CONTRIBUTING FACTORS AFFECTING JOB PERFORMANCE AMONGST ROYAL MALAYSIAN NAVY PERSONNEL
CHAPTER 1
INTRODUCTION
1.1 Background of the study
This chapter presents the background of the study, problems statement, research questions, research objectives, significant of the study, scope of the study, limitations of the study and end with organization of the study.
The Royal Malaysian Navy (RMN) is one of the security forces safeguarding Malaysia and also the International waters to ensure it is free from any global threats. It is not easy to meet the requirements to be a credible Navy personnel and one needs to enhance his or her job quality and have a strong commitment in pursuing one's career in the RMN. Thus, it is said to be the most challenging job to venture currently, compared to other divisions and branches in the Armed Forces.
As a maritime nation, the safety and security of the maritime area has always been a priority to the nation. Malaysia is dependent on the sea for many aspects such as trade, source of food, natural resources as well as the nation's forward defence area. The RMN, as with other navies in the region, is not spared from the changes in global geo-strategic environment, which continues to evolve. At the same time, trans-boundary crime is also a matter of concern to everyone. In order to enhance the maritime security domain, the RMN has had to execute multiple operations despite the scarcity of resources. These challenges demanded the RMN to be innovative and creative in optimising its resources.
The RMN is the naval arm of Malaysia’s armed forces. In terms of personnel, the RMN has one of the largest fleets in Southeast Asia and is also considered as one of the more technologically advanced navies in Southeast Asia. The role of the RMN is to safeguard Malaysia’s coastline, Malaysia’s maritime strategic interest, her Exclusive Economic Zone (EEZ), her territorial waters as well as defending Malaysia against all seaborne threats. All commissioned ships of the RMN have a prefix Kapal Diraja, which means Royal Ship.
The quality of employees is an important influencer of performance. The person with high level of skills will succeed. Naturally, he who possesses a high skill level will succeed i.e. a person with high skills in job knowledge (unique skills, intelligence and work methods) will succeed in his task/job. To the state government, employees’ job performance is very important because it will reflect the government performance. Employee performance standards were designed by the government to measure the performance of the organizations. Job performance becomes the most important focus of administrators and academicians because the performance level will deteriorate if the level of skill of employee drops. Employee is believed to be the “backbone” of the state government services with imperative role of ensuring that government policies and programs in the new era of National development are implemented effectively and efficiently.
The performance of RMN personnel is affected by numerous factors in the organization. It is defined as the way to perform the job tasks according to the prescribed job description. Performance is the art to complete the task within the defined boundaries. These are lots of factors that affect the performance of employees (Dr Rashid Saeed, 2013).
In a previous study by Katzenbach and Smith (1993), the authors claim that a team is a composition of each team member’s effort in a joint collective work, and that their performance level is greater than the sum of each individual effort. While this may be true for a well-functioning team, it is argued that in some circumstances individuals outperform teams (Shani, 2009), and there may be several reasons for poor team performance (Dyer and Dyer, 2013; Shani, 2009; Lencioni, 2002).
Job performance is one of the most important dependent variables and has been studied for a long decade. Borman and Motowidlo (1993) have identified two types of employee behavior that are necessary for organizational effectiveness: task performance and contextual performance. Task performance refers to behaviors that are directly involved in producing goods or service, or activities that provide indirect support for the organization’s core technical processes (Borman and Motowidlo, 1997; Werner, 2000).
These behaviors directly relate to the formal organization reward system. On the other hand, contextual performance is defined as individual efforts that are not directly related to their main task functions. However, these behaviors are important because they shape the organizational, social, and psychological contexts serving as the critical catalyst for task activities and processes (Werner, 2000).
Motowidlo (2003) claimed that job performance is “the total expected value to the organization of discrete behavioral episodes that an individual carries out over a standard period of time”. Usually employees who are able to perform better (high performers) will have higher priority in being hired compared to those low performers. This is because organizational successfulness is usually based on the organizational performance which is largely depending on the performance of every single employee in the company (Pushpakumari, 2008).
Recently, most of organizations are fully aware of the importance of job performance, which means increasing employee performance or to find out the ways through which high level of employee’s performance can be achieved is becoming one of the decisive factors for any organization success. RMN organization also hope that the Navy People together to accomplish goals and objectives by using available resources efficiently and effectively. Manpower performance can be increased by putting efforts to factors that enhance the employees’ motivational level, creativity, job satisfaction and comfort workplace environment.
War and violence can break out anytime without as much as a warning. Therefore, it is important to ensure that the troops are always physically and mentally ready. Occupational stress may lead to undesirable emotional strain thus resulting in failure or mistakes in military operations, effect emotional well-being (Pflanz & Sonneks, 2002) and even present itself as health hazards (Pflanz & Ogle, 2006; Pawar& Rathod, 2007) for military personnel.
Military organizations naturally would demand that its personnel possess a high level of psychological health and physical fitness. Therefore, each military personnel must maintain a high level of health and be physically fit in order to sustain their readiness and preparedness fort the execution of military related tasks (Sanchez, et al., 2004).
In Malaysia, the RMN personnel are well trained to protect maritime interest in peace and ensure victory in war. All this points to the fact that the human traits cannot be overlooked and that it is important to recognize that the human must go through stages in life’s development in order to succeed. Erik Erikson Theory on eight stages of human development believes that individual’s success at earlier stages of human development can affect the chances of success at subsequent stages (Crain, 2005).
