Graduate School of Business

Permanent URI for this communityhttps://repository.ium.edu.na/handle/123456789/195

Browse

Subject: search.filters.subject.Employee performance

Search Results

Now showing 1 - 4 of 4
  • Thumbnail Image
    Item
    An investigation into the effects of leadership styles on employees’ performance: A case study of the Agricultural Bank of Namibia (Agribank)
    (International University of Management, 2024) Shikesho, Aune A; Nakale, Metusalem
    This study investigated the impact of various leadership styles on employee performance at the Agricultural Bank of Namibia, focusing on the specific leadership techniques of managers and their impact on staff motivation, satisfaction, and productivity. The aims of the research study were guided by various objectives, including identifying the specific leadership styles employed by managers in enhancing Agribank Namibia staff performance, investigating how these specific styles affect the performance of the Agribank Namibia staff, and making recommendations that may lead to an improvement in Agribank Namibia employees work performance. The research used a mixed-methods approach, combining quantitative data from surveys and qualitative insights from interviews administered to 17 employees of the study who were selected using purposive sampling technique. The quantitative analysis reveals that managers at Agribank employ a range of leadership styles, including laissez-faire, transactional, transformational, democratic, autocratic, and bureaucratic, with laissez-faire being the most predominant. Transactional and transformational styles are also notable, though their effectiveness varies among employees. The qualitative findings analyzed thematically identify six key themes: understanding leadership, perception of current leadership, leadership style at Agribank, influence on employee performance, perceived effectiveness, and recommendations for improving performance. The results indicate that while overall job satisfaction and alignment with organizational goals are positive, there are significant differences in how leadership styles impact performance and motivation. The study concludes that a more consistent and supportive application of leadership styles could improve employee performance and satisfaction and suggests areas for future research to explore the long-term effects of leadership practices and their impact across different organizational settings. Recommendations include enhancing leadership training, improving communication, fostering inclusiveness, and implementing regular performance reviews.
  • Thumbnail Image
    Item
    Investigating contributing factors to poor employee performance and their impact on service delivery at National Traffic Information System (NATIS) centre
    (International University of Management, 2025) Haikela, Taimi; April, W. I.
    This study investigates the contributing factors to poor employee performance, a growing concern within public sector institutions where service delivery significantly impacts public trust. The study investigated factors contributing to poor employee performance at Namibia's Windhoek National Traffic Information System (NaTIS) Centre. Purposive sampling was employed to select participants from a target population of 75 employees. Adopting a qualitative approach, the study utilised unstructured interview data from 21 customer-facing and operational employees. The thematic analysis used transcribed scripts populated in Excel to uncover factors contributing to poor employee performance. Findings reveal that insufficient staffing and inadequate equipment were significant barriers to productivity. Outdated systems and slow processes hindered task completion and service delivery. While training programmes were available, their effectiveness was limited due to a lack of practical application and follow-up. Furthermore, the study revealed that ineffective organisational communication, including unclear instructions and interdepartmental miscommunication, contributed to delays and errors. These results suggest increasing staffing levels and updating outdated equipment and systems. The study highlights the need to tailor training programmes to meet specific job-related needs and implement follow-up mechanisms to assess long-term effectiveness impact.
  • Thumbnail Image
    Item
    An assessment of the impact of organizational restructuring on employee’s performance: A case study of the University of Namibia
    (International University of Management, 2025) Mbulu, Kaarina P.; Akpo, Simon
    The purpose of carrying out this study was to assess the impact of organizational restructuring on employees’ performance at the University of Namibia with a main objective to investigate whether and how organizational restructuring affected the performance of employees. The study adopted Positivism philosophy. The quantitative research approach was adopted for the study. The study adopted descriptive research design. The targeted population for this study was employees of UNAM from all its 12 campuses whose total was 2530. The study deployed stratified sampling technique to give each campus, department and faculty an equal chance of being selected in the study. This technique was also used to make sure both academic and supportive staffs (non academic staff) were fully represented in the study. The sample size of the study was 327 as was achieved using sampling formula. Primary data was collected by questionnaires through online survey. Data analysis was carried out using Microsoft excel leveraging its features to process and interpret the collected data effectively by means of charts, graphs and finding the mean and standard deviations. The study highlighted the importance of involving employees in job design, providing adequate support, maintaining clear communication, and addressing workload and satisfaction concerns to foster a positive work environment and enhance performance. The findings emphasized the need for improved communication and support strategies during restructuring to enhance employee understanding, engagement, and acceptance of change initiatives. The study recommended that UNAM can improve employee commitment by implementing motivational practices. It was further recommended that UNAM can revise its Talent Management Policy to reduce employee turnover, engage employees in designing their job descriptions and improve training and development programs tailored to employees needs to help them adapt to changes brought by restructuring. The study highlighted that organizational restructuring should be approached with careful consideration of its impact on employees and operations, prioritizing transparent communication, employee involvement, and supportive environments to achieve successful outcomes and maintain a motivated workforce.
  • Thumbnail Image
    Item
    Assessing the effects of emotional intelligence, psychological capital, and workplace diversity on employee performance in State-Owned Enterprises in Namibia
    (International University of Management, 2025) Tjimuku, Merlyn; Atiku, Sulaiman Olusegun
    This study assessed the effects of emotional intelligence (EI), psychological capital (PsyCap), workplace diversity (WD), and employee performance (EP) within Namibian State Owned Enterprises (SOEs). Grounded in the theoretical frameworks of social cognitive theory (SCT), social identity theory (SIT), social categorisation theory (SoCT), goal setting theory (GST), and resource based view theory (RBV), the research provides a comprehensive lens for understanding the complex dynamics at play. The study adopted a post positivism research philosophy, quantitative approach, and explanatory research design. A multistage sampling method secured a representative sample. Data were collection via structured questionnaires distributed through Google Forms to employees across six Tier 2 SOEs in Namibia and analysed using Partial Least Square Structural Equation Modelling. The findings revealed significant positive relationships between EI and PsyCap, PsyCap and EP, PsyCap, and WD, and between WD and EP. PsyCap mediated the relationship between EI and EP while WD mediated the relationship between PsyCap and EP. Contrary to expectation, EI did not directly influence EP or WD, and WD did not mediate the EI EP relationship. These results suggested an integrated approach to EP enhancement, emphasizing the roles of PsyCap and WD. Theoretical contributions include a refined understanding of how EI, PsyCap, WD, and EP interact, proposing new perspectives on existing frameworks within organisational behaviour and psychology. The study’s practical implications highlight the need for targeted training programs to develop EI and PsyCap, inclusive hiring practices, diversity training, and support systems for underrepresented groups. Future research directions suggest exploring additional contextual factors, such as organisational culture and leadership styles, to further explain these dynamics and enhance the strategies for improving performance in diverse organisational settings.