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TABLE OF CONTENT
Title Page
Certification
Dedication
Acknowledge
Abstract
CHAPTER ONE

INTRODUCTION
Background to the study
Statement of Problem
Research Questions
Purpose of the Study
Significance of the study
Delimitation /scope of study
Limitation of Study
CHAPTER TWO:

Review of Related Literature

Conceptual Review

Empirical Review

Theoretical Framework

Summary of Literature Review
CHAPTER THREE

RESEARCH DESIGN AND METHODOLOGY
Research design
Population of Study
Sample and Sampling Techniques
Research Instrument
Validity of Instrument
Administration of the Instrument
Method of Data Analysis
CHAPTER FOUR

DATA PRESENTATION AND ANALYSIS
Data presentation and Analysis
Discussion of Results
CHAPTER FIVE

SUMMARY, CONCLUSION AND RECOMMENDATION
Summary
Conclusion
Recommendation
References
Appendix

Abstract

This study is on effective communication as a tool for determining employee’s job performance. The total population for the study is 200 staff of Dangote group of company in 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 production managers, marketing managers, senior staff and junior staff were used for the study. The data collected were presented in tables and analyzed using simple percentages and frequencies

 

 

 

 

 CHAPTER ONE

INTRODUCTION

  • Background of the study

Leadership is a very crucial factor in the management process and means influence on the behaviour of other in order to achieve organizational purpose or goals.  Communication which is the mean through which task and recourse needed to carry out an assignment.  The roles and duties are transferred by information a massage from one involves communication, research has shown that 232 technical employees of a research organization spent 61% of their hour work day in these activities; speaking and listening – 35%, writing – 16 and reading  10% which is not less in our present day environment (Rogers and Roethlisherger 1952). Indeed, human resources remain the most important asset of any organization and should be well informed, trained and motivated so as to use all other resources resourcefully.  When a human being is well informed, trained and motivated, he is capable of achieving higher productivity.  For the success of any productivity or job, performance programme depends on human innovative for management to look more closely into the human factor and examine what it take to maximize human endeavour towards maximum productivity or job performance improvement (Soul, 1963). Obviously, high productivity or job performance depends upon the effectiveness of the workforce, managers must actively search for better ways of communicating, taking decisions, creating innovation and producing leadership to achieve higher productivity.  A company can long compete with its competitors when or if its has its employees on it side and incentives, wages system, training programmes, improved working condition and the likes (Bamkole, 2000) The biggest of the management is not how to handle the machines but how to handle its workers.  This is often the most difficult to deal with not because they consist of difficult people, but because of the natural differences in  point of view tend to keep management and workers apart.  The result has be a new emphasis on the role of communication as it relates to employee’s job performance in management.  The relation of communication to management gives a balance the picture of the role which information plays in building good relationship inside an organization.  One aspect of communication is the device or means which may be utilized to promote the effective exchange of information necessary to the conduct of business and transportation system for ideas and information.  The increase of the volume of information necessary for high job performance that may be transmitted makes it desirable for the natural communication instrument and opportunities present in the day to day association of people at work in order to keep them fully informed (Osiegbu 1998). Effective communication which involves a translation of ideas or directions, command or guide into oral or written words or actions on the part of the communicator in which a manner that will transfer the ideas from the mind of the communicator to the mind of the receiver, with the aim that the latter will react in a manner as envisaged by the former (Akiyemi,  1981), is required in an organization to increase the level  of understanding among various people and harmonized their effort at achieving corporate goals. This will maximize the amount of efforts being invested in the production process and is used to train the employees in order to enhance their effectiveness and efficiency. Strained employee employer relationship result from lack of understanding and poor communication workers need to be free and comfortable making innovative suggestions, clarifying any misunderstanding about themselves and their work or asking question to help them understand a procedure, an induction or other expectation on the job.freedom of speech is one of the most important emerging employee rights in the sense that is at the core of communication endeavours and many fundamentally alter work place interactions. Essentially, the role of effective communication in enhancing job performance in organizations cannot be overestimated (Bernard,1938). In sum, communication is a key and needed set of information that is depended upon largely for the survival, continuity progress and successfulness of any business organization.

 

 1.2 STATEMENT OF THE PROBLEM

Increasing employee productive effectiveness involves responding to the needs and wants of employees by allowing them participate or take part in the planning of their work. Building opportunities for growth into their jobs, dealing with people worth time, consideration, respect, significance and recognition, building team work and group priced; developing work-oriented employees and employer who are interested in doing their daily work well, setting appropriate work measures and goals etc. yet workers expression of dissatisfaction conflict with employers cannot be evicted (Saul, 1963). Communication, involves a set of information sharing activities which entails keeping the employees well informed about his or her job and its environment, the quality of his or her work and stability of the company.  Introducing and maintaining effective employer  employee communication within the organization involves organizational delivery system that communicate relevant work rules, responsibilities, policies, practices and procedures, shared values and promotes a healthy organizational culture.  Thus, employee handbook, training and orientation sessions and programmes, policy manuals, staff forum, posted rules, verbal exchange, collective agreement, managerial behaviors etc are a variety of implicit and explicit media which organizations needs to re-examine, possibly improve and receive for organizational effectiveness (Paul and Kenneth, 1997).

