Informatics Publishing Limited

Abstract

It is imperative to note here that, element of high performance includes incentives, compensation, participation of employees in decision making, fringe benefits, performance allowances, etc. All of these directly or indirectly affect the performance and intention of employees to stay in an organization and yet are not addressed. The main objective of this study is to examine the effect of high-performance work practices on organizational performance of General Hospital, Mubi, Adamawa state. The study adopted the use of non-experimental design with specification in survey research design. The population of the study comprises both senior and junior staff totaling (344) members of staff, while the sample size is 185 determined using Yaro Yemani formula. Hypotheses was tested using Pearson correlation analysis, the decision is that there is significant relationship between the variables under study since (r = 0.339, 0.983, 0.939 and P-value < 0.000 and df = 4). The finding revealed that organization has experience high employee turnover due to lack of employee participation in decision making, lack of employee participation in decision making has led to low employee productivity in the organization, this has led the organization to experience inequality decisions and weak employee attachment to organization. In addition, the study therefore, recommends that the Management of General Hospital Mubi should develop a strategies that will enable the hospital has experience lower employee turnover i.e. through allowing employee to participation in decision making, also should allow employee to participation in decision making in order to achieve high employee productivity in the hospital, this will enable the organization to experience quality decisions and strong employee attachment to organization.

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Abstract

The research study on the impact of communication gap in the achievement of organizational objectives identified how lecturers experience communication gaps through lack of communication skill, having different perceptions, difference in status, distrust, individual emotions, poor listening skill, gender differences, cultural differences and technological jargon. The main purpose of the study is to examine the impact of communication gaps in the achievement of Organizational Objectives; a Case Study of Adamawa State University, Mubi. The study adopted descriptive research design. The total population of the study is eight hundred and twenty-four (824) which comprises of two hundred and thirty-two Academic Staff (232) and five hundred and ninety-two (592) non-academic Staff of different carders. Therefore, the sample size for this study is 269 arrived at using Yemani Yaro formula (1964). The instrument used for collecting data from the respondents is the questionnaire, and the data gathered from the respondent was analyzed using percentage analysis. The result shows that there is significant and positive relationship between variables of the study (r=0.857, P< 0.05). Also, it was discovered that poor directives by management causes confusion among employees, communication gap can also influence reduction in information flow between management and subordinate staff, the information provided by the university management are not enough. Also, there is always opposition when opinion of all concerned are not sought in the management meeting before any decision taken. The study therefore, recommends that the management of ADSU Mubi should make clear communication in order to make directive as easier as possible to employees in order to avoid confusion among employees in discharging their duties, there is also need for good flow of information between the management and their subordinates in the institution, it also good for the management to put in cognizance the interest of the organization as well as all staff as a whole in every decision making in the institution.

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