Record management and effective job performance in an organization

Thesis Overview

<p> </p><p>INTRODUCTION<br>1.1 &nbsp; BACKGROUND OF THE STUDY</p><p>Information is imperative in the administration of any corporate affairs. Records management has been defined by Omorogie in Idih etal (2012), as “a planned programme for creation maintenance, retention, transfer and disposition of records”</p><p>In addition, idih et al (2012), defined records management as “that area of general administrative management concerned with achieving economy and efficiency in economy and efficiency in the creation, maintenance, use and disposal of records of an organization throughout their life cycle and making the information they contain available in this support of the business of that organization”. Thus records management is concerned with the creation, use, safety, retrieval and distribution of information to support the business activities of an organization.</p><p>Organizational records may include personnel, financial, production, sales forecast and stocks. Other forms of records may be texts (letters, addresses, agreements, receipts, etc). Graphic materials (pictures, drawings, photographs) and electronic records as well as artifacts. Records management is important in an organization because it enables management of organization to make policies, plan and take decisions. It enhances good risk management, increased productivity, enhances operational effectiveness, improves ability to meet organizational and community expectations and makes for better management and delivery of services amongst others.</p><p>Effective job performance in any organization requires the establishment of an effective management programme. This means that organization should determine the type, nature and structure of records to be created and the technologies to be used; determines how records are to be organized and used; preserved records and making them available to meet business expectations, comply with legal and regulatory requirements and ensuring that records are maintained in a safe and secure environment. Organization should ascertain how long records are to be kept and identify opportunities for improving the effectiveness, efficiency or quality of its processes decisions and actions.</p><p>Every organizational job is performed according to specifications and standards dictated by good records management practice. Correspondence writing, engineering and architectural works, production of goods/services, filing, accounting and clerical jobs, medical examination and treatment of patients, recording mails and distributing them are dependent upon good records management practices.</p><p>It therefore, follows that poor records management practices would have some effects. These include poor decision making caused by incomplete information, time is wasted in searching for information, money is wasted in storing records. Others include severe legal liabilities, increased organizational risk and low quality of service to customers. The above factors seem to indicate that poor records management practices could affect job performance in an organization. That is why this study is examines</p><p>1.2 STATEMENT OF THE PROBLEM</p><p>More often than not, management seems not to be concerned about proper record management. Despite all the benefits derived from good record management practices, decisions are rarely accurately made.</p><p>However, the problems surrounding this are multi-dimensional. Most organizations lack appropriate and capable record management personnel in their organizations. These personnel lack the various office skills/techniques for an effective and efficient record management and they may be carrying out jobs haphazardly without regards to the attainment of the goals of the organization.</p><p>Moreso, most organizations lacks the needed funds to procure record management materials and equipment such as filling cabinets, file jackets and computers etc., are grossly lacking in various establishments. Over the years, lack of typing sheets, office pins etc have become common complaints in both public and private establishments. This may have resulted from the fact that the organizations lack adequate funds with which to procure materials for the maintenance and safety of organizational records.</p><p>Moreover, various records personnel are irresponsive to technological developments in records management. The record management personnel are afraid of either insecurity or retrenchment associated with the introduction of automation.</p><p>Hence, Hadget (1982), stated that technological changes in organizations could cause uncertainty in the minds of employees if they see them as posing a threat to their jobs. This causes frustration and anxiety which adversely affects their job performance or productivity.</p><p>Another problem is poor attitude of workers and the influence of bribery and corruption which have eaten deep into the fabrics of the Nigeria work force. In the words of Eze (1998), Nigeria workers show general apathy or Lukewarm attitude towards public service. This is not unrelated to the problem surrounding record managements, in organizations. Files are indiscriminately lost and very important records altered as well as the disclosure of classified office information by staff in the pursuit of selfish gain ranging from poor supervisor.</p><p>Quite close to the above is yet the problem of lack of defined record management policy in many organizations. Otamiri (2002) added to this when he said, in order to ensure efficiency and uniformity in record management a company policy and procedures on records management practice must be formulated and used for the guidance of all concerned. About 98% of all corporations in Nigeria lack a formidable and coherent record management policy thereby leaving such an important aspect of the general management process frustrated.</p><p>In most cases records are left in the hands of junior staff to manage. It is in the light of the above that this study attempt to investigate into the problem of records management in organization.