UNIVERSITY OF EDUCATION, WINNEBA

SCHOOL OF BUSINESS

FIRST SEMESTER 2021/2022 ACADEMIC YEAR

COURSE TITTLE: RESEARCH METHODS IN ACCOUUNTING AND

ADMINISTRATION

COURSE CODE: ( BBA 351 )

ASSIGNMENT ONE (1)

NAME: SARPONG PAUL

INDEX NUMBER: 200007572

GROUP: DEPARTMENT OF ACCOUNTING

GROUP TWO ( 2 )

LEVEL: 300

SOLUTION TO THE QUESTIONS.

Research problem is a statement about an area of concern, a condition to be improved upon, a
difficulty to be eliminated, or a troubling question that exists in scholarly literature, in theory, or
within existing practice that points to a need for meaningful understanding and deliberate
investigation.

I. PROBLEM 1

Strategic Human Resource Management (SHRM) is aimed at ensuring that the culture, style and
the structure of the organization and the quality, commitment and motivation of its employees
contributes fully to the achievement of the business objectives.

Strategic human resources management greatly contributes to the goal accomplishment, thereby
making the organization sustain for a longer time. It supports the organization in implementing
its business strategies successfully. It helps the company in creating and maintaining an edge
over competitive advantage.

Hence, determine the extent to which this aims are achieved is also a paramount importance.

Problem of human resources management practice in terms of formal training system,

performance approach, employment security, career ladder and broadly defined jobs.

Strategic human resource management is an approach to the practice of human resources that
addresses business challenges and makes a direct contribution to long-term objectives.

Organizational performance comprises the actual output or results of an organization as

measured against its intended outputs (or goals and objectives).

II. The impact of strategic human resources management on organization performance

III. Variables; Strategic human resources management and organizationaal performance

 Independent variable X; Strategic Human Resources Management

 Dependent variable Y: Organizational Performance

IV. Hypothesis

Directional Hypothesis; Effective strategic human resources management can increase

organizational performance

Non- Directional Hypothesis; Proper strategic human resources management can affect
organizational performance

Null Hypothesis; There is a relationship between the variables, this is because Strategic
human resources management has effect on organizational performance
V. OBJECTIVES

 To ascertain the relationship among these resources management practice

perception and demographic characteristics

 To appraise how the strategic human resources management(SHRM) activities

contributes to the achievement of the business objectives in organization

I. PROBLEM 2

Organizational structure and its effects on employee’s performance.

An organization is a collection of interacting and independent individuals who work

towards common goals and whose relationship are determined according to a certain
structure.

This research work show that organizational structure is the main root of effective
workflow in any organization.

Hence, it concerns that organizations can be frustrated or sabotaged by the problem of

improper definition of duties, for top management and their subordinates most especially
the local government workers in Ghana. Also poor relationship between superior and
subordinates were as identified as an impediment to effective wok performance.

An organizational structure defines how activities such as task allocation, coordination,

and supervision are directed toward the achievement of organizational aims.
Organizational structure affects workers action and provides the foundation on which
standard operating procedures and routines rest. It determines which individuals get to
participate in which decision-making processes, and thus to what extent their views
shape the organization's actions.

Organization structure has an impact on the employee performance, a poor organized

organization structure means that there will be low productivity, less delegation of work,
no incentives provided and centralized decisions.

Employee performance refers to how your workers behave in the workplace and how
well they perform the job duties you've obligated to them. 

II. Organizational structure and its effect on employee’s performance.

III. Variables; organizational structure and employees’ performance

 Independent variable X; Organizational structure

  Dependent variable Y; Employees performances

IV. Hypothesis

 Directional hypothesis; Organizational structure can increase employee’s

performance when tasks allocation and supervision are directed toward the
achievement of the organization

 Non- directional hypothesis; Organizational structure can affect employee’s

performance, when well-structured and supervision are effective

 Null hypothesis; There is a relationship between the variables because

organizational structue can affect the employee’s performance

V. OBJECTIVES

 To determine the kind of organizational structure that exist among the

staff and the employees.

 To analyze how the organizational structure affects staff performance