ASSOSA POLYTECHNIC COLLEGE

“FACTORS AFFECTING EMPLOYEE’S PERFORMANCE: IN THE CASE OF

ASSOSA POLYTECHNIC COLLEGE”

A RESEARCH PROPOSAL PAPER SUBMITTED TO -----------------------------

A RSEARCH PROPOSAL BY:

1. Meron Fekadu

Submitted to: -----------------

JANUARY, 2023

ASSOSA, ETHIOPIA
 ACKNOWLEDGMENT

Firstly, I would like to express my deepest gratitude to my respectful instructor,TIZAZU

KASSA (PhD) who arranged such guideline for the course of Business Research Methods and
guiding deeply how to prepare a research proposal. You have contributed immensely in shaping
this study through your advice and directions starting from selecting the title or topic. During
conducting this research proposal, I have learnt a lot of knowledge and experience which may
help me in my future undertakings.

Secondly,I have also a great appreciation and thanks for Mr. AMARE TESFAYE, for his
intensive advices in conducting this research proposal. His encouragement, guidance and critical
comments have greatly contributed to the research proposal.

Finally, I also appreciate my staff members who support me in materials i.e. papers, computers
and in the ideas. Something worth noting is that I have sacrificed the valuable time to complete
this research proposal. Once again, I would like to thank all those who helped in my research
proposal.

Thank You God or Allah Bless you!

Page II
 Table of Contents Pages
Acknowledgement……………………………………………………………………………..II
Table of Contents……………………………………………………………………………..III
List of Abbrevation and Acronyms…………………………………………………………...V
Abstract……………………………………………………………………………………......VI
CHAPTERONE………………………………………………………………………………...1
INTRODUCTION……………………………………………………………………………...1
1.1 Background………………………………………………………………………………..1
1.2 Statement of the Problem…………………………………………………………………2
1.3 Objectives of the Study……………………………………………………………………3
1.3.1 General Objective………………………………………………………………………..3
1.3.2 Specific Objective………………………………………………………………………..3
1.4 Research Questions………………………………………………………………………4
1.5 Significance of the study…………………………………………………………………..4
1.6Scope………………………………………………………………………………………5

7 Operational definitions……………………………………………………………………..5
1.8Limitations…………………………………………………………………………………..5

CHAPTER TWO –LITERATURE REVIEW…………………………………………………6

2.1 Employee’s performance…………………………………………………………………….6

2.2 Effects of motivation on employees performance…………………………………………...8

2.3 Effects of training and development on employee’s performance ……………………….....8

2.4 Effects of remuneration on employee’s performance ……………………………………...10

2.5 Effects of leadership on employee’s performance………………………………………….12

2.6 Theoretical frame works……………………………………………………………………14

CHAPTER THREE………………………………………………………………………….....15

3. RESEARCH METHODOLOGY…………………………………………………………....15

3.1INTRODUCTION……………………………………………………………………….....15

3.2 Research design…………………………………………………………………………….15

3.3 Study area………………………………………………………………………………......15

Page III
3.4Target Population……………………………………………………………………….......15

3.4.1 Sampling technique and sample size……………………………………………………..17

3.4.2 Sample size……………………………………………………………………………….17

3.5 Data gathering instruments………………………………………………………………....17

3.6 Pilot test…………………………………………………………………………………….17

3.7 Reliability and Validity…………………………………………………………………......18

3.7.1 Reliability…………………………………………………………………………………18

3.7.2 Validity…………………………………………………………………………………...18

3.8 Variables…………………………………………………………………………………....18

3.9Methods of data analysis and presentation………………………………………………....19

4.0 Ethical Consideration…………………………………………………………………….....19

4.1 Work Schedule and Budget Planning……………………………………………………....20

References………………………………………………………………………………….........22

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 List of Abbrevation and Acronyms

