Employee Performance at Super Asia

Employee Performance at Super Asia

ZARYAB DOGARSec G08u0308

Table of ContentsChp 1:Introduction51.1An overview of the topic51.2 managerial concerns:61.3 study objective71.4 Company background/history:7Chp 2: Literature review8chp 3:methodology and analytical choice133.1 Research type:133.2 Data Type and Research Period133.3 research Hypothesis143.4 Theoretical framework and variables under consideration153.4.1 Reference list of variables under consideration163.4.2 Theoretical justification17Explanation183.5 Information Gathering and Sampling Procedure193.5.1 Survey Design193.5.2 Population, Working population and Planned sample193.5.3 Sample size consideration203.5.4 Choice of sampling technique203.5.5 Field work and Respondent profile203.6 Data analysis tools and techniques20Model203.6.1 Multiple linear regressions21CHAPTER 4: Empirical results and analysis214.1 Qualitative Research (Interviews)214.2 quantitative research224.3 Limitations of Study23Chapter 5: Conclusion24Future Research and recommendations26References27Drake B.Meckler.;Stephens D (2002)Transitional Ethics: Responsibilities of Supervisors for Supporting Employee Development Source: Journal of Business Ethics, Volume 38, Numbers 1-2, pp. 141-155(15)28Appendix : A29Questionnaire29Appendix : B33Descriptive data33Correlation34Appendix : C34Graphs and Plots34Appendix : d35Graphs and Plots35Appendix : E37Graphs and Plots37Appendix : F38Graphs and Plots38Appendix : G39Graphs and Plots39Appendix : H40Graphs and Plots40Appendix : i41Coding sheet41

Chp 1:Introduction

1.1An overview of the topicEmployee performance refers to as how an employee fulfills the job assigned to him. The level of his motivation , his attitude towards the work and the determination are all factors that account to the carrying out of a job. An employees performance can variate depending on different factors. The factors that account are the working conditions , the security of job and many other factors. Another definition for employee performance is the behavior, the attitude and the willingness of the employee for certain job that effects the fulfillment of that job. The more the employee is positive , has good attitude towards performing and shows his full determination to carry out the task assigned will automatically increase his performance and will lead to the organizations growth.In other words employee performance is the affect of different factors which lead to variate the employees performance over a job. Some factors are salaries , organization culture and the performance appraisal. The more the employee gets the salary, the more satisfied he will feel and will work positively. Moreover the better the organizations culture, the employee will feel motivated and will work efficiently Definition of employee performance according to dictionary performance criteria standards for employee behavior at work . they are evaluated on the basis of how well they perform their tasks assigned to the them with the standards set by the employer . Now a days employee performance is very important and now many companies are focusing on these things in order to enhance their motivational levels.So basically there are many factors that affect the employees attitude towards his job which lead to variate the performance of the employee1.2 managerial concerns:

The significance of this study is found the roots and causes of the employee poor performance. Diagnosing this problem is going to help the companies like Super Asia to increase their performance and efficiency and get competitive advantage over their rival companies and manager their HR resources in a batter way. This study is also going to help Super Asia for increasing the job satisfaction for existing employees and help to develop the best suitable working environment. What Super Asia is looking for is the new ways how they can increase the performance of their employees .in order to increase the efficiency of the workers. This ultimately is going to increase the efficiency of the company. Obviously if employees are more motivated then they will perform batter under any circumstances. Super Asia wants to achieve those production levels which they have achieved in the past that even in recession time of the economy the company is making the maximum appliances and is the only company which is exporting the appliances from the country. This is only due to their highly motivated employees. But now they are facing problems in employees performance. So they also want to get some research done on this. This research is going to help the company the previous productivity level. This is ultimately beneficial for the company in monetary terms as well.

1.3 study objectiveThe problem with super Asia Company is that some of its employees are not performing well enough with their jobs and are not motivated properly. It is now very important for the company to motivate its employees to improve their job performance and productivity, at almost all the steps of producing the appliances .the research objectives are

Understanding motivation. Understanding the ways the company can improve the performance of its employees

1.4 Company background/history:

Super asia was inaugurated in in 1975 by its founder mr . Mian Muhammad Din. Super Asia is an organization that produces and manufactures quality home appliances in the region. The maintenance of the quality and benchmarking can be viewed under the achievement of ISO 9002 certification. The boom and success of the company started over 25 years ago by producing the first ever washing machine made in Pakistan. This success later lead them to spread even more in the home appliances market and they now produce wide range of appliances.SUPER ASIA keeps in view the purchasing capacity of different segments so it manufactures different types of appliances in order to match the demand. The SUPER ASIA has a wide range of appliances which they produce that are washimg machines , room coolers , fans , electric and gas heaters, microwave ovens, electric chimneys and etc. they have even expanded themselves in a new line and have started manufacturing motorcycles. The famous fast food international chain of HARDEES is also brought by this group. The super asia group has built a strong name in the market in just over two decades.The company is now headed by its chairman HAJI MUHAMMAD YOUSAF and co chairmain HAJI MUHAMMAD AFZAL. HAJI MUHAMMAD ASHRAF being the chief executive of the company plays a vital role in building strong customer relations. The factory is located in district Gujranwala 3km on GT road.

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Chp 2: Literature review

Jacqub Lardinios(2009) in his paper finds the relationship of employee training on the job performance. In this paper he finds intercity passenger transportation is an important job and is to perform whit a responsible duty. He introduces the training system of the drivers of the intercity transportation through computer simulated game test. He finds that drivers who passed that difficult test have less accident in real time driving. Although there are many flaws in the initial versions of the game but with the improve version it was a success. And is enforced in different parts of the world including Australia. The methodology used for this is servey of 13 companies which includes 205participants . and results showed that both are directly related.Peter Schumaker(2004) in his paper finds the relationship of employee training with the employee performance. He has done this research on the municipal clerks. He finds that the effectiveness of training is associated with firm. He fined the relationship with respect to three variables which are organization environment , motivation and relevance of the training with job. The methodology he used includes questioner that were mailed to 596 clerks 434 deputy clerks. According to him the above mentioned variables have a significant relation with employee performance.Fong Wu(2002) find in his paper the rules and regulations in business and their effect on employee perfomance performance. This study was done in Taiwan. For this reason he divided the business in three forms 1 :SME, 2: OUTSTANDING SME, 3 :LARGE ENTREPEISES . the methodology used for this kind of study is a survey . for this reason a sample size of 132 enterprises was selected. 1320 questioner was sent for this study. Out of all those 524 was considers valid because they were fully filled the remaining was not suitable for this study because they were not filled with proper intentions. The result comes out from those findings show that theory is a direct relationship among the ethical decision making and the business performance.Mark Zwick (2004), in which the main area understudy was the performance appraisal level in a retail shop. For this particular paper, employees working in a retail shop were interviewed and observed after introducing new changes to the overall environment. Hence the main type of data collection method was qualitative analysis. Firstly the hierarchy levels in the retail shop were reduced and later team work and autonomic work groups were introduced and their effects were measured through observation. It was concluded that team work and introduction of groups greatly increased the performance levels of employees and hence motivated them to performance better as a coherent work group.Brayfield et all (2005) in which the prior relationship established between employee motivation and employee performances are studied. For this empirical literature is studied that contains information on these two variables and discussion were held by the researchers on the methodology that was used, sampling that was done, from 15 stores located in United States, criterion that was established and the problems they saw in these prior papers regarding the overall design and analysis. After in depth analysis and critical evaluation of the papers that were studied it was concluded that job satisfaction has some impact on employee performance but doesnt affect it so significantly as to improve the levels of employee performance. Hence to achieve job satisfaction an employee can work hard, and once he or she is satisfied, the motivational force is no longer there to further enhance productivity levels. Gruman et all (2011), in which the researchers focused on identifying the employee empowernmnt systems have when improving performance levels of their employees. For this reason the performance management system of a manufacturing firm in Ontario, Canada was studied in detail. And questionear were sent to 530 employees which were selected as a sample size. It was concluded that the best way to improve employee performance through these performance management systems is by orienting them to promote employee engagement. By incorporating employee engagement at every level of the process and every stage, an organization can help foster increases in employee performance levels. Peter Park (2011) is the author of the next paper that was reviewed, in which the researcher aimed at combining two various approaches what would increase task specification. This included cognitive approaches and affective approaches. In each approach two variables were studied which were information sharing and organizational commitment. In order to measure the effect of these two variables on employee performance, a Workplace employment relations survey was conducted in Britain. After proper analysis of the survey results, it was established and concluded that group incentives and self-management teams who were provided with authority and rewards had a positive correlation to information sharing which in turn had a positive correlation to organizational commitment and performance levels. the methodology used in this paper is survey of 20 companies. And a sample size of 175 employees were selected as a sample size. All the sample size is divided into 4-5 group people.Hon joseph (2012), in the paper talks about the relationship competency-based pay has to employee performance. Competency based pay focuses on the skills and abilities of each employee individually and devises a pay deserved on the basis of those skills and capabilities. Moreover, it has been stated that competency based pay can enhance implementation of business strategies and hence can also help improve organizational performance. For this purpose, 219 Hong Kong Chinese employees from a hotel were chosen and the data collected methodology was surveys. Surveys were conducted in which employees were asked about the perceptions they held regarding competency pay based systems and their creative performance, keeping in mind their psychological needs acting as a moderating factor. After in depth analysis of the study it was concluded that creative performance can be predicted by both competency pay systems and psychological preferences. Moreover it was also concluded that power is a variable that moderates the relationship between competency pay systems and creative performance.Yun, et all (2007), are the next authors whose research paper was reviewed for this particular literature review. The main aim of the paper was to establish effect of cummunication or on job performance behaviors such as task performance and organizational citizenship behavior. The sample chosen for this particular paper were 84 working students from various organizations. Upon interviewing and questioning them it was concluded that employees exhibit job performance behaviors in order to achieve self enhancement, especially when their roles in the organization arent clearly defined, hence both the variables are interrelated. This task is carried out on the part of the employees to enhance their image and hence increase the level of productivity.

Gomez-mejia(2008) finds in the paper the roll of politics in the performance of the person. The methodology used in this paper is a survey of 388 firms in FLORIDA .there are two stages in which the data is collected. Initially 1300 companies were registered for this study. The 2nd stage of data for this study was happened 30 months later. this was finding in his paper that there is a direct relationship among the internal environment of an organization and the performance . the purpose of this study is to find the rules and regulation with the performance of the firm and employee. And it was found in this study that they have a great relation with eachother.

Michel Veum(2004) finds in his paper the effect of organization culture in employees of USA. According to this paper people dont change their jobs if they are satisfied with the job and the conditions. He gave examples related to this issue in this paper. he also founds in his paper that training reduces the job chinging process of an employee. The methodology used in this study is interview . for this reason 10,000 people were selected as a sample size. Within the age bracket of 14-22 . and it was clear for the interviews that job training is helpful for increasing the employee performance.Gill, et all (2010) have conducted the research in order to examine effect of transformation leadership in organization and employee empowerment on the stress of employees. The article argues that high stress level causes serious issues of health such as depression, asthma, high blood pressure and depression. This health issue adversely affects the employee performance. So in order to research the employee empowerment effect on the job stress level of an employee, the author has choose the Indian hospitality industry to conduct their research. The sample area was Punjab of India to collect the research data. The population was o restaurant services in Punjab. For the effective research and response, a list of employees, third contact details were taken for their proper participation. Out of 900 surveys 266 were returned, and 2 of them were not usable. The rate and response in total was 29.55%. The result of the findings proved that there was a negative relationship between employee empowerment and job stress level. The more the empowered an employee is for decisions the lower is the stress level so better the performance.chp 3:methodology and analytical choice3.1 Research type:If a research is carried out, there are two types of research; primary and secondary. both research methods have their own siginificance, the research type for this particular paper is primary research. As for the development of literature review; papers were obtained from publications and journals through the World Wide Web.The main research type is primary data collection, since qualitative data was obtained through interviews from employees of the company and managment and questionnaires were developed and distributed amongst a sample of 100 people. These questionnaires aim to measure and determine the relationships between the variables mentioned in the theoretical framework and the hypothesis statements developed. The advantage of using this particular primary research method is that one can pertain and address to the specific issues and obtain relevant and up to date results. The main and most common types of primary research are pilot studies, interviews, focus groups, questionnaires and surveys. In this paper two types have been used; interviews and questionnaires.3.2 Data Type and Research PeriodFor this paper, the data type is field survey. In a field survey the researcher develops questions and goes out in the external environment to obtain answers. In this particular field survey, a questionnaire will be developed and answers will be obtained from the relevant company employees ,a sample of a 100 people will be chosen.The research period is dated from February till April (2012), in which both interviews and questionnaires were conducted.

