Includes CD

Includes bibliography (142-158 p.)

'ABSTRACT It's observes that the health care system is not turning out the desired outcomes' owing to many reasons like insufficient experienced and skilled provider's that is hooking the health delivery system to a difficult and challenging task payable to diverse factors that are cracking down the entire system. Health care organization in the globe solely rests upon their qualified and skilled providers dealing with patient 24/hours daily. Health organizations cannot function effectively without their providers' full effort despite, medical care is labour intensive, effective nursing services are relying upon the qualified , skills and available competent providers' necessary to address patients' specific daily needs. Nevertheless, providers' in all hospitals are dealing with the entire human lives which are always critical and attract more attention to find out how well they performs their responsibilities nonetheless, low performance leading to loss of lives completely. Therefore, the job performance of providers' is important in patient to recieve excellent care in a timely fashion. The performances of nurses' are continually under close examination owed to its standing and its nature that either directly or indirectly related to the human being. It's in recent the public are blaming governments for the low performance of the providers' in the public hospitals branded as unproductive, incompetent , hostile, careless and inattentive to their patient, linking to low remuneration and poor motivation as justifiable reasons for inevitable predatory behavior, getting into public and private brain drains. A precondition for a well - functioning health system is a well-motivated providers'. These necessitate the "Perception of Professional Health Care Providers on the Factors Affecting Job Performance in Kano State Hospital Management Board, Nigeria". In drawing conclusions , a Likert scale type questionnaire adminisered to (205) nurses at Murtala Muhammad Specialist Hospital, stratified & proportional randomly selected on the basis og gender. Furthermore, descriptive statistical analysis adopted. The finding of this study shows that job performance affected by several factors that either deficient or absent. The analytical result demonstrates that skilled development, knowledge and skills were the performance factors, While poor implementation of performance appraisal, workload and inflexible work schedules, an unsafe working environment, unpleasant remuniration scheme, unsatisfied fringe benefits, support and recognition were among many other factors affecting job performance of professional nurses. This study recommends supervision ties together with performance management workload standard, motivated incentives, recognition as well as feedback on current and earlier performance. Key words: Job Performance, Health Care Providers, Nurses, Motivation, Motivational Theories, Human Resources Management, Kano State, Remuneration, Performance Appraisal, Performance Management, Job Satisfaction, Performance Improvement, Job Designed for Motivation, Variable Affecting Performance and Feedbacks.'