APTC:Assosa Polytechnic College

TVET: Technical and Vocational Education Training

MMT: Metal Manufacturing Technology

EMT: Electro- Mechanical Technician

IDDC: Irrigation Design and Drainage Construction

WSSS: Water Supply System Structure

ICT: Information Communication Technology

ELT:Electrical Technology

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 ABSTRACT
This research study aims to assesswhich factors that affect employee’sPerformance at
Assosa Polytechnic College. Specifically, the study is to assess significant factors that
influence employees’ performance in Assosa polytechnic college.Theoretical and empirical
studies will be reviewed to assess the factors likely to affect employee’s Performance. The
study will adopt descriptive research survey;a sample size of 143 employees will be taken
for the research study, an entire population of 223. Data for the study will be collected
primarily through semi-structured questionnaire. The study will adopt descriptive statistics
analytical techniques to analyze the variables, using Statistical Program for Social
Sciences (SPSS) version 25. Statistical instrument to be used for the research analysis will
mainly be inferential statistics. The researcher will employ the survey strategy for the
study. This strategy is proposed because it allows the collection of a large amount of data
from a sizable population in an economical manner. The study will employ descriptive
statistics method for presenting and summarizing data. Findings would be reported in the
form of tables and figures and appropriate recommendations given.

KEYWORDS:-Employee’sperformance, motivation, training and development,

remuneration,leadership

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 Factors Affecting Employee’s Performance

CHAPTER ONE
INTRODUCTION

1.1 Background of the study

Sustaining high performance is a competence that is learnable; it is a significant concern that
many organizations are still unable to sustain high performance. There are three main reasons
underlying this concern. The first reason is organization’s vision and strategies are not well
supported by the organizational processes and systems. The second reason is a clear
understanding of the marketplace in which the organization is to compete by the senior
management. If this is the case, then the mission, vision and strategies of the organization
become inappropriate. The third reason is the misalignment of the behavior required to
implement the strategy of the business effectively with the marketplace and customer
requirements. This is clearly seen on employee’s behavior and management (Kaliprasad, 2006).

Organizations are facing major competition from their competitors due to globalization; the
human resource managers are developing policies to ensure that the organizations remain
outstanding in the world market. Various organizations have set goals and objectives which
employees work toward achieving them. The management has therefore designed job
specifications and descriptions to ensure that there is clear accountability of each employee
towards their performance in their daily activities. Employee’s performance is driven from the
long-term goals of the firm as operationalized through annual, semi-annual, quarterly, monthly,
weekly and daily targets (Armstrong, 2009).

The concept of performance covers both what has been achieved and how it has been achieved
(Armstrong, 2009). The management has to compare the set goals in relation to the employee
output to measure the level of performance. Performance in the corporate is largely driven by
input of employees. Employee performance has therefore become a key concern of the
management. Combined efforts of various employees performance determines the level of an
organizations level of production hence development and growth of that organization. The
continuing prosperity of a firm is likely to be enhanced by employees who hold attitudes and
expectations that are closely aligned with organizations vision (Chew, 2005).

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 Factors Affecting Employee’s Performance

Employees require motivation and other factors to enable them work effectively to achieve the
organizational goals. Every organization has been established with certain objectives to achieve.
These objectives can be achieved by utilizing the resources like human power, machines,
materials and money. All these resources are important but out of these the human power is the
most important one. Organizations depend on their employees to survive (Alo, 1999).
Employees are performing different jobs in an organization depending upon the nature of the
organization. They mainly perform tasks like production, storage, manufacturing, transportation,
marketing, purchasing, distribution, promotion of business, finance and accounting, human
resource, research and public relations. Therefore, all these activities are inter-related to achieve
the targets set by the organization.Even though scholars describe earlier about high quality
service and products.Organizational objective and human power are some of the factors that
influence employee’ performance.

1.2 Statement of the problem

Economists classify factors of production in to four categories namely: labor, capital,
entrepreneurship and land and other natural resources. Among these, employees are regarded as
the most valuable assets of any organization without them take place. The success of an
organization depends on the quality of its employees which is measured by their performance.
There are heterogeneities in the quality of employees in an organization, i.e. all employees are
notequally working a given tasks.The highest capability regardless of incentive while others may
have an irregular tendency of working. If they are handled effectively, the success can be greatly
productive and increased employee’s morale (Masresha, 2014).

According to Kiruja and Mukuru (2013) state thatthe overall successes of an organization in
achieving its strategic objectives rely heavily on the performance level of employees.
Employees’ performance is a function of ability and motivation.Where ability is comprised of
the skills, training and resources required for performing a task and motivation is described as an
inner force that drives individual to act towards something. Flippo (2001) mentions that
employee’s performance is the success of the organizational environment and this will the
motivationto higher productivity, quality, quantity, commitment and energy.