3.3 research HypothesisH1: There is a positive relation between training and employee performance.H2: There is a positive relation between communication and employee performance.H3: There is a positive relation between salary and employee performance.H4: There is a positive relation between organization culture and employee performance.H5: There is a negative relation between organization politics and employee performance.H6: There is a positive relation between task description and employee performance.H7: There is a positive relation between promotion and employee performance.H8: There is a positive relation between performance appraisal and employee performance.H9: There is a positive relation between rules and regulations and employee performance.H10: There is a positive relation between feedback and employee performance.H11: There is a positive relation between motivation and employee performance.H12: There is a positive relation between performance evaluation and employee performance.H13: There is a positive relation between employee empowenment and employee performance.

3.4 Theoretical framework and variables under consideration

PromotionPayPolitics

3.4.1 Reference list of variables under considerationIndependent variablesExpected signsPrevious literature

Employee empowerment +Fong Wu(2002), Peter Park(2011)

Task description+Self

Organization culture+Self

Politics-Yun, Takeeuchi & liu (2007)

Motivation+

Pay+Hon Joseph(2012)

Promotion+

Communication+Brayfield & Crockett (2005)

Training+Jecqub Lardionios (2009), Petet Schumaker (2004)

Rules & regulations+Gomez-Mejia(2008)

Performance appraisal & feedback+Mark Zwick (2004), Gruman & Skas(2011), Katzell & Guzzo(2003)

3.4.2 Theoretical justificationIndependent variablesPrevious literature

Employee empowerment Fong Wu(2002), Peter Park(2011)

Task descriptionSelf

Organization cultureSelf

PoliticsYun, Takeeuchi & liu (2007)

Motivation

PayHon Joseph(2012)

Promotion

CommunicationBrayfield & Crockett (2005)

TrainingJecqub Lardionios (2009), Petet Schumaker (2004)

Rules & regulationsGomez-Mejia(2008)

Performance appraisal & feedbackMark Zwick (2004), Gruman & Skas(2011), Katzell & Guzzo(2003)

Explanation

training: the level of guidence and skill polishing that is done inorder to enhance the capabilities of employees.communication: the ease and convenience by which employees can interact with each other and the convenience to flow the information from lower level to upper and vice versaMotivation: the factors which encourages the employees to work more and hard.Job description: the level where an employee becomes satisfied with its job and the work related to their job when he is specified towards a job.promotion: the approval of a better level of the job within the working conditions of the firm.pay: the level of salary a person receives for his resuming the job Performance appraisal: the method of encouraging eemployees for their better work .Rules and regulations: the organizations rules and procedures and policies affecting employeesOrganization culture: the atmosphere within an organization to work, sit, communicate. Its basically the whole internal environment. Organization Politics: the group making or biasness within an organization to support some employees more. The grape vine within in an organization

