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

49 
Looking at Figure 4.7 above, 36(28%) respondents strongly agree that they are 
encouraged to suggest new and creative ways to get the work done and to think outside 
the box. More respondents, 54 (42.5%) also agreed to this fact while 22(17%) were 
neutral. Thirteen (10%) respondents disagree to this fact, meaning they are not 
encouraged to suggest new and creative ways of doing things. The need for employees 
to feel valued -- to know that they really make a difference in their companies and 
organizations -- is one of the 12 key discoveries from a multiyear research effort by The 
Gallup Organization. All employees want to feel that they are making significant 
contributions to their workplaces. Robison, a senior editor of the Gallup Business 
journal (2012 edition), said that the ways organizations hear and process employees' 
ideas will shape, to a large degree, whether or not they feel valued for their 
contributions.  
 
Table 4.5 Establishing Goals and Objectives 
Variables 
Responses 
Percentage 
Strongly Agree 
38 
29.9 
Agree 
53 
41.7 
Neutral 
23 
18.1 
Disagree 
13 
10.2 
Total 
127 
100 
Source: Researcher’s field work; Dec.2012
From the above table, 38(29.9%) respondents strongly agreed to the fact that they were 
involved in the establishing of their goals and objectives. Fifty-three (41.7%) others 
said they were also involved and 23(18.1%) were neutral. Thirteen (10.2%) respondents 
disagreed to this fact meaning more needs to be done for employees to be involved in 

50 
establishing their goals and objectives. Consistent with Maslow’s needs hierarchy, 
When this is done, they become passionate in achieving these goals as their own 
success.  

tải về 1.26 Mb.

Chia sẻ với bạn bè của bạn: