Assessment of the Job Perrormance of Egyptian Agricultural Quarantine Workers in the Arab Republic of Egypt | ||
| Alexandria Science Exchange Journal | ||
| Article 50, Volume 42, Issue 2, April 2021, Pages 1291-1321 PDF (1.04 M) | ||
| Document Type: Original Article | ||
| DOI: 10.21608/asejaiqjsae.2021.176092 | ||
| Author | ||
| Noha M. Karosa* | ||
| Rural Social. And Agric. Ext., Agric. Econ. Dept., Fac. Agric., Zagazig Univ., Egypt | ||
| Abstract | ||
| The main objective is to Assessment of the job perrormance of Egyptian agricultural quarantine workers in the Arab Republic of Egypt by achieving the following sub-objectives: characteristics of workers in Egyptian agricultural quarry, the degree to which the components of the function performance assessment of workers in the Egyptian agricultural quarantine, the basic components of the process of assessing the functioning of workers in the Egyptian agricultural quarantine, the relationship between the degree of functional performance of Egyptian quarantine workers and each of the independent variables studied and the basic features of the process of evaluating the functional performance of quarantine workers, areas of use of the functional performance evaluation for workers in agricultural in Egypt, problems that limit the benefit of usin the functional performance evaluation of Egyptian agricultural quarantine workers and the researchers′ proposals to solve them, finally, aproposed plan of action was drawn up to improve the performance of Egyptian agricultural workers, this research was conducted on workers in the central administration of Egyptian agricultural quarantine and its five departments. the sample size was 71 subjects.The researcher relied on the questionnaire to use the questionnaire form the data collection period lasted from November to December 2020. The most important findings were that the most importan component of the job performance of agricultural quarantined workers was perseverance, followed by quantity of work, quality of work, and finally knowledge of job requirements. It has also been found tha the main features of the process of evaluating the performance of workers in the agricultural quarantine in Egypt are the calendar, followed by achiropractor, followed by an open chiropractor, and finally, the good management of the calendar process. There was also found to be a significant correlation between the functional performance of Egyptian quarantine workers and the objectivity o the assessment. There was also an inverse correlation between the functional performance of Egyptian quarantine workers and the grade and duration of each course. The results indicated that the most important area of use the evaluation of the functioning of workers in agricultural quarrying in Egypt relates to the development of workers and their advice, followed by the building of an information base, followed by the solving of work problems, followed by the field of motivation of workers, followed by the field of guidance and advice of workers, and finally the field of making some administrative decisions. The main problems that limit the use of the performance evaluation for quarantined workers in Egypt have been the lack of objectivity in the evaluation, followed by poor management of the evaluation process and, finally, poor training and education. The most important proposal mentioned by the researchers to solve problems that limit the use of the performance assessment was to enable the workers to challenge the results of the assessment without fear of adverse effects, employ a process of promoting, motivating and rewarding employees to improve performance, provide supervisors with comprehensive training of the stages of the evaluation pocess in accordance with objective criteria and pillars, clearly define the duties and responsibilities of each worker and avoid subjectivity and interpersonal relationships in the calendar. A proposed action plan has been drawn up to develop the performance of Egyptian agricultural workers, which includes the following aspects: recruitment, guidance and guidance of new workers, training and retention of high- performing workers, improving morale and finally enhancing work performance and efficiency | ||
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