The impact of human capital management on operational performance at the gambia national water and

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Table 4.4 Self Esteem and confidence 
Variables 
Responses 
Percentage 
Strongly Agree 
62 
48.8 
Agree 
62 
48.8 
Neutral 
3 
2.4 
Total 
127 
100 
Source: Researcher’s field work; Dec.2012
Responses from the above table indicate that 62(48.8) respondents strongly agree that 
self esteem and confidence does influence their work performance. Also another 
62(48.8%) respondents shared the same view but moderately. Only 3(2.4%) were 
neutral. This is corroborated by the fact that when employees develop self esteem, 
feeling confident to do the things they want to do, their performance keeps improving. 
This means employees will always do better in the right environment and with the 
appropriate support.
 
 
Figure 4.6 Self Discipline 
Source: Researcher’s field work; Dec.2012 

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From figure 4.6 above,79(62.2%) respondents strongly agreed to the fact that self 
discipline is a factor that does influence their work performance. Another 44(34.6%) 
respondents also agreed to this fact while 4(3.2%) were neutral. Managing one’s own 
work activities effectively and delivering results as expected can only lead to better 
performance. With self discipline, there will be little or no need for supervision of such 
employees and high performance is achieved. 
4.4 
Decision making and Employee Involvement 
Robison, (2012 edition), a senior editor of the Gallup Business journal stated that the 
ways organizations hear and process employees' ideas will shape, to a large degree, 
whether or not they feel valued for their contributions. This is one of the research 
objectives, exploring to what extend NAWEC employees could be involved in decision 
making.

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