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 Factors Affecting Employee’s Performance

Furthermore, Manzoor, (2001) affirms that, in order to achieve affluence, organizations need to
planunlike strategies so that they are able to contend with its competitors and more so to increase
the overall organization performance. A small number of organizations deem that employees and
human personnel are the main assets of any organization and which can lead them to success or
failure if not given attention. The employees are contented with it, they are motivated to fulfill
the tasks and achieving their respected goals and finally encouraged by their employers and no
organization can attain victory or develop in the long run. Employees’ performance has been
shown to have a significant effect on organizational performance (Collis and Montgomery,
1995).

Organizations need to understand the factors that affect employees ‘performance because such
insight will help them make decisions that will improved performance from the employees and to
an extension the overall performance of the organization.

This study try to assess which factors in Assosa polytechnic college deal with this major problem
that can affect the existence status of the college in a great deal related with employees’
performance.

1.3 Objective of the study

The study has general and specific objectives.

1.3.1 General Objective of the Study
The main objective of this study is to assess significantfactors that influence employees’
performance in Assosa polytechnic college and provide possible solutions for the problems that
will be identified.

1.3.2 Specific Objectives

 To identify the significant factors affecting the performance of employee’s at Assosa

polytechnic college.
 To determine how each factors affecting on employee’s performance at Assosa
polytechnic college.
 To provide guide lines for the concerned bodies to improve the performance of their
employee’s.

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 Factors Affecting Employee’s Performance

1.4 Research Questions

The study isguided by the following research questions:

1. To what extent does employee’s motivation affects employee’s performance at Assosa

polytechnic College?
2. To what extent does training and development affecton employees’ performance at
Assosa polytechnic college?
3. To what extent does remuneration affects on employees’ performance at Assosa
polytechnic college?
4. To what extent does a leadership affects on employees’ performance at Assosa
polytechnic college?
1.5 Significance of the study

As stated below under the overview of the college, there is no enough research conducted on it
yet. Therefore the finding of this research proposal will provide a more reliable in-depth
understanding of the factors that affect employee’s performance at Assosa polytechnic college.

 The study primarily benefits mostly managers of Assosa polytechnic college by pointing out
some of the problems seen in the college’s employees’ performance system.
 Identifying some gaps that are challenging the loyalty and commitment of the employees for
the college
 It also helps the college to re-assess the existing practice with a view of maximizing its
strength and minimizing its weakness.
 This study will have its own share in assisting the researcher to contribute the growth of
different organizations in Ethiopia, the study identifies problems related to the subject
matter and provide information to the concerned bodies like collegeDeans, college
administrative, policy makers, Education planners, and private investors to take appropriate
decisions.
 This study will extend its significance to the society and plays a great role in promoting the
development oforganization and contributes to the general economy indirectly by improving
employees’ performance in the service or education sectors.
 Future scholars can use as a reference.

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 Factors Affecting Employee’s Performance

1.6 Scope of the study

This study will be conducting at Assosa polytechnic College in Benishangul Gumuz Regional
State, in Assosa, Ethiopia. Its scope is limited to examine the factors affecting employee’s
performance in the education sectors particularly Assosa polytechnic college.

1.7 Operational definitions of terms

Employees: A person in the service of another under contract of hire, express or implied, oral or
written where the employer has the right or power to control and direct the employee in the
material detail on how the work is to be performed (Arthur, 1995).

Organization: Refers to a social arrangement which pursues collective goals, controls its own
performances and has boundary separating it from its environment (Harrison, 2005).

Employees’ Performance: behaviors which are relevant to organizational goals and executed by
individual employees

Motivation: is an internal drive need and to achieve a certain goal.

Productivity: the ratio of effectiveness (output) to the cost of achieving that level of
effectiveness (input).

1.8 Limitation of the study

The researcher will face some situation that limits the study to be done properly. Assess factors
affecting employee’s performance in larger scale requires ample of time and budget. Since time
and budget are the main constraints, the researcher is selecting only the four main factors that
affect employees’ performance among others.The other limitation is the researcher being an
employee of the college where the research will be undertaking, so lack of willingness of
respondents and lack of sufficient data since this study is mostly depend on primary source like
questionnaire so that the respondents may not give accurate information.Consequently, the
conclusion may not be the same as other institutions or colleges.

