Abstract
Appraisal
is very significant tool inside the man supremacy management, stipulation it is
conduct properly along with reasonably, it can carry out the organization to
their ambition and the employees determination accomplish their wellbeing.
Within this manuscript I study the sound possessions of concert assessment
consequences taking place the staff enthusiasm.
"The
aptitude to craft superior verdict Vis-à-vis populace corresponds to solitary
of the preceding steadfast foundation of workforce assessment, while
exceptionally hardly any association is good by the side of it." Peter Drucker
Table
of contents
CHAPTER ONE
1.1
INTRODUCTION
1.2.
STATEMENT OF THE PROBLEMS
1.3.
OBJECTIVES OF THE STUDY
1.4.
SIGNIFICANCE OF THE STUDY
1.5.
SCOPE OF THE STUDY
1.6.
RESEARCH HYPOTHESIS
1.7. RESEARCH QUESTION
1.8. LIMITATION OF THE STUDY
1.9.
DEFINITION OF TERMS
CHAPTER
TWO
LITERATURE
REVIEW
2.1 PERFORMANCE APPRAISAL:
2.2 EMPLOYEES MOTIVATION:
CHAPTER
THREE
RESEARCH
METHODOLOGY
3.0.
INTRODUCTION
3.1. RESEARCH DESIGN
1.2.
POPULATION
OF THE STUDY
1.3.
SAMPLING
TECHNIQUES
1.4.
DATA
COLLECTION PROCEDURE
1.5.
DATA
ANALYSIS TECHNIQUES
1.6.
STATISCAL
TOOL USED IN THE RESEARCH
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
4.0 INTRODUCTION
4.1. METHODS OF
DATA ANALYSIS
4.2. ANALYSIS
OF DATA
4.3. TESTING OF
HYPOTHESIS
4.4. SUMMARY OF
FINDINGS
CHAPTER FIVE
SUMMARY, RECOMMENDATION AND CONCLUSION
5.1 SUMARY
5.2
RECOMMENDATION
5.3 CONCLUSION
REFERENCE
CHAPTER
ONE
1.1
Introduction
Performance
appraisal refers to a process, which studies and evaluated the job performance.
Appraisal is an effective instrument in the human resources management, which
if performance correctly and logically used, the organizations will achieve
their interest (Rezghi Ros tami, 2000). The act of motivating the employees is
in the heart of the organizations. Success in every organization depends upon
the personnel motivation conducted by their directors (Abedinirad & Hazer,
1995).
Identifying
the proficient employees and presenting them rewards (bonus) as a sign of
motivation, in order to improve their performance are among the essential
factors in performance appraisal (loker,1977).
KavussiShal
(1999) believes that the appraisal system is a good instrument to improve the
quality and quantity of the manpower's performance. Nowadays, performance
appraisal is considered as an important aspect in human resources management
and a part of the control process in administration (KavussiShal, 1999).
Planning the appraisal process is an important subject in the government's
official system which is annually conducted in the governmental organizations,
spending a large amount of time and expenditures to reach the objectives like:
manpower development, including improvements, promotions and assignments in
managerial positions, persuasion and punishment, salary increase, personnel's
performance feedback and determining their educational needs. In order to reach
the objectives of an organization, every person must have sufficient awareness
of his/her position with such as awareness, the employees will detect the
strong and weak points of their performance and behavior, so that they will
probably resolve the problems and deficiencies and will turn them into more
efficiency and effectiveness.
Therefore,
appraisal can be considered as an important factor in identifying the people's
talents and capacities and its results can make them aware of advancements,
plans and goals. An organization, itself, needs to detect the employees’
efficiency to improve the manpower's status, for the purpose of increasing the
volume of the production and services and making positive changes in its trend
(KavussiShal, 1999). In spite of the permanent efforts in planning more
effective system for performance appraisal, there is convincing evidence of the
authority’s dissatisfaction of the appraisal methods (Fox, 1987).
The
appraisal systems are usually involved with the following problems: the lack of
adequate support by managers, impracticability, the appraiser's failure in
conducting a right and fair appraisal, and the lack of accordance with
realities (Lures, 1980).
Performance
appraisals are indispensable for the effectual supervision and costing of
staff. Appraisal help to enlarge individuals, perk up secretarial routine, and
nourish into dealing development. Ceremonial performance judgment is commonly
conducted per annum for each and every one workforce in the organization
everyone is appraised by their line supervisor. Performance appraisals are also
crucial for career and succession development. Performance review designed for
workforce inspiration, position and conduct improvement, converse directorial
aims, along with nurturing optimistic associations between supervision and workforce.
Performance appraisals provide a recognized, recorded, customary assessment of
an individual’s routine, and a sketch for potential enlargement. In diminutive,
performance and career judgment are crucial for administration the performance
of natives and organizations. (Panagar 2009) Performance evaluation ought to be
treated as an enduring developmental progression to a certain extent than a
prescribed once-a-year review. It ought to be intimately monitored by both
worker and assessor to guarantee that targets are mortal achieved. By preparing
physically conscientiously and signifying a keenness to work together with your
reviewer to enlarge your responsibility, you will craft an encouraging
consciousness. Worker act, in common, submit to behavior with the intention of
applicable to directorial goals and with the intention to organize entity workforce
(J.P et al. 1993) Performance assessment are perchance the preponderance vague
along with ill-treated administration means in the times of yore. While raise,
the mainstream of individual director will pledge canopy with the intention of
their mass crucial means for analysis constituent of the section. The
authenticity is that, on the whole, managers, supervisors, and employees
abhorrence the inference for them and they hardly ever obtain complete.