1 CHAPTER ONE

1 INTRODUCTION

5 BACKGROUND OF THIS STUDY

9 JUSTIFICATION OF THIS STUDY

13 RESEARCH QUESTIONS

13 DELIMINATION OF THE STUDY (SCOPE)

13 THE PURPOSE OF THIS STUDY

13 Specific Objectives

14 FACTORS AFFECTING JOB PERFORMANCE

14 SIGNIFICANCE OF THIS STUDY

15 ORGANIZATIONAL OF THIS THESIS

15 PROFILE OF THE STUDY AREA

18 CHAPTER TWO

18 INTRODUTION

5 BACKGROUND OF THIS STUDY

9 JUSTIFICATION OF THIS STUDY

13 RESEARCH QUESTIONS

13 DELIMITATION OF THE STUDY

13 THE PURPOSE OF THIS STUDY

13 Specific Objectives

14 FACTORS AFFECTING JOB PERFORMANCE

14 SIGNIFICANCE OF THIS STUDY

15 ORGANIZATIONA OF THIS THESIS

15 PROFILE OF THE STUDY AREA

18 CHAPTER TWO

18 INTRODUCTION

19 Previous Researches on Health Care Provider's(Nurses)

22 Concept of performance and Job Performance

25 Determinants of Performance

26 Variables that Influence Performance

27 Performance Improvement

29 Functions of Health Care Providers' Tools

30 Variable Affecring Performance

34 BASIC CONCEPT OF PERFROMANCE, PERFORMANCE MANAGEMENT AND APPRAISAL

40 The Five Basic Steps Required Managing the Underperformance

41 Performance Appraisals

42 Appraisal Involves the Following Essentials Steps as Suggested

42 Importance of Performance Appraisal

42 Performance Appraisal Process

42 Graphic Rating Scale

45 Alternation Ranking Method

45 Paired Comparison Method

46 Forced Distribution Method

46 Critical Incident Method

46 Narrative Form(Supervison Narrative Assignment)

46 Behaviorally Anchored Rating Scale (Bars)

47 Computerized Appraisal

48 Performance evaluation errors and performance Apparisal Problems

49 The Performance reviews

50 CONCEPT OF MOTIVATION

51 Three(3) Key Components of Motivation

52 Factors Affecting Motivation of Health Care Provider's

54 Factors Influences Motivation of Health Care Provider's

56 Motivation Theories

58 The Hierarchy of Needs Theory

60 The Two-Factory Theory

61 The Theory of (X) and (Y)

62 Equity Theory

62 Expectancy Theory

63 Reinforcement Theory

64 Job Design for Motivation

66 Management by Objectives(MBO) as Motivational Techniques

70 The Concept of Job Satisfaction

71 Factors Affecting Job Satisfaction of Providers'

72 Factors Influences Job Satisfaction of Providers'

73 BACKGROUND AND THE MEANING OF THE HRM (CONCEPT)

75 The Concept of Human Resoure Management

76 Challenges for Human Resources for Health (HRH)

78 Innovation in Human Resources Management

79 Three(3) primary goal of Human Resources Management

81 Responsibilities of Personnel Manager or (People Manager)

82 Policies and Approaches to Develop and Retain Professional Nurses

82 The Roles of Feedback on Providers' Performance

83 THE CONCEPT OF PROVIDERS' REMUNERATION

85 Remuneration as a Factor Affecting Provider's

87 Remuneration as Factor Influence Provider's

89 Providers' Pay for Performance strategy

90 Providers, Non Payments Benefits

90 Two(2) Broad classification of Nonpayments Benefits

91 Armstrong & Murlis (1998) summarized the followings direct non pay benefits

91 KNOWLEDGE, SKILLS AND PROVIDERS' CAREER DEVELOPMENT

93 THE CONCEPT OF PROVIDERS WORKING ENVIRONMENT

96 Factors Affceting Providers Working Environment

97 Factors Influence Providers Working Environment

98 PROVİDERS' WORKLOADS AND WORKLANDS MANAGEMENT

99 Method of Addressing Excessive Workloads

101 METHODOLOGY

101 INTRODUCTION

102 RESEARCH DESIGN

102 POPULATION

103 SAMPLE SIZE

104 SAMPLING TECHNIQUES

105 INSTRUMENTAL FOR DATA COLLECTION

106 VALIDATION OF INSTRUMENT

107 RELIABILITY OF INSTRUMENT

107 DATA COLLECTION PROCEDURES

108 DATA ANALYSIS

109 SUMMARY

110 CHAPTER FOUR

110 INTRODUCTION

110 PERSONAL CHARACTERISTICS OF THE RESPONDENTS

111 Response Summary

111 Age of the Respondents

112 Gender of the Respondents

113 Educational Qualifications of the Respondents

114 Professional Registration

114 PRESENT WORKING STATUS

114 Working Experience

115 Current Clinical Wards

116 MAIN RESEARCH QUESTIONS RESULTS

120 PERFORMANCE REVIEWS

122 PERFORMANCE APPRAISAL SYSTEM

123 REMUNERATION

124 WORK SCHEDULES

126 TRAINING AND DEVELOPMENTS

128 WORKING ENVIRONMENTAL

130 DISCUSSION

137 CHAPTER FIVE

137 SUMMARY

138 CONCLUSION

139 RECOMMENDATIONS

141 RECOMMENDATION FOR FURTHER STUDIES

142 Bibliography