1.3 OBJECTIVE OF THE STUDY

The objectives of the study are;

  1. To ascertain show the role of effective communication in both determining and enhancing employee productivity or job performance in an organization
  2. To ascertain the extent of employee responsibilities, communication in work setting and how an organization transmits information through its media to achieve performance.
  3. To ascertain the relationship between communication as a tool and employees job performance

1.4 RESEARCH HYPOTHESES

For the successful completion of the study, the following research hypotheses were formulated by the researcher;

H0there is no relationship between communication as a tool and employees job performance.

.H1there is relationship between communication as a tool and employees job performance.

 H02there is no role of effective communication in both determining and enhancing employee productivity or job performance in an organization

H2there is role of effective communication in both determining and enhancing employee productivity or job performance in an organization

1.5 SIGNIFICANCE OF THE STUDY

The study would enable the organization to correct the notion that once an employee is engaged or employed, he already has a working knowledge of the organization to achieve high performance. He would need to be properly oriented trained and informed about his rights and responsibilities, disciplinary procedures. This would help his performance at work. With this study, the relationship gap that exists between the employees in organization would be covered; safety rules and standards at work would be properly maintained if specified effectively.

 1.6 SCOPE AND LIMITATION OF THE STUDY

The scope of the study covers effective communication as a tool for determining employee’s job performance. . The researcher encounters some constrain which limited the scope of the study;

  1. a) AVAILABILITY OF RESEARCH MATERIAL: The research material available to the researcher is insufficient, thereby limiting the study
  2. b) TIME: The time frame allocated to the study does not enhance wider coverage as the researcher has to combine other academic activities and examinations with the study.
  3. c) Organizational privacy: Limited Access to the selected auditing firm makes it difficult to get all the necessary and required information concerning the activities.

1.7 DEFINITION OF TERMS

  LEADERSHIP

Is the state or position of being a leader. It is the ability to be a leader or the qualities a good leader should have. It is the qualities and abilities of a person with a leader charismas to direct, guide, manage and organize others. It is a crucial factor in the management process use to influence the behaviour of others to achieve organizational purpose or goals [sawyer, 1981].

 COMMUNICATION

Is the means through which the task and resources needed to carry out an assignment, the roles and duties, and the expected results, are made known to the subordinates. It is the transfer of information-a message from one person to another [Bernard,1938]. Communication has to do with the act of imparting ideas and making one-self under stood by others. It is the act of inducing others to interpret an idea in the manner intended by the speaker or writer [Akinyemi, 1981]

 EFFECTVE COMMUNICATION

Involves a translation of ideas or directions, command or guide, into oral or written words or actions on the part of the communicator in such a manner that will transfer the ideas from the mind of the communicator to the mind of the receiver, with the aim that the receiver, will react in a manner as envisaged by the communicator [Akinyemi, 1981]. Effective communication is the transfer of message, followed by feedback from the receiver to the sender indicating an understanding of the message [Bernard,1938].

 MANAGEMENT

Is the achievement of organizational objectives through leadership. It involves the process of planning, organizing, motivating and controlling of organizational resources in order to achieve its goals. It is the use of the resources available in an organization which includes its people, machine, raw materials and technology effectively in order to achieve organizational goal [Paul and Kenneth, 1997].The management of human resources is crucial to the growth and survival of any organization [Bankola, 2000].

ORGANIZATION

Is group of people who form a business or club together in order to achieve a particular aim.  It is the coming together of a group of people with similar aims and objectives in an arranged manner in order to achieve a set goal (Paul and Kenneth, 1997).

 

 PERSONNEL MANAGMEENT

Is the branch of management that specifically deals with the management of people at work.  It covers the broad spectrum of the life of an employee at work right from the point of entry to the point of final exist (Bankole, 2000)

MOTIVATION

This comprises the inner drives that activate or move an individual to action.  It is what spurs an individual towards a desired behaviour.  Increased motivation can serve as a goal for which people will strive if they see that greater effort brings the increase pay and if they want the increased pay (Bankole, 2000)

1.8 ORGANIZATION OF THE STUDY

This research work is organized in five chapters, for easy understanding, as follows

Chapter one is concern with the introduction, which consist of the (overview, of the study), historical background, statement of problem, objectives of the study, research hypotheses, significance of the study, scope and limitation of the study, definition of terms and historical background of the study. Chapter two highlights the theoretical framework on which the study is based, thus the review of related literature. Chapter three deals on the research design and methodology adopted in the study. Chapter four concentrate on the data collection and analysis and presentation of finding.  Chapter five gives summary, conclusion, and recommendations made of the study

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