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 Factors Affecting Employee’s Performance

CHAPTER TWO

2.0LITERATURE REVIEW

This chapter will present a review of relevant theoretical and empirical literature onthe
factorswhich influence employees’ performance.

2.1 Employee Performance

Performance is a major multi-dimensional construct aimed to achieve results and has a strong
link to strategic goals of an organization (Mwita, 2000). Employee’ performance can also be
defined as the activities related to job and how well those activities were executed by the
employees. The behavior of employees’performance is also related to the objective of the
organization which isincreasingits reputation.

According to Motowildo(2003),Mentions that “Job performance is the total expected value to

the organization of the discrete behavioral episodes that an individual carries out over a standard
period” Thus, performance is the judgmental actions and evaluative processes of the executed
action and it is carried out by employee after a period of time.

For every organization, the most important element is the employee’s performance because the
success or failure of an organization is depends on the performance of employees. Many
business personnel, directors, the employees’ performance of each staff member on an annual or
quarterly basis in order to help them to identify suggested areas for improvement. The firm that
gets the advantage over other competitors through their talented employees’ performance in the
market world. The performance of employee’s on different jobs in close coordination is needed
for the success of the organization.

The meaning of employee’s performance is exactly same as job performance. According to

Kahya,(2009).Mentions that there are two dimensions of employee’s behavior. The task
performance and contextual performance. Task performance is the behavior of the employee’s
that directly involved in the producing goods or service activities which provide indirect support
for the organization’s core technical processes whereas the task performance is whenever

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 Factors Affecting Employee’s Performance

theemployee’s use their specific skills and knowledge to support the organization’s core
technical processes.

There are two types of task performance. Activities transform raw materials into the goods and
services that are the organization’s products, such as operating a production machine in
manufacturing plant and selling merchandise in a retail store are one of the task performances.
The second type of task performance is activities that service and maintain the technical core by
replenishing its supply of raw materials or distributing its finished products (Kahya, 2009).

On the other hand, according to Werner, (2000, Pp.3-24). State thatcontextual the performance
also called as citizenship performance.It is defined as the effort of employee which is not
directly related to the main task function but, still important (Werner, 2000). This is because the
employees are the one who shape the organization, social, and psychological context that serves
as the critical catalyst for tasks, activities and processes. There are two type concepts of
contextual performance. The first one is behavior which primarily aimsto smooth the function
of the organization. The second is behavior one that aims to change and improve work
procedures and organization processes.

Organization’s need to ensure effective employeesand this need can be satisfied by the
organization and should be encouraged to continue. Besides that, the abilities and skills are
tending to predict task performance while personality and related factors are tending to predict
contextual performance (Werner, 2000).

An effective employee uses his or her specific knowledge and skill for doing task in a right way.
Employeesperform different tasks in the organization, mainly in production, manufacturing,
marketing, financing, storing, transporting and public relation. All these activities performed by
the employees are inter-related to the goal of organization.Having effective employees’
performance in theorganization lead to increasing the productionsales and profit.

The importance of employees’ performance must be understood by the management and taking
steps to develop and motivate employees to perform well.

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 Factors Affecting Employee’s Performance

2.2 Effects of motivation on employees performance

It is unquestionable that proper motivation can cause employees to perform well and hence
increase productivity or service delivery. Research conducted by William James of Harvard
University is cited and states “employees could maintain their jobs by working at 20 to 30
percent of their ability employees work at 80 to 90 percent of their ability if highly motivated.
So motivation is a key determinant of employee’s level of performance and organizational
profitability (Sexton Adams & Adelaide Griffin,, 1987).

In today’s industrial life it would be unrealistic not to recognize the significance of motivation
in getting the work done. All managers and supervisors have to be concerned with it and have to
consider ways and means to motivate employees to achieve organizational effectiveness. Poor
motivated employees may show tendency to come late, show no concern with production, may
have a high rate of absenteeism and when present create interpersonal problems self and other
employees (Mirza, 1988).

2.3Effects of Training and DevelopmentonEmployees Performance

Training has a distinctive role in the achievement of organizational goal by incorporating the
interests of theorganization and workforce. Training and development has been acknowledged
to be a very important factor of organizational performance as well as employees’ performance.
It is not an end goal rather training is characterized as a means to an end; the end is being
productive and efficient organization.Populated by informed workers who see themselves as
significant stakeholders in their organizationssuccess(Barney,1991).Training and development
are basically directed to employees to have a better employees’ performance at work, but its
ultimate goal goes to the organization, because the end user of its benefits is the organization
itself (Rajaet al. 2011).

2.3.1 Employees training

The success or failure of any organization or business basically depends on the performance of
its employees. No wonder they are termed as valuable, non-imitable and rare resource of a firm
(Soud, 2014). Organizations are willingly investing in training programs to develop their
employee’s skill and knowledge. Effectively training for employeesare considered as significant

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 Factors Affecting Employee’s Performance

when it comes to improvement employees’ performance, since it enhances employee’s level and
competency of the firm and it provides support when it comes to filling the gap between what
exactly is performed and what things are required to have a better performance.That is a gap
between the performance that is desired and the actual performance of employee. Therefore,
training becomes an important requirement in the organizational as well asemployees’
performance.

2.3.1.1 Opportunities to Learn New Skills and Cross Train

One of the very important responsibilities of a supervisor or manager is to help your staff with
their professional and career development. You can do this by providing opportunities
resources, and tools,that develop their knowledge, abilities and skills to be successful in their
job and career. The manager can provide on-job training and coaching, giving them
performance goals and feedback, asking about and supporting their development goals and
helping them write an individual development plan. Consequently an organization that provides
such opportunities for employeesto learn new skills and cross train with others directly or
indirectly increases on the performance of itsemployees (Raja et.al 2011).

2.3.2 Employee Development

The process of employee development plays a vital role in developing or let losing their
employees through training and organizational development with the purpose of increasing their
performance. The basic purpose of employee’s development is to achieve those units which are
human made with the intention of achieving human potential with the purpose of attaining
organizational objectives, and these skilled employees are advocated of groups, organizational
credibility and work procedure.(Hassan, 2007).

Employee development is the most crucial Human Resource Management function in the
organization and it refers to developing employees and organization’s abilities as a whole
(Elena, 2000). Therefore, there is a direct association between development of employees and
their performance. When employees become more developed, they tend to be more contented
with their job, more dedicated with their job and hence performance would eventually become
higher. Thus, organizational success will be achieved when the performance of employee
increases.(Chamathes, 2006).

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 Factors Affecting Employee’s Performance

Further, activities involved in employees’ development are important, when an employee’s

performs increase; it’s an indication that the organization is concern about their workers
development (Elena, 2000).According to Hameed & Waheed (2011)state that a lot of
organizations are investing in developing employees. When organizations contribute towards
developing employees’ performance, the employees put more effort and make use of their skills
to attain organizational goals.

2.3.2.1 Coaching

Coaching is one of the most important activities when it comes to developing of employees. In
coaching, employees are treated as individual partner in attaining both individual and
organizational goals. Hence, coaching can be used by employees to solve problems (Agarwal&
Magni 2006).When problems get resolved, it would lead to enhancement in performance of the
organization since employees would be in a position to attain goals of the organization (Hameed
&Waheed 2011).

Figure: 1Conceptual frame works of training and development

Employee Employees’
Training performance

Employees
Development i.e.,
coaching

Sources:developed by the researcher 2021 from the existing literature

2.4Effect of RemunerationonEmployees Performance

According to (Soud, 2014).Good remuneration has been found over the years to be one of the
policies of the organization that can adopt to increase their workers performance and thereby
increase the organizations productivity. Also, with the present global economic trend, most
employers of labor have realized the fact that for their organizations to compete favorably, the
performance of their employee’s goes a long way in determining the success of the organization
(Muogobo, 2013).

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 Factors Affecting Employee’s Performance

According to their explanation, compensation can be tangible and intangible.Tangible (financial

compensation) there are two general types: direct and indirect. The direct type of compensation
that the actual tangible benefits are provided by the employer or the organization. The most
common forms of direct compensation are payment and incentive. They payment is regarded as
the basic compensation an employee receive, usually as wage or salary. Whereas incentive
iscompensation that rewards an employee’s for the efforts that beyond he/she exerts.

