This research work was to evaluate the impact of employee performance in an organization. This followed the observation that accountability is often perceived negatively by most employers and employees in an organization. It is often assumed that a greater level of accountability will positively affect the performance of employees in an organization; however, the relationship has not been studied extensively in an organization. The target was the effects of accountability on employee performance and as main objectives. This research also wanted to show proofs of accountability, the impediments of effective accountability, and lastly to find out how accountability is perceived in the organization.
This research provides both quantitative and qualitative evidence regarding the impact of accountability on employee performance in an organization.
This research used both primary and secondary methods of collecting data with emphases on the primary source with the use of appropriate utilization of questionnaires, observation and interviews with workers. A sample size of 40 respondents was a representation of the population. Technique used for this research was the random sampling technique to enable every member of the population to have an equal chance of being selected. The percentage count method has been used to analyze the data collected and the results presented.
The findings suggest that levels of accountability manifested in staffing, performance evaluation, and compensation all positively and significantly affect the employee performance in an organization. The findings support the study’s argument that accountability should be stressed for better performance and highlight the need for the careful design of accountability mechanisms in an organization. Ultimately, this study may serve as a foundation for future efforts to establish more appropriate accountability and performance arrangements
