The study also concluded that mission statement provided tangible goals for the firm to achieve in the organization and that senior management in the organizations was accountable in ensuring the action plans are acted on. The study concluded that work ethics in organizations safeguard firms' assets and that senior management was excited by the organizational principles when discharging their duties. The collected data was then analyzed, organized and presented using Statistical package for business studies. Open-ended and closed-ended questionnaire was used to collect primary data. The target population consisted of senior employees of the chosen organizations, totaling 30 and a sample size of the same 30 senior employees since all of them were included in data collection. Using quantitative approach the research adopted descriptive design in its endeavor. Three theories including goal setting theory, expectancy theory and motivational theory were used to explain their relationship with the study conducted.
TEXTRON FOLLOWING STACK RANKING FOR EMPLOYEES CODE
The study specifically focused on three main variables of performance management system which were code of conduct, objectives of the organization and employee's motivation. The objective of this study was to assess Performance Management Systems (PMS) and organizational performance at different private and government organizations which are CRDB Bank, Tanga Cement Company and Tanga UWASA. Keywords: internal corporate communication, employees’ job satisfaction, employees’ job performance. Internal corporate communication plays a major role in influencing employee job satisfaction which significantly influences employee job performance hence organizations that want to successfully retain a satisfied workforce must be willing to employ a communication style that is more participative and employee-supportive. These challenges, when not properly tackled, can hinder many organizational processes, especially its efforts at achieving employee job satisfaction/performance and, ultimately, organizational success. Further findings from the study also reveal that organizations are faced with diverse internal communication challenges such as: distorted feedback, matching message content with appropriate packaging, inadequate information, uneven flow of information, messages with lack of clarity of purpose, inability to arrive at a homogeneous internal communication approach and complete communication breakdown. Findings reveal a significant relationship between internal corporate communication and employee job satisfaction which further enhances employee job performance. Further findings reveal that most of the employees perceive internal corporate communication in their organizations as very effective, positive and a necessary organizational tool for employee job satisfaction. Findings from the study show that the channels of internal corporate communication operational in the selected organizations are: face-to-face discussions, e-mails, intercom units, intranet, reports, messengers, memos, newsletters, official letters, bulletin boards, departmental/management meetings, group/team discussions, in-house training sessions, management/employee briefing sessions, labor union meetings, suggestion boxes, notices, closed unit groups (CUGs), and assemblies. Also the Pearson chi-square was employed to determine the relationship between variables for any significance.
Data were collected and analyzed in simple frequency tables and the responses were represented in frequency tables as percentages of the overall sample. The survey method was adopted to gather data 296 copies of the questionnaire were administered on junior and senior personnel of the selected organizations under study while in-depth interview was conducted with selected management level personnel. Hence, this study examines how internal corporate communication influences employees job satisfaction in selected organizations under study. The inability of managers to effectively communicate with their employees leads to employee job dissatisfaction and poor performance.
Hence, effective communication has been linked to a number of positive outcomes like organizational success, financially and socially, higher levels of cooperation and employee job satisfaction while ineffective communication may lead to dissatisfaction, misunderstandings, lack of information, lower performances and more employee rotations. ABSTRACT The focus of internal corporate communication is gaining interest, particularly because it is very essential in all dimensions of the organization’s performance.
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