Individual reserve specialized squander an assortment of moment trouncing lay
people into doing them, while managers appear for a diversity of motivation to
wildcat strike the sequence. The intention for this is that it's consistently
an abrasive follow to clutch out, group get on performance assessment for the
erroneous grounds and from the erroneous summit of view. This can ending up put
the administrative and the employee on sundry "sides". Assessments
are worn for influential disburse boost, who acquire let go, who acquire
sponsor. Nearly everyone frequently, they are worn to hub on what populace
contain invalid. (Jr 2009). Provides management with decision-making
information on human resources expand and progress report with employees erect
stronger working relationships Identifies performers needing enhancement for
coaching/guidance support taking responsibility for their performance and
improvement.
(Armstrong
2005).According to Kewin Dwyer Performance Appraisal should be the Opportunity
for an organizer in an organization to set the enlargement opportunity for
their workforce flaming it should be a revitalizing invigorating juncture.
Admittedly sometimes it may be tough practice as some home truths are formally
collective about performance and leadership but it should never, never be a flabbergasted.
Motivation
signifies a worker yearning and obligation, which is marked as effort. Some populace
wishes for to absolute project excluding efficiently distracted or dejected.
They have greatest point but diminutive guarantee.
Other
hoof next to with splendid principle, but there is effort unimaginative. This
populace has elevated pledge but little need (KAMAL1 et al. 2005). According to
Luthans with the intention of inspiration this is the procedure which arouse,
stimulate, leads, and with position manners and concert
1.2.
STATEMENT OF THE PROBLEMS
The
problems of what motivates workers into improving their work performance for an
efficient organizations operation have undergone a very big strain given to
writer of motivation series.
In
most cases, workers in some manufacturing companies do not receive adequate bonus
and incentive which could contribute immensely to inactive performance in their
job or work. However, the problems in question can be highlighted viz:
1.
Low productivity and profitability in a
manufacturing company.
2.
The production of inferior goods and rendering
of poor services
3.
Negative attitudes of workers in carrying
out assigned duties
4.
There seem to be an insatiable demand from
some employees in an organization.
1.3.
OBJECTIVES OF THE STUDY
Although,
there is a general believe that appraisal as a techniques, motivate employees
towards greater productivity and therefore, it increase profit.
However, the objectives
of this study are to:
ü To
examine the relationship between Performance Appraisal and Employees
motivation.
ü To
determine the effect of high and low workers appraisal that motivate employees
in an organization.
ü Finally,
to contribute to the existing stock of knowledge in this specific subject area.
1.4.
SIGNIFICANCE OF THE STUDY
There
is a great need of a research of this kind at a time when questions are being asked
to the practical and theoretical foundation of performance appraisal on employee’s
motivation in an organization.
However,
this study shall provide new and avalanche knowledge to the following
categories of people:
a.
Professional Secretaries in an
organization
b.
Employees in an organization
c.
The government
d.
Trade Union
e.
Scholars in this particular topic
f.
Society at large
1.5.
SCOPE OF THE STUDY
This research work “impact of performance appraisal in
motivating workers” covers operations of First Bank plc, Nigeria.
1.6.
RESEARCH HYPOTHESIS
HO:
Appraisal does not motivate employee’s performance
HI:
Appraisal motivate employee’s performance
HO: there is no
relationship between Performance Appraisal and Employees motivation.
HI: there is a
relationship between Performance Appraisal and Employees motivation.
HO: there is no
different types of appraisal that motivate employees
HI: there are
different types of appraisal that motivate employees
1.7. RESEARCH
QUESTION
The
following research question will guide this study and also enable the
researcher to achieve the set objective of the research.
1.
Does appraisal motivate workers
performance?
2.
What are the impacts of performance
appraisal in employee’s motivation?
3.
What are the different ways of motivating
workers in an organization?
1.8. LIMITATION
OF THE STUDY
This study has certain limitations, which fall short
of the ideas which the researcher has established viz;
a.
Lack of cooperation from some of the
respondent (employees) of the firms under study
b.
The time large available for this study
was not sufficient for a very detailed work of this nature
c.
Inefficient transportation system
d.
Fear of employees to disclose relevant
information which they felt confidential.
1.9.
DEFINITION OF TERMS
The
terms used in this study (though might have different meaning to different
people), are simple and unambiguous statement which are in one way or the other
related to the topic sentence viz.
PRODUCTION:
Production as used in this study simple means the creation of goods and
services.
PROFIT:
Profit as used in this study is the amount by which output is greater than the
input after expenses have been duly deducted
BONUS:
This is used here as money added to employees wage or salary especially as a
result of good job performance.
INCENTIVE;
Incentive is used in this study as the kind of compensation given to workers of
an organization designed to influence the employees performance.
SALARY:
This is used in this study as the regular amount an employee receive monthly
for service rendered.
PERFORMANCE:
Performance is the act, process or manner of functioning well in an
organization.
ORGANIZATION:
This is used in this study as the combination of human and material effort
gained towards the achievement of certain objective.
EMPLOYEES:
It is used in this study as persons who are paid for the work they carried out
for their organizations.
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