industry. (Wikipedia, n.d.)             One of the requirements for employees in this type of industry is a pleasing personality and good communication skills. People are the center of this type of business and it is pleasing and satisfying a variety of their needs that is the utmost concern. But since humans are complex, this industry must employ knowledgeable service crews who understand and know about the different types of personalities of clients and their different needs. The main concern then of the managers of hospitality industry is how to improve service, but how to improve services hinges on how to motivate employees to make them flexible and at all time pleasant and able to manage very well the stresses of the service industry. Review of Related Literature             The turnover in the service industry in the United States cost the industry a loss of US0 billion dollars per year. The turn-over rate is about 78% to 95% annually. Research showed that if level of motivation is improved, the turnover rate reduces to 53%. A study of motivation and performance among fast food employees by Condly and DePietro (2001) found out that turnover is less when, employees feel good about their jobs, are supported by their organizations and have high value for their work. Those who feel that the work conditions are below standard and do not play fair are less motivated. In addition, women, older workers, salaried employees compared to hourly-wagers are more motivated.  In hotels, intrinsic motivation such as value for work is and important indicator of productivity (Chiang and Jang, 2007).             The above mentioned review of related literature and studies proves the importance of motivating employees to improve productivity and reduce turn-over cost. It also established the relationship between motivation and productivity in the industry. Statement of the problem.             This study will look into the impact of motivation on the productivity of employees. Further this study will establish the relationship between motivation and turnover rate. There are two dependent variables in this study, productivity and turn-over rate. A difference between intrinsic and extrinsic motivation is also considered in this study. Definition of Terms             Motivation is defined as the “internal energy which drives a person to do something in order to achieve something” (Romando, nd) which is measured using the CANE Model, as discussed below. Productivity mainly refers to the efficiency and effectivity of the service crew which can be measured using their output. Turnover refers to the number of employees that leave the company per year.     Hypotheses             There are several assumptions that guide this research endeavor. First, motivation and productivity is positively correlated, the lower the level of motivation of employees of hospitality industry the lower the productivity and the higher the motivation the higher the productivity. Second, intrinsic motivation has more positive impact on productivity than extrinsic motivation. Third, motivation and turnover rate is negatively correlated, the lower the motivation the higher the turnover and the higher the motivation the lower the turnover. Methodology             This study will be conducted in a popular restaurant. The respondents are the service crews of the establishment. A survey questionnaire will be distributed to the respondents and retrieved. The survey questionnaire will ask them the basic information and data regarding their life and work situations. The survey questionnaire is also adopted from the CANE (Commitment and Necessary Effort) Model of Motivation. Further interview is necessary to get their feedback and opinion. Unobtrusive observational technique is also used to observe the respondents working condition and their behavior. Data Analysis and Interpretation             The data that are collected will be entered in a Statistical Package for Social Science to compute for correlational coefficient. The qualitative data that are gathered from the interview and observation will supplement and strengthen the findings.     REFERENCES Chiang, CF., and Jang, S., 2007. An expectancy theory model for hotel employee motivation. Abstract only. [online] Available at: http://www.sciencedirect.com/science?_ob=ArticleURL&_udi=B6VBH-4PJ6BW2-1&_user=10&_coverDate=06%2F30%2F2008&_rdoc=1&_fmt=high&_orig=gateway&_origin=gateway&_sort=d&_docanchor=&view=c&_searchStrId=1757697449&_rerunOrigin=google&_acct=C000050221&_version=1&_urlVersion=0&_userid=10&md5=7d134bd9276a4de8c0954fca52693d19&searchtype=a> [Accessed 19 May 2011].  Condly, SJ and De Pietro, R., 2001. Motivation in the Hospitality Industry. Pdf. [online] Available at:< http://www.loyaltyworks.com/incentive-program-research-articles/motivhospitality.pdf> [Accessed 19 May 2011]. Romando, R., n.d. Define Motivation. [online] Available at: < http://ezinearticles.com/?Define-Motivation&id=410696> [Accessed 19 May 2011].   Wikipedia, n.d. Hospitality Industry. [online] Available at:< http://en.wikipedia.org/wiki/Hospitality_industry> [Accessed 19 May 2011]. Credit:ivythesis.typepad.com

IMPACT OF MOTIVATION IN THE HOSPITALITY INDUSTRY: A RESEARCH PROPOSAL

IMPACT OF MOTIVATION IN THE HOSPITALITY INDUSTRY A RESEARCH PROPOSAL The hospitality industry covers a very broad sector...

