Background
The National Petroleum Investment Management Services works under the directory of the Nigerian National Petroleum Corporation, which was founded in the year 1977, with its headquarter located in Abuja, Nigeria. The corporation’s leadership is under Meye Kyari, who was appointed by the president to act as the group managing director. Its mission is to engage in Nigeria hydrocarbon resources value addition, while the vision is to be a world-class gas and oil firm with great commitment to excellence (Ajayi & Abimbola, 2013). Staff development and growth, integrity and transparency, and respect for individuals are the core values of the corporation.
Research Problem
Nigerian National Petroleum Corporation has been incurring losses since the year 2015. One of the factors for these tremendous losses includes a negative work environment which affects the employees’ productivity level (Ajayi & Abimbola, 2013). Organizational stress, low employees’ satisfaction, and poor relation among the co-workers are some of the issues confirmed to be reducing employees’ productivity in the corporation; this is following the research which was conducted among the employees concerning the work environment and employee’s performance. To stop making losses, the corporation must embark on training employees based on their job description, motivate them by recognizing and rewarding them, and encourage team working to better employees’ relations and communication. Training and development programs make employees competent in their tasks, thus reducing incompetency related conflicts which increases employees’ turnover. Recognition and rewarding systems seek to appreciate and make employees feel valued, thus getting motivated to work harder. Better communication among the employees eliminates unhealthy completion and instead embraces contribution.
Research Objective
The research’s general aim is to establish how a negative work environment reduces employees’ productivity. On the other hand, specific objectives include: to examine how lack of training and development among the employees affects their productivity. Exploring the connection between employees’ recognition and reward and their productivity is the second objective. To analyze workplace communication impact on workforce effectiveness is the third objective. The importance of these research objectives is helping the company understand how they can boost the company’s general performance by knowing some of the better ways to appreciate employees (Ajayi & Abimbola, 2013). Meeting these objectives will also help the organization in apprehending the relation between training and performance, as well as the importance of communication in boosting employees’ productivity. Meeting the general objective helps the company in meeting its goals and objective of making a profit.
Research Questions and Hypothesis
The research addresses three questions. The first question is, does incompetency affects employee’s productivity? Does employees’ recognition and reward boost employees’ productivity in an organization? How does communication influences employees’ performance? Answering these research questions will be the foundation to finding the solution to organizational losses due to low employees’ productivity. For example, employees’ recognition and reward motivate high performing employees to maintain excellence, which the low performing employees get inspired to be at the top to be rewarded (Ajayi & Abimbola, 2013). Training employees provides them with work skills and knowledge, thus reducing stress related to low performance, thus boosting their morale and performance at the workplace. Effective communication entails informing the employees about the company’s vision and their individual expected roles. Such alignments eliminate cases of conflicts in the company and also give employees enough time to handle tasks, thus producing great results (Ajayi & Abimbola, 2013). Three hypotheses can be developed for the research. Employees’ training is directly proportional to their productivity. Effective communication increases workforce performance at the workplace.
Reference
Ajayi, M. P., & Abimbola, O. H. (2013). Job satisfaction, organizational stress and employee performance: A study of NAPIMS. IFE PsychologIA: An International Journal, 21(2).