PERFORMANCE MANAGEMENT HURDLES IN A PUBLIC HEALTH SECTOR ORGANISATION IN ZIMBABWE

Performance management has become widely recognised and accepted as a basic management tool. It greatly influences the levels of productivity, service delivery and the image of an organisation in general. However the implementation of performance management system and any other system in general can have its own challenges.The main aim of the research was to assess the challenges that the public hospital face in the implementation of their performance management system. The researcher conveniently selected one provincial hospital in Zimbabwe. Purposive and systematic random sampling were used to select participants for the research. A total of 94 respondents participated in the research. Collection of data was done through questionnaires, interviews, and company records. The findings of the study revealed that the organization uses the Results Based Management system as its performance management tool and there are a number challenges being faced in the implementation of the system. The challenges include lack of motivation, lack of knowledge, insufficient human and financial resources, difficulties in identifying performance indicators and that there was no link between performance gaps and training programs. These challenges made it difficult for the hospital to enjoy the benefits, thereby impacting negatively on service delivery. The study recommends further training on how RBM is implemented and that resources be availed for the effective implementation of PM

Self versus employees’ Appraisal of managers’ emotional intelligence: the case of Gweru and Kwekwe city councils, Midlands Province, Zimbabwe

Emotional Intelligence has become increasingly popular as a management tool for boosting performance at work. Despite this popularity, there is no sustained research in Zimbabwe that substantiates the efficacy of emotional intelligence especially within municipality environments. The objective of the study was to compare levels of emotional intelligence among City Council Managers from two cities in Zimbabwe. Using purposive and stratified sampling techniques, 32 managers and 400 subordinates were respectively selected to participate in the study. Goleman‘s Emotional Competency Inventory (ECI 2.0) which measures self and employees’ appraisal of managers was used to collect data. Interviews were later used to corroborate data from the survey. The results, analysed using t - test for independent samples as well content analysis, showed differences in the self-ratings by city council managers compared to employees’ ratings of the same managers. The assumption that self rating and others’ rating can-not be same was validated

Performance management hurdles in a public health sector organisation in Zimbabwe

Performance management has become widely recognised and accepted as a basic management tool. It greatly influences the levels of productivity, service delivery and the image of an organisation in general. However the implementation of performance management system and any other system in general can have its own challenges.The main aim of the research was to assess the challenges that public hospitals face in the implementation of their performance management system. The researcher conveniently selected one provincial hospital in Zimbabwe Purposive and systematic random sampling was used to select participants for the research. A total of 94 respondents participated in the research.Collection of data was done through questionnaires, interviews, observations and company records. The findings of the study reveal that the organization uses the Results Based Management system as its performance management tool and there are a number challenges being faced in the implementation of the system. The challenges include lack of motivation, lack of knowledge, insufficient human and financial resources, difficulties in identifying performance indicators and that there was no link between performance gapes and training programs. These challenges made it difficult for the hospital to enjoy the benefits, thereby impacting negatively on service delivery. The study recommends further training on how RBM is implemented and that resources be availed for the effective implementation of PM