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Enhancing Organizational Transparency Through Talent and Performance Management

Enhancing Organizational Transparency Through Talent and Performance Management - Dissertation Example

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This dissertation "Enhancing Organizational Transparency Through Talent and Performance Management" considers several measurements used in quantitative research methods known as the percentage based on the use of simple statistics, the Likert scale analysis…

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Enhancing Organizational Transparency Through Talent and Performance Management

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Subject: Family & Consumer Science
Type: Dissertation
Level: Masters
Pages: 28 (7000 words)
Downloads: 2
Author: bergeriver

Extract of sample "Enhancing Organizational Transparency Through Talent and Performance Management"

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Quantitative data in this study were gathered out of the online survey study. In line with this, a total of 135 randomly selected online research respondents voluntarily agreed to participate in this study. Most of the online survey respondents have been working in middle management (53.7%), senior management (15.7%), and junior management (30.6%) between 2 to 7 years in their current work position. Out of the total online survey respondents, 97% and 3% were UAE nationals and Non-UAE Nationals respectively who are currently working in Dubai government (56%) and semi-government organizations (44%).

Because of the long-term exposure of the online research respondents in terms of working in Dubai government and semi-government organizations, the online research respondents are considered highly qualified in terms of providing their personal opinion with regards to the impact of organizational transparency in enhancing the talent and performance management in Dubai.The majority with 64.4% of the total research respondents are female whereas the remaining portion is composed of male respondents who are UAE nationals and are currently employed in Dubai’s government departments and semi-government organizations.

This study assumed that individuals who are working in Dubai’s government departments and semi-government organizations between the age brackets of 25 to 35 are the ones who are more vocal about the significance of organizational transparency on talent and performance management in Dubai. This assumption is confirmed by the quantitative results given that the majority with 65.2% of the total research respondents belong to the said age group. Other online research respondents either belong to the age group of fewer than 25 years old (20%) or between 36 to 46 years old.

Most of Dubai government and semi-government organizations’ employees enjoy the benefit of career improvements as a result of incorporating the importance of learning in working practices.

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