IMPACT OF PERFORMANCE APPRAISAL ON EMPLOYEES MOTIVