Abstract

The main objective of this research is to assess communication system and its effects on employee’s performance. To achieve these objectives primary were used and collected through random sampling. Primary data collected by means of interview, observations and structured questionnaires were given to 30 employees of C.D.C Tiko.

The data was analysed with the use of percentage and mean, while chi-square was used to test the hypothesis. The study finds out that managers and supervisors at the place of work think their idea alone can take the organization to its desired state, it also find out the various form of communication and their effects on employees performance.

The researcher conclude that, when there is effective communication in an organization like C.D.C, employees will meet up with their target productivity, hence communication has a significant effect on employee’s performance.

CHAPTER ONE

INTRODUCTION

1.1 Background of the Study

All organisations, both public and private entities rely on some form of communication to send their messages across to their target audience, or inform their target audience of the mission and vision of their entity. Employee mostly increases performance at the work place when effective communication is at its ultimate. For instance, when the information used about an organisation’s policies and procedures are at its optimum level with openness and accuracy; and also when the information provided is adequate, factual and has good feedback (Neves, &Eisenberger, 2012).

Meanwhile, only sizeable modern age organisation has placed value on effective work place way of communicating. It is assumed by some management members that, communication is the simplest task for everyone to execute but research has shown that communication thus make and unmake the existence of an organisation. In most organisations, managers often leave that aspect of effective communication to the human resource department as their focus only reaches for the operational activities (Anchor, 2009). In Ghana Revenue Authority (GRA) for example, the managers only concentrate on target achievement thereby forgetting that free flow of information and how well the staff understand these information disseminations boost their moral to work harder in maximizing revenue.

Likewise there becomes huge problem when managers within organisation always assume that they have had sufficient communications with their staff just by way of instructing them on their daily schedules. According to Anchor (2009) and Eisenberger & Stinglhamber (2011), two-way communication has positive impact on workers who perform profitably at work. They form some kind of belief pertaining their work which intends satisfy the socio-emotional. Relating this to the study done by Eisenberger & Stinglhamber (2011) and Rhoades & Eisenberger (2002), employees are able to determine the organisation’s readiness to appreciate and reward effective and efficient performance by workers.

Puth (2002) opined that management with an organisation have resorted to use workplace journal or publication to dialogue with employees, nonetheless major related channels of communication are not used effectively. He mentioned that in-house publications may not have any strategic bearings to sustain an organisation rather, encouraging two-way communication does the thrill to dominate workforce. Puth (2002) perceived that performance within an organisation could be improved significantly by way of sharing information with employees and involving them in policy making. However this recuperates general employee satisfaction and productivity within an organisation.

In some cases the communication gap that exist between managers and employees makes them to generally sense not trustworthy, respected or valued to be responsible in their field of work. In his studies, it was argued that the largest valuable resources within an entity are the employees; therefore it is the responsibility of managers to encourage two-way flow of information to optimize organisation’s performance as well as employee productivity. This makes communication very essential for all stakeholders as it assimilates most managerial purposes. Ethically, communication is needed internally to initiate plans for expansion; to also consolidate resource in effective with less cost; to select, nurture and appraise members of an organisation. Conversely, communication is needed externally to serve as awareness creation for management to do business with their stakeholders such as; suppliers, government agencies and many others.

The essence of communication is very vital and cannot be left unattended; it is that king of mechanical system, which determines the growth of an organisation in all aspect during this modern age. It is against this background that the study on effective communication on organisational performance is set to ascertain what pertains on grounds using a public institution as a case.

1.2 Statement of the Problem

Employee Interaction is a principal and essential endeavor in organisations as stated by Harris & Nelson (2008). They further asserted that the sustainability of an organisation is based on effective communication among employees and relationships develop based on effective communication. Working environments differ from all angles as well as their culture, economic and social development. In this context some of these organisations like C.D.C Tiko have cumbersome reports lines, which are difficult for the employee to abide; such as conflicting authorities, and obligations thereby making some subordinates become answerable more than a superior. In C.D.C Intra- communication facilities such as intercoms and memos are mostly ignored by some and this deprives subordinates from knowing the vision and mission of the company.

Considering the problems stated above, the study intends to aid C.D.C by expounding on the way assessment of communication system would improve employee performance. Studies have shown that effective communication helps employees to coordinate activities, achieve goals. It is also vigorous in socialization, decision-making, problem solving and change-management processes. This again ensures that members of an organisation or institution are working towards a common goal and purpose. Most organisations have challenges and continue to find the most effective channels for communicating with their constituents. Base on the problem above, the following questions will be asked, to solve the objective of this study.

1.3 Research Questions

1. How can the communication system be assessed and it effect on employees’ performance?
2. How effective is a communication system in an organisation?
3. How can a communication system affect employees’ performance?
4. What are the problems associated with the communication system?

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