3.5 Information Gathering and Sampling ProcedureThere are many various types of sampling procedures, however the two broad categories of sampling mainly representative and non-representative. The sampling procedure chosen for this paper falls under known as convenience sampling. Since the allotted population is very huge and cannot be represented, the sample chosen is at the researchers own convenience. This does not mean that the sample is random, since it has been chosen deliberately to make the sampling procedure easy. Convenience sampling has many advantages; it not only is easier this way, but also makes it a fast and less expensive method of obtaining data.3.5.1 Survey DesignA questionnaire has been developed to test the variables accumulated after literature reviews. The questionnaire contains a total of sixteen questions that measure a variables impact via the likert scale. The questionnaire also include three demographics questions. This questionnaire will be distributed amongst the employees of Super Asia, and the management of the Super Asia specially HR department management. This makes this particular survey design, a field survey.3.5.2 Population, Working population and Planned sampleThe entire population of Gujranwala, according to census comes out to be an estimate of 5,517,220 people. Which is too large to cover for this type of research The working population of Lahore has been taken into account after choosing Super Asia Pvt. Ltd. which has around about 1250 people as labor and employees population. Out of these 1250 people a sample size of a 100 people have been chosen from Super Asia to which questionnaire will be distributed. This sample size includes both the employees/workers and management as well. Employees also include the permanent and the temporary workers/employees and permanent members of management.3.5.3 Sample size considerationAs mentioned above the sample size of a 100 people has been chosen from a total of 1250, in order to ensure reliability of the results gathered. Since the entire population of Super Asia could not be taken into consideration ,due to time and monetary constraints. So a sample size of 100 out of 1250 people has been chosen in order to gain a representative sample. This is the best suited sample size in order to get required results.3.5.4 Choice of sampling techniqueThe choice of sampling technique is convenience sampling due to the fact that the sample size of a 100 has been chosen by the researcher, to his convenience. Due to certain constraints like money, time etc. so convenience sampling seemed to be the most appropriate choice of sampling technique by the researcher. 3.5.5 Field work and Respondent profileTalking about the respondents profile, the age bracket for this particular study is from 22 years old to 60 years old. There are no females in the chosen company, due to its nature primarily. The minimum level of education required is matriculation to Masters while the posts questioned for this particular study include, Assistant Managers HR, sales, material and production representatives, managers and departmental heads/supervisors and workers who are permanent and temporary.3.6 Data analysis tools and techniquesModel

3.6.1 Multiple linear regressionsFor multiple linear regressions t-tests will be run. Data will be accumulated through co-variances, histograms, anova tables, cross tabs, line and bar graphs, scatter plots and correlations will be established by the use of softwares like Minitab and Stats graphics. CHAPTER 4: Empirical results and analysis4.1 Qualitative Research (Interviews)For the purpose of gathering qualitative data and to ensure that the findings and the results are appropriate interviews were conducted. The face to face interviews would be an extremely important tool for validating the results and to ensure that the findings were applicable. Total three people were selected and they were interviewed keeping in concern all the variables that were relevant to the research. Through these interviews I would be able to find the factors that are affecting the nature of their jobs and their satisfaction level and the evaluating the employee perfomancethe first interview was conducted from Syed Athar ALI jafri. He is country manager at Super Asia. I discussed with him that my dependent variable is employee performance. My independent variables are employee empowernment, job description, rules and regulations, motivation , organization culture, communication So in response he told me that the most important factor according to him was training of employees.he added that the Suoer Asia allocates special budgets for employee training. The training is majorly focused on old employees so that can effectively and efficiently tackle the evolving technology. The employees are sent abroad also for vocational training. He discussed that organization lays immense importance on training as they believe its the most important factor influencing employees performance. Moreover he told me that the second most important variable in his view is organization culture . he said that culture of organization has a major impact towards employee performance. In Super Asia the culture among employees is semi formal. The employees interact with sub ordinates and senior officers with ease nd comfort yet maintaining the decorum.My second interview was conducted from Rana naeem Maqsood. He is the HR manager at super Asia. According to him the most important variable is motivation. The motivation is the factor that affects the employee performance the most. He said that employees should be properly motivated and willing to perform their task .in oder to motivate the employees Super Asia has a significant package of salary and proper promotion packages. He also added that salary and promotion are very important factors influencing employee motivation so organization gives importance to both.The third interview by me was conducted from Dil Fraz Ahmad. He is marketing manager at Super Asia. I discussed all my variables with him. He told me that according to him the most important variable is employee empowerment . he said that by delegating power to employees to some extent gives a positive feeling and creates a sence of responibilty. Moreover he was laying emphasis on the variable rules and regulations. He added that strict rules create a bad impact and employees whereas easy and flexible rules and regulations makes employees comfortable nd their performance increases 4.2 quantitative research

All the data that was extracted from questionnaires filled by the employees of organization depending on variables was used in softwares such as minitab and statgraphics and the regression was run. The results of regression were obtained nd the show that first of all the first indeoendent variable of employee training has p-value(0.000)(appendix A). This p-value 0f 0.000 is less than 99% of (p