Factors Perceived To Influence Employees' Performance; a Case of the Kenyan State Law Office

Abstract

In an increasingly competitive world, performance is not an option but rather a necessity for institutions seeking to survive, thrive and improve their productivity. This can only be achieved through collaboration between management and employees working together to achieve corporate goals. However, there are factors within and outside the organization that affect the performance of the employees. The external environment encompasses all issues, occurrences, trends that are peripheral to the corporation and beyond the control of a firm yet have a potential or real impact on the employees. The internal environment relates to all aspects within the confines of the organization and generally is within the control of the firm (David et al., 1970). This study was geared towards investigating the factors perceived to influence employee performance at the state law offices in Kenya. The study used a descriptive survey design with the target population of the study being the 1996 employees of the State Law Office in Kenya. Stratified random sampling method was used in selecting the sample employees in each department with a sample size of 200 employees. The study then used primary data that was collected using a semi-structured questionnaire and the data analyzed using descriptive statistics. The study concluded that the factors that affected employee’s performance in State Law offices were job security, working conditions and autonomy in the work place. Similarly, it was also revealed that the employees were unsatisfied about promotions, bonuses and salary increment. The study recommended that the public sector in Kenya and in particular, the State Law Office needs to sustain rewarding processes and procedures to keep employees motivated in the work place. Following some instances of dissatisfaction cited by the respondents in regards to the training programs and capacity building offered by the State Law office, there was also need to develop consistent training programs and workshops to train and capacity build competencies.

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