EMPLOYEE PERFORMANCE MANAGEMENT: A RESEARCH PROPOSAL

EMPLOYEE PERFORMANCE MANAGEMENT: A RESEARCH PROPOSAL             Employee performance management is a systematic process where employees are considered as members of the organization with the objective of improving organizational effectiveness and the goal of achieving company mission and goals (US Office of Personnel Management, n.d.). Employee performance involves, planning, monitoring, developing, rating and rewarding. Employee performance management also involves aligning the organizational objectives with the employees’ skills and competencies to ensure that there is quality and efficiency of the delivery of output, and alignment in planning. (People Stream, n.d.) Performance management also focuses on the organization, the organizational unit, major organizational processes and employees. (Mc Namara, n.d.)             The factors that affect employee performance are managerial standards, motivation, commitment to employee success, and employee evaluation.  Managerial standards refers to the focus by management on job duties and qualifications outline in the job description (do not expect more than necessary), motivation impacts on productivity – financial incentives, involvement in company activities, training and development (for career pathing), commitment to employee success (competitive rate and pay, benefits, assistance in education, training and development , upgrading of technology) and employee evaluations (manager input assessment and employer feedbacks of what she learns, planning on the next year’s employee development, comprehensive employee performance). (Anderson, n.d.)   Review of Related Literature and Studies             Much of the studies conducted on employee performance management focus on the motivational aspect of employee performance. Frederick Herzberg motivator-hygiene theory is a classic in the field of motivational study in the workplace. Herzberg identified factors in the workplace that cause satisfaction and dissatisfaction. He labeled the satisfiers as motivators and the dissatisfiers as hygiene factors. Factors that lead to satisfaction are achievement, recognition, the work itself, responsibility, advancement, and growth. The hygiene factors or dissatisfiers are company policy, supervision, relationship with Boss, work conditions, salary, and relationship with peers. Hygiene factors are also called maintenance factors which management must provide because they are necessary to avoid dissatisfaction among employees. For Herzberg, factors that are intrinsic to the job must be provided to employees for their job satisfaction. He emphasized that job enrichment should be a continuous management activity to provide employees with intrinsic motivators. Intrinsic motivational factors consist of a challenging job, enhanced level of ability and increasing level of responsibility.  (NetMBA. Com, n.d.)             Ahmad and Shakil (n.d.) studied the impact of stress and employee productivity. They found out that job performance, decrease in financial incentives, a high level of personal dilemma, a decrease or loss of employee influence of his work environment and decrease in support coming from the supervisor, results to a decrease in job performance.  They concluded that without managerial concern for solutions to working condition, a higher level of stress among employees is an expected outcome, which lowers employee performance, and eventually results to employee turnover.   Statement of the Problem             This study will focus on the factors that affect employee performance. Managerial standards, motivation, commitment to employee success, and employee evaluation are the factors that will be examined in this study. To what extent these factors affect employee performance management is the major research question that will be answered in this investigation. Methodology             This study employs both quantitative and qualitative approach. The qualitative data are gathered from interviews, observations and secondary data sources. The quantitative data will be collected using survey questionnaire as well as secondary data sources. Data Analysis             Quantitative data are processed using a statistical program. Qualitative data on the other hand are organized, categorized and coded and if possible processed as quantitative data using the statistical program. Most of the qualitative data however will supplement and support the discussion for a more in-depth analysis of the problem.   REFERENCE Ahmad, S., Shakil,S, n.d. The Impact of Stress on Employee Productivity, Performance and Turnover; An Important Managerial Issue. [online] Available at:< http://ciit-isb.academia.edu/MuhammadShakilAhmad/Papers/263254/The_Impact_of_Stress_on_Employee_Productivity_Performance_and_Turn_over_an_important_managerial_issue> [Accessed 4 June 2011]. Anderson, A, n.d. Factors Affecting Employee Performance. [online] Available at:<http://smallbusiness.chron.com/factors-affecting-employee-performance-978.html> [Accessed 4 June 2011] Mc Namara, n.d. Employee Performance Management. [online] Available at:< http://managementhelp.org/emp_perf/emp_perf.htm> [Accessed 4 June 2011]. NetMBA.com. n.d. Herzberg Motivation-Hygiene Theory (Two Factor Theory). [online] Available at:< http://www.netmba.com/mgmt/ob/motivation/herzberg/> [Accessed 4 June 2011]. People Stream, n.d. What is Employee Performance Management? [online] Available at:< http://www.peoplestreme.com/what-is-performance-management.shtml> [Accessed 4 June 2011]. US Office of Personnel Management, n.d. Performance Management. [online] Available at:< http://www.opm.gov/perform/overview.asp> [Accessed 4 June 2011]. Credit:ivythesis.typepad.com

EMPLOYEE PERFORMANCE MANAGEMENT: A RESEARCH PROPOSAL

EMPLOYEE PERFORMANCE MANAGEMENT: A RESEARCH PROPOSAL Employee performance management is a systematic process where employee...