ABSTRACT
This study explored performance management and productivity in public
health institutions in the South- East of Nigeria with particular reference to
three selected public health institutions in the area. The problem of the poor
quality of health services rendered to the Nigerian population, even though
the National Health Policy advocates for improved quality of services was
the motivating factor for this research. The objectives of this study were
basically to find out what factors influence employee productivity in the
hospitals understudy, and how and to what extent motivation and reward
systems are related to the performance management system in public health
institutions. The study followed a quantitative research approach using a
survey research design. The target population included all employees of the
public health institutions understudy, which was 4,834. A sample of 369
was drawn from the population using Taro Yamane’s formula. The reaction
to the study was positive as a response rate of 81.30% (300) was obtained.
The X2 (chi-square) test statistic at 0.05 level of significance was used in
testing the hypotheses. The study revealed that the performance
management factors in the selected organizations had positive influence on
employee productivity.
The study also revealed that there was a positive
relationship between training and developmental efforts in the selected
institutions and productivity. However, it was observed that public
hospitals currently have deficiencies in some training and developmental
aspects (i.e. incompetent healthcare employees are not always identified
and provided with the necessary support, and that good leadership and
management training are not always available). The study further revealed
among others that the management of the public health institutions were
more committed to a membership-based reward system than a
performance-based system; that hospital managers in the selected
organizations were equipped to facilitate good performance of their
subordinates. Based on the results, some recommendations were made
which include; that public health institutions should make their work
environment safe and free from hazards and also to purchase modern and
new equipments; hospital managements are also advised to acknowledge
job responsibility/ effort and the recognition of hardwork in their
motivation and reward system. Consequently, a management framework
was proposed. The framework consists of strategies/activities for
enhancing the productivity of healthcare personnel; strengthening
knowledge and expertise, and improvement of communication processes.
