IHIGH I IHIGH I
5. DISCUSSION 1 Introduction
5.4 Work Performance
5.4.1 Importance of Factors Affecting Work Performance .1 Mutual Trust
Overall, 97.8% of employees felt that mutual trust between themselves and their supervisor was important to most important. Regarding gender, 97.5% of males and 100% of females shared this view. In fact, mutual trust ranked second highest amongst all the other factors affecting work performance. Qualitative research qualified this since clear links were made between levels of trust and employee commitment to performing well.
Trust is the fundamental basis of any relationship and its importance in the minds of employees, specifically with regard to work performance, is testimony to the effect of a positive relationship on the psychological contract of employees.
5.4.1.2 Approachability of Supervisor
Overall, 97.3% of employees felt that the approachability of their supervisor to enable honest communication was important to most important. In terms of gender, 97% of males and 100% of females shared this view. Qualitative research endorsed these findings since the topic of communication came up, particularly with reference to issues of respectful interaction and the approachability of the supervisor. This concept also tied in with employees' preference for a relational psychological contract.
5.4.1.3 Supervisor Support
Overall, 99.1 % of employees felt that their supervisor should support and stand up for them. Regarding gender, 99% of males and 100% of females felt that this factor was important to most important. Supervisor support ranked highest in importance amongst all factors affecting employee work performance.
The concept of supervisor support could be linked to needs theories which influence work performance. The fulfilment of the need to feel safe and secure in the work environment as well as the need to feel a sense of belonging or affiliation with one's supervisor and team was seen as a factor which would result in motivation to perform better. In addition, the equity theory may be applied in the context of supervisor support, in that the employee's perception of fair treatment in the work environment could be related to the support received from his supervisor. Ultimately, supervisor support contributed to a positive relational psychological contract, and since this is what employees tended towards in their expectations, it became clear that this factor would have a positive effect of work performance.
5.4.1.4 Fair Remuneration
In total, 93.8% of employees considered fair remuneration to be important to most important in influencing work performance. The gender split comprised 94% of men and 92% of women. Surprisingly, while the vast majority placed importance on this factor, relative to other factors affecting performance, it was considered less important than relational factors. This further emphasises the trend that employees prefer a relational psychological contract. It was also interesting to note that relatively fewer women felt that fair remuneration was high on the agenda compared to men. It could therefore be seen that while all employees wanted a relational psychological contract, this may be regarded as slightly more so for female employees.
In terms of equity theory, the importance offair remuneration implied that improvements in work performance were driven to some extent by employee
perception of relative fairness of their own salary package and that of other employees.
Qualitative research further enhanced the relevance of equity theory with regard to remuneration, as revealed by the following comments made by employees:
"Engen's policy of remuneration has created a division amongst colleagues, stress and a division of the team".
"There are people in positions with that have far less experience than me who are in a far better situation financially"
"verify my salary package compared with others with my performance and same level in the organisation"
Research findings indicated that employees did not feel that remuneration packages were fair. Further, performance appraisals and ratings, which influence salary increases and performance incentive awards that are realised, were seen as not done fairly by supervisors. References to "the class pet" and "favourites" indicated that certain supervisors were subjective in the appraisal and rating of employees. According to equity theory, this would understandably result in a reduction in work performance from employees who feel slighted in this regard.
In addition, the presence of these circumstances indicated that violation of the psychological contract has occurred for employees in this situation. If action is not taken to rectify the situation, the ultimate consequence of termination of the
employment relationship, most likely preceded by a reduction in work performance, commitment and loyalty, is expected to result.
5.4.1.5 Factors Related to Communication
In total, 96.9% of employees believed that clear goals and objectives from their superiors were important to most important in order for them to work effectively. The responses were made up of 97% of the men and 96% of the women.
The opportunity to clarify issues was regarded by 95.6% of employees as being important to most important, with this statistic being made up of95% of the men and 100% of women. The difference in responses between the genders indicated that women were more likely than men to want to clarify an issue, and were generally more communicative.
Regarding the importance of having the opportunity to freely express ideas, 96.4% of employees regard this as important to most important, and this was made up of 96% of the men and 100% of women. This provided further testimony to the relatively higher communicativeness of women to men.
The last factor affecting performance which was related to communication was having an open path for conflict resolution. In this case, 95.1 % of employees felt that this factor was important to most important in helping them to work effectively. Regarding gender, it was found that 94.5% of men and 100% of women held this view. Once again it could be seen that women tended to place more importance on being communicative than men did.
The overall findings were expected since knowing what to do, in terms of goals and objectives, is the starting point for good work performance. Communication was once again identified as the key to ensuring ongoing improvement in work performance.
Clarity and understanding of goals and objectives was seen as necessary for effective work performance. The opportunity to freely express ideas, clarify issues and resolve conflict openly were all seen as important in order to maintain a positive working relationship and psychological contract which would be conducive to improving work performance. Women were seen as being relatively more communicative and relational compared to men.
5.4.1.6 Flexible Work Hours
Overall, 91.1 % of all employees regarded flexible work hours as being an important factor related to their work performance. In terms of gender, 92% of men and 84% of women believed that flexibility influenced their work performance. Of all the factors affecting work performance, the flexible work hour structure was regarded as relatively less important. Nevertheless, flexibility in work hours was regarded as being more relevant to creating a balance between home and work life rather than having an influence on work performance. Even, so, the fact that a large majority of employees placed importance on work-hour flexibility indicated that it should not be totally discounted relative to the other factors influencing work performance.
5.4.2 Gap Analysis: Importance vs Presence of Factors Affecting Work Performance