Indirect compensation is when anemployee receives the tangible value of the rewards without
receiving the actual cash. Suchashealth insurance, Vacation pay, or retirement pension (cafeteria
service, transportation and house allowance).

2.4.1 Salary

Salary becomes the most obvious motivational factor (Soud, 2014). Employees compete
constantly for positions which offer quick and easily accessible rewards. At times, employees
sacrifice other motivational factors to attain job satisfaction. That is why employees change
their job frequently whenever they get better payment.(Panwar &Gupta 2012). Muogobo
(2013)states that, good remuneration or rather salaries that is paid at the right time has been
found over the years to be one of the policies the organization can adopt to increase their
workers performance and thereby increase the organization’s productivity.

Salary is also considered a vital determinant factor for performance increment of employees and
has also been seen to influence the decision of employees in regards to leaving or staying in the
organization (Kline & Hsieh2007). Moreover, there is an effective relationship between
performance improvement of employees and payments based on performance. So every
employee tries to put more effort in order to produce more units to earn more in the long run.
Payments based on performance motivate employees to be more creative when it comes to effort
generation. Due to payments based on performance, employees who are capable tend to earn
more than workers who are simply doordinary(Lazear, 1999).

2.4.2Employee Benefits

Employee benefits are the membership-based and nonfinancial rewards offered to attract and
keep employees (Decenzo & Robbins 2002). According to Armstrong (2009)employee benefits

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 Factors Affecting Employee’s Performance

are elements of remuneration given in addition to the various forms of cash pay. As the hygiene
factor will affects employees‟ work-motivation in turn affects organizations‟ productivity (Hong
et.al 1995)

Figure: 2Conceptual frame work of remuneration

Employees’
Remuneration like:
performance
Salary and other
employees’ benefits

Sources: developed by the researcherfrom the existing literature 202

2.5Effects of Leadership on employees’ performance
Undoubtedly, employee’s relation with their leader can negatively positively affect their
performances. Though there are several factors that affect the success of an organization.

A leader is one whose behavior guides people towards their goal and achievement. Leadership
influences managers, employees of the organization and organizational performance with goal
and achievement. (Stogdilly, 1974). Different styles of the leader play a vital role towards
enhancing employee’s performance in order to achieve their goals. (Wang et.al 2009). The tasks
of leaders are characterized by sharing of information, participation, consultation, delegation and
joint decision making focused on employees’ orientation and consideration”. (Vicchio &
Appelbaum, 1995). An employee’s autonomy and self-responsibility could be reduced by close
control from their leader. If an employee’s feel to be competent and willing to work but the
managerial behaviors that can restrict him/her freedom, by observing him/her all the time or keep
on checking him/her work performance could draw out psychological problems that could affect
the performance of the employee’s. And such reaction could bring poor job attitudes, minimum
level of efforts by the employee or both (Brehm, 1972).

The success of organizational change and employees’ performance depends mainly on leadership
commitment and roles. The key to the success in leadership depends on vision rather than
analysis, on learning rather than on knowing because a leader has a strong communication of the
vision and this is more important in today’s leaders. (Wesley, 1996). A leader has the ability to

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 Factors Affecting Employee’s Performance

influence their employees so that they can work efficiently and get the things done in order to
achieve organizational goals. (Wang et.al 2005).

The performance of the organization will increase if employee’s share their ideas and values with
each other. A leader is one who can give rewards to his employee’s, motivate their employee’s
towards the achievement of the tasks and giving incentives; give moral support so that
employee’s put more effort to their work. (Webb, 2007).

2.5.1 Leadership style

1. Autocratic or Dictatorial leadership:

In this kind of leadership, the leader of the organization takes all decisions him or her without
consulting his or her subordinates. Full authority of the organization is held byhim or her alone.
He or she loves power and never delegates authority to others. The subordinates have to follow
his or her directions without any question. The leader uses threats and punishments to get work
from the subordinates.(Wesley, 1996)

2. Democratic or Participative Leadership

In this type of leadership, the subordinates are consulted and their feedbacks are taken into
decision making process. Decisions are taken after group discussions. Therefore, the authority is
decentralized. The participative leader emphasisthe importance of both work and people. He
provides freedom of thinking and expression.(Wesley, 1996)