The most important asset and the factor behind the realization of the goals and programs of any organization are the people who work in it. Experts believe that without a skilled, capable, committed and happy workforce, the realization of organizational goals and optimal job performance is impossible (Toker, S., Melamed, S.,Berliner, S., & Shapira, I. Vigor, 2010)
1.2 Problem Statement
In the contemporary scenario and the globalization impacts of patrolling the Malaysian and international water, as a Navy People, challenges in pursuing the matters are greater. The RMN needs a paradigm shift in order to perform better working attitudes. These are the most important aspect in preparing the Navy People to become the ultimate and most effective organization. The current issues and problems as stated by the media had tarnished the Navy integrity and image. We need to work even harder bringing back the flag up and in ensuring what is needed to make sure that the organization is secure and the best place to work.
In fact, in any organization, if the working environment is good then performance will follow suit. The main problems highlighted by the Navy People in their job performance are their daily task and work environment. Job performance is the common issue highlighted by many and it will definitely contribute to lower class performance if their needs are not fulfill. The main problem faced by the RMN’s management is the motivation among the personnel in the force. We need to change their mindsets and attitudes toward their job and task. According to these statements, we need to fulfill their factors that contributed to the job performance especially amongst middle officers and other ranks personnel in RMN.
Job performance is the ultimate problem faced by the employees towards employer’s attitude and management. It is also the main ultimate problem solver especially in getting the best out of the Navy People. The study will go in-depth of the said problem of job performance amongst RMN personnel in the Klang Valley and Lumut Naval Base. Researcher will look into different factors of premier contribution towards the issues of job performance and the alternative that is available in order to create a conducive and better work place and environment.
1.3 Research Question
This study will focus on contributing factors that affecting job performance amongst RMN personnel. Research question is as follows:
a. Is there a relationship between the leadership and job performance amongst RMN personnel?
b. Is there a relationship between the motivation and job performance amongst RMN personnel?
c. Is there a relationship between training and job performance amongst RMN personnel?
d. Is there a relationship between quality of work life and job performance amongst RMN personnel?
e. Is there a relationship between working environments and job performance amongst RMN personnel?
f. What are the contributing factors that affecting job performance amongst RMN personnel?
1.4 Research Objective
This study will focus on contributing factors that affecting job performance amongst RMN personnel. The objectives of this research are stated below:
a. To identify relationship between leadership and job performance amongst RMN personnel.
b. To identify the relationship of motivation on job performance amongst RMN personnel.
c. To identify relationship between training and job performance amongst RMN personnel.
d. To identify the relationship of quality of work life on job performance amongst RMN personnel.
e. To identify relationship between working environment and job performance amongst RMN personnel.
f. To identify the significant effect of contributing factors that affecting job performance amongst RMN personnel.
1.5 Significance of Study
The findings of the study are to be shared with the upper management level of the RMN and the Human Resource Department of RMN Headquarters which can be used to guide the planning or an alternative to create a better work environment, satisfaction amongst Navy People and also in turn job performance among RMN personnel in RMN could be increased. The impact of low performance basically from the low score on work environment and motivation will jeopardize and tarnished the integrity and image of the force. Thus, this study could assist RMN management to create and to find the utmost solution to lessen the problems in maintaining the glory and relevancy of the force.
The result of this research will emphasise on the best management practices to be applied amongst the Navy People through the identification of factors of job performance such as leadership, motivation, training, organizational structure and working environment. Besides, the findings will also be implemented to enhance the aspects of full performance and commitment in terms of managing the different generations in Navy People. The result will be used as a tool to get the best satisfaction to contribute more in the organization and at the same time increase their job performance.
1.6 Scope of Study
The research focuses on the Navy People in Klang Valley and Naval Base in Lumut. The research will investigate key factors of job performance amongst Navy People in the RMN. This include those with the of Seaman Second Class, as the lowest rank, up to Captain, which is the most important rank in the RMN organization with a high level of expertise. This study will include both primary and secondary data. The tools of data collection will consist of a questionnaire to selected target group and data analysis using SPSS software. The primary data were collected through a structured self-administered questionnaire that was distributed to the RMN personnel. This study is quantitative in nature and data will be collected by questionnaire by 450 responders from the total of 11,022 RMN personnel in Klang Valley and Lumut Base. The compilation of the secondary data was from journals, books, survey papers, magazines and newspapers through research from the library of the Ministry of Defence, Universiti Utara Malaysia and the internet. The results will be drawn on the basis of the data collected and finding and conclusion will be given.
1.7 Limitation of the Study
The study focuses more on perceptions of the respondents on contribution to the enhancement and management amongst RMN personnel in order to achieve higher work performance and effectiveness. However, this study has several limitations based on factors such as officers and other ranks attending the courses, have temporary duties, conducting operations and exercises at sea, go for leave and also work in shifts.
Other than that, reference material for this study is limited and confined to sailors’ doctrine, articles and reports. As a military organization, the Navy is recognized as an organization in which any order, directions and instructions should be followed without prejudice.
The RMN have more than 100 units throughout Malaysia. Thus, the study only focused on two main bases which are in the Klang Valley and Lumut. This is because the majority of the personnel are located in these bases.
1.8 Organization of the Study
In order to make this report a success, this research paper will be divided into five chapters as follows:
Chapter 1 – Provides the introduction to the research consisting the background of the RMN, definitions of job performance, relationship between leadership, motivation, training, quality of work life and working environment amongst RMN personnel to achieve better job performance. This chapter outlines the problem statement, significance of research, objective of research, research question, the scope of study and the organization of the research.
Chapter 2 – Focuses on the literature review, which consists of various theories, past research and journals related to the topic as well as studies based on the conceptual framework.
Chapter 3 – Focuses in depth on the research methodology to be used consisting of the conceptual framework, research method, research instrument, place of research, target population, questionnaire design and the method of data analysis method.
Chapter 4 – Presents the findings of the study and analysis of the test to show the relevance study.
Chapter 5 – Reviews the study, the implication and limitations of the study and the recommendations for future research.