Organisation appraisal system and employees’ performance in the industrial sector in Malawi: a case of Castel Malawi Limited company-Kanengo branch

Abstract

Organisational appraisal deals with the process of monitoring an organisation’s internal environment to identify strengths and weaknesses that may influence the firm’s ability to achieve goals. Organizatioal appraisal has a great effect on employees’ performance. The aim of the study was to investigate the influence of organisation appraisal system on employee’s performance in the industrial sector in Malawi. A case study of Castel Malawi Limited. The study was quidded by the following specific objectives; to explore the effects of leadership style on employee performance, to access the influence of working environment on employee’s performance and finally to explore the effects of staff training on employee’s performance. The study was underpinned by the two theories; Douglas McGregor’s Theory X-Y and Expectancy theory. The study employed a descriptive study design and intentionally used simple random sampling. The target population was 212. Using Yamane’ (1967) formula, the study determined a sample size of 139 as respondents. This formula was deliberately used because it had a potential of providing the accurate sample size that helped to determine the good result. During the data collection a total of 98 people responded to the questionnaire representing a 71.2% response rate. Structured questionnaires were used to collect primary data from respondent. The research instrument was piloted on 16 respondents to answer some questions from all variables. This was to aid in determining instrument reliability and validity. These respondents were from the Alliance One Company. In order to ensure instrument reliability, Cronbach’s Alpha Method was used. All the variables in the study had an Alpha result of above 0.80 which was a very good result. Validity of the research instrument was tested using the researchers’ supervisors. The results were analysed using descriptive statistics which involved the use of percentage, mean, standard deviation, and coefficient of variation, and presented in form of tables and figures. A statistical data package, SPSS, was used during data analysis and interpretation. This package was intentionally used because of its total customized system, user friendly and comprehensive support. On the findings, leadership style and its effects on employee perfomance, on average score, 76.5% of the total respondents agreed, 11.2% disagreed while 14% were neutral in the responses. The composite mean for the statement was 4.04 while standard deviation was 0.78. While on working environment 72% of the total Respondents agreed, 9% as an overall average neutral and 19% disagreed to the statement. On the relationship between staff training and employee perfomance, 69% of respondents agreed while18% of respondents disagreed and 13% were neutral. The study used Pearson r correlation to assess the correlation of three independent variables against one dependent variable. Thes result of above 0.80 in all variables meant that there was significant positive relationship. The findings of this research rendered a support to managers/supervisors when improving their employee performance and when they retain talent employee in the organisation. The study revealed that working environment significantly influenced employee performance through relationships, culture, moral values. The study again found out that staff training motivates employees to enhance their performance and it help employees to adapt to new developments. The study recommended that leaders must adopt leadership style that is more transactional in order to improve employee’s perfomance. The study recommended that management should try as much as possible to build a work environment that attracts, retain and motivate its employees so that to help them work comfortable and increase organisation productivity.