3. Laissez-faire or Free-rein Leadership

In this type, complete freedom is given to the subordinates so that they plan, motivate, control
and otherwise be responsible for their own actions. Leader does not take part in decision making
process. The authority is completely decentralized.(Wesley, 1996)

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 Factors Affecting Employee’s Performance

Figure: 5 conceptual frame of Leadership style

Employee’s
Leadership style performance

Autocratic Democratic Laissez-fair

leadership style leadership style Leadership style

Sources: developed by the researcher from the existing literature 2021

2.6Theoretical frame works
Though employees’ performance can be affected with many different factors, the researcher will
be focuses on only the three major factors as there conceptual frame work.
Figure: 4Theoretical frame works
Independent variabledependent variables

Motivation

Training and development

Employee’s performance

Remuneration

Leadership style

Source: Developed by the researcher from the existing literature2021

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CHAPTER THREE

RESEARCH METHODOLOGY

3.1 INTRODUCTION

This chapter presents the research methodology that is adopted and followed by the researcher in
the process of conducting the study. Therefore, it focuses on the following: research design,
study area, target population, sampling technique, and sample size, data collection instrument or
tools, reliability and validity, variables, data analysis methods and ethical consideration.

3.2 Research Design

Descriptive survey type of research approach will be used in this research since descriptive study
is concerned with finding out who, what, where, when or how much? By making descriptions of
phenomena or characteristics associated with the subject. Hence, this study is particularly
concerned with finding out factors that influence employee’s performance in Assosa polytechnic
college; it is appropriate to use this kind of research design.

3.3 Study area

Assosa polytechnic college is one of government owned TVET College. It is located the way to
the Grand Ethiopian Renaissance Dam near to Assosa University. It is also around 3.5 km away
from the town. It was established in 2002. It plays a great role in Benishangul Gumuz Region.
Thus, the data for this study will be collected from the employees of Assosa polytechnic college
(APTC). The criteria for selecting this college are geographical location, public owned college
and have long experience in teaching and learning process and currently we are working there.
3.4 Target populations

The target population shall comprise of all the 223 employees in Assosa Polytechnic College
who are working in different department or position of the college.

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3.4.1 Sample Frame

No Department No of staffs Proportion of each stream Sample size

1 Automotive 12 0.05 143x0.05=7
2 Furniture 9 0.04 143x0.04=6
3 MMT 13 0.06 143x0.06=9
4 Surveying 4 0.02 143x0.02=3
5 Construction 15 0.07 143x0.07=10
6 IDDC 4 0.02 143x0.02=3
7 EMT 6 0.03 143x0.03=4
8 WSSS 10 0.04 143x0.04=6
9 ICT 18 0.08 143x0.08=12
10 Accounting 5 0.02 143x0.02=3
11 Hotel and Tourism 9 0.04 143x0.04=6
12 ELT 7 0.03 143x0.03=4
13 Secretarial science 6 0.03 143x0.03=4
14 Human resource 4 0.02 143x0.02=3
15 Executive officer 1 0.0044 143x0.0044=1
16 Planner 3 0.01 143x0.01=1
17 Academics 2 0.008 143x0.008=1
18 Finance 5 0.02 143x0.02=3
19 Security 9 0.04 143x0.04=6
20 Others 81 0.36 143x0.36=51
Total 223 1.0 143
Source: The College Human Resource Department 2021

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 Factors Affecting Employee’s Performance

3.4.1 Sampling Technique and Sample Size

The researcher will be use simple random sampling technique to select the participants from the
study populations. Among the total population of 223 employees in the college, select143 ofthe
employees who are working in different position are taking as a sample using available random
sampling. By using Solvin’s Formula

3.4.2 Sample size n = N =223 =223 = 143

1+ (Ne2) 1+ (223×0.05×0.05)1.5575

n = Sample size

N = population

e2 = error tolerance for social science 95% =5%= 0.05x0.05

3.5 Data Gathering Instruments

3.5.1Questionnaire
The primary data collection instrument will be utilized in this study to collect the appropriate
data. Questionnaire and open-ended interview data gathering methods are using to collect the
necessary data for the study. The questionnaire is designing for employees who work in different
position at Assosa polytechnic college and the open-ended interview is conducting to the human
resource department head and College Deans rather than the whole employees since it consumed
much time. The purpose of designing the open-ended interview is for getting necessary
information that is not answering by the employees and to cross-check. Responses will be
measured by using Likert scale rating. The questioners will be prepared in English and translated
in to Amharic for the clarity and eliminate any bias to the respondents with the help of language
professionals.