</p><p>1.3 OBJECTIVES OF THE STUDY</p><p>The major objective of this research work is to examine the effect of records management on effective job performance in organizations. Other sub-aims include the following.</p><ol><li>To identify the method of records management practices adopted in organization.</li><li>To examine whether workers are satisfied with the record management practices being adopted by organizations</li><li>To ascertain the effects of poor records managements practices on staff performance in organization.</li><li>To proffer solutions to the problems associated with the effect of poor records management on staff performance.</li></ol><p>1.4 SIGNIFICANCE OF THE STUDY</p><p>The objective of the study is to determine the effects of records management on job performance in organization. The study will invariably make valuable contributions towards the improvement of our economic life more especially as it concerns the management of public corporations.</p><p>Primarily, the study is designed towards ensuring that sound proper record management practice is applied in the administration of both private and public enterprises for goal attainment.</p><p>Again, the study will enlighten the business communities, private individuals and the government on the need to maintain proper record managements, in their establishments. In the same vein, it will proffer solution to the problems of record management and equip management of organizations with the basic tools and techniques of managing records.</p><p>The study will increase the volume of existing literatures on records management and would serve as a reference material for scholars who may wish to research into various aspects of record management.</p><p>1.5 RESEARCH QUESTIONS</p><p>The following research questions were formulated to guide the study.</p><ol><li>What method of record management practice are adopted to support job performance in organizations?</li></ol><p>2 How are workers satisfied with the records management practices in operation within the organizations?</p><p>3 What are the effects of poor record management practices on the corporate image and operational performance of organization?</p><ol><li>What are the solutions to the challenges of poor records management practices on job performance in organization?</li></ol><p>1.6 RESEARCH HYPOTHESIS</p><p>Research hypothesis are tentative statement which express the truth regarding relationship between two or more variables. In this work the following hypotheses were formulated and would be tested based on the research questions.</p><p>Ho: Records management does not increase organizational job performance.</p><p>H1: Records management increase organizational job performance.</p><p>1.7 DELIMITATION’S OF THE STUDY</p><p>The study is concerned with the investigation of the effects of records management on performance in business organizations in Rivers State.</p><p>The study covers such areas as the nature of records management in organizations, the effects of poor records management on the activities of firms and the level of awareness on proper records management.</p><p>Besides the measures to improve upon record management will be looked into. It is hoped that the result of the research can be effectively generalized to other business organizations in the state and the federation.</p><p>1.8 LIMITATIONS OF THE STUDY</p><p>Despite the measures taken to obtain data on the subject matter there were a lot of problems which constrained the research from putting up a comprehensive survey.</p><p>Lack of textbooks, journals and other useful literatures on record management with which to work, affected the study. Beside, the researcher had limited time as the work has to be combined with academic work to complete and submit the research. it was therefore difficult to combine the research with class work.</p><p>Moreover, financial constraints, transportation difficulties and high cost of materials were nevertheless serious bottlenecks. Above all the researcher tried her best to make the job worthwhile.</p><p>1.9 DEFINITION OF TERMS</p><p>According to Wagner and Wagner (1969), before discussing a controversial issue a common understanding of the issue itself must be established. However, there are certain terms that appeared repeatedly in the work and are central to the understanding of the entire work itself. For the purpose of reducing the complexity of readers and making for a clear understanding of the research report, these terms are therefore defined as they apply to the work.</p><p>MANAGEMENT: This is the process of organizing human and material resources and programmed to achieve predetermined goals of the organization.</p><p>RECORD: This refers to a permanent account of fact, event contained in a document, computer and other electronic media.</p><p>RECORD MANAGEMENT: This involves the entire process through which records are created, maintained, communicated, stored, retrieved and disposed of in an organization.</p><p>RECORD POLICY: This is a policy statement issued by an organization regarding standards for records management. Record polity dictates the type of record management system to be adopted by the organization and the category of staff to be involved.</p><p>FILE: A record, information or documents.</p><p>INFORMATION: &nbsp; Ohih (1989) sees it as data that has been processed in a way that is beneficial to the recipient.</p><p>JOB PERFORMANCE: The work related activities expected of an employee and how well those activities were executed.</p><p>ORGANIZATION: &nbsp; &nbsp; &nbsp; &nbsp; This is an entity comprising multiple people, such as an institution or an association, that has a collective goal and is linked to an external environment.</p><p>MANAGEMENT ADMINISTRATION: Management Administration is the process of managing information through people. This usually involves performing the storage and distribution of information to those within an organization.</p> <br><p></p>