Abstract:
The study was set to examine Job Design and Employee Performance in Civil Society Organizations: the case of Forum for African Women Educationalists (FAWE) Uganda. The study used four specific objectives and these include: To examine how job rotation affects employee performance; to investigate the extent to which job enlargement influence employee performance; to assess how job enrichment affects employee performance and to establish the relationship between job simplification and employee performance at FAWE.
The study used a population of 155 staff and beneficiaries from FAWE Uganda and a sample of 112 respondents were selected using Neumann’s formula (2000), but only 99 respondents participated in the study. Descriptive research design was used and both qualitative and quantitative research approaches were used. Data was analysed using descriptive and inferential statistics, Pearson Correlation, Coefficient, Model Summary and ANOVA. Multiple regression analysis indicates that R2 = .529; significance level was found. Hypothesis tested proved that there is a relationship between job design and employee performance at FAWE.
Study findings indicated that job rotation (R=.854, P<0.000), job enlargement (R=.744, P<0.000); job enrichment (R=.895, P<0.000) and job simplification (R=.713, P<0.000) positively affects employee performance at FAWE Uganda.
The study concludes that job design affects employee performance at FAWE Uganda; Job rotation enhances employees' learning and skill acquisition at FAWE Uganda, job rotation practices help to create professional competitiveness among employees, this has increased their performance. Job enrichment is an effective method of motivating employees and enhancing employee performance at FAWE Uganda Breaking down job tasks saves time and increases employee productivity, thus improved employee performance.
The study recommends that FAWE Uganda adopts and strengthens their job design strategies and employees should be rotated within similar job functions to enhance their performance. FAWE Uganda should sponsor continuous training and development (T&D) programmes and support external trainings to the top management and supervisors of all departments on job design and enhancing employee performance. The HR department should ensure that job design strategies carter for employees who desire challenge in doing demanding jobs and have the abilities to perform; FAWE should break down complex tasks into several straight forward parts and assign them to additional employees to enhance employee performance.