3.6 Pilot Test

Pre-test will also be conducted before the main survey so participants will be 14 employees or
10% from selected sample size inAssosa Polytechnic College (APTC).

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 Factors Affecting Employee’s Performance

3.7 Reliability and Validity

3.7.1 Reliability

The reliability and internal consistency will be measure by using Alpha coefficient. Cronbach‟s
Alpha is a reliability coefficient that indicates how well items in a set are correlated to one
another. It measures the inter correlations among test items means significant factors with
employee’s performance.
The questionnaire will be given to other experts to seek their opinion about the adequacy and
representativeness of the instrument to ensure it covers all the variables which need to be
measured.

3.7.2 Validity

To assess the clarity of the questionnaire pilot test will be conducted so that those items found to
be redundant and misunderstood will be either discarded or modified to improve the quality of
the research instrument, thus increasing its validity. Some questionnaires will administer to
fourteen employees in the college.
3.8 variables

This study will try to examine relationshipbetween the two variables. The independent variable
for this study is Motivation, Training and Development, Remunerations and Leadership Style.
On the contrary, the dependent variable is employee’s performance.

 Dependent variable: employee’s performance.

 Independent variable: the four major’s significantfactors.

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 Factors Affecting Employee’s Performance

3.9 Methods of Data Analysis and presentation

After collecting the data, the researcherwill be applied quantitative and qualitative methods of
data analysis. Particularly with the quantitative data will be collected via the questionnaire, a
descriptive Statistical analysis method such as frequency tables and inferential statistics are using
to analyze the data. Whereas data obtained through the open-ended interview are analyzing
qualitatively. Both qualitative and quantitative data will be collect and edit the data then coded
after editing and the information is entered in the Statistical Package for Social sciences (SPSS)
version 25 will be used to analyze the data. From those, appropriate conclusions and
recommendations will be made from the findings of the research.
4.0 Ethical Considerations
In this research study, issues relating to the ethical conduct of research such as informed consent,
confidentiality, privacy and anonymity will be upheld. Participants and respondents will be given
full information on the purpose and objectives of the study in order for them to make informed
decisions. Moreover, all information concerning the identity and personality of respondents will
be treated with utmost confidentiality. Additionally, all information gathered will be used for the
sole purpose of this research study.

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 Factors Affecting Employee’s Performance

4.1 Work Schedule and Budget Plan

In order to manage the overall research process, it needs time and budget break down. The tables
below show time and the budget descriptions.

4.1.1 Time line

Activities
Time allotted for each activity

Dec Jan Feb Mar Ap May

r
1: Preliminary activity
 Selecting research topic 
 Reviewing related literature 
 Writing the research proposal 
 Proposal defense 

2: Data collection
 Sampling subjects of the study 
 Pilot test 
 Distribution of questioner 
 Writing chapters 1 and 2 
3: Data organization and analysis
 Tabulating the data 
 Analyzing and interpreting the data 
4: Finalizing the research report
 conclusion and Recommendation 
 Writing chapters 3,4, and 5 of the research report 
 Organizing the first draft of the report 
 Submitting the first draft 
 Correcting comments 
 Submitting the final copy 

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 Factors Affecting Employee’s Performance

 Disseminating the study findings 

4.1.2 Budget plan and justification

Unit cost Total cost

Budget category Quantity In birr In birr Justification
Supplies
Note pad 4 30 120.00
Pen 10 15 150.00
Pencil 4 10 40.00
printing paper 4( pack) 500 2000.00
Envelope 10 10 100.00 Postage for questionnaire and cover
letter
Clip board 2 20 40.00
Flash 4(32 GB) 400 1600.00 For data backup
High lighter 2 12 24.00 For editing
Sub Total 874.00
Services
Translation 2 1000 2000 For questionnaires
Mobil card 10 100 1000.00
transportation - 4000 400.00
internet - 1000 1000.00
Photo copying 3000 1 3000.00 Questionnaire and cover letter
Printing 100 3 300.00 Final print
Binding 3 100 300.00
Sub Total 4,700.00
Contingency (10%) 557.4
Grand Total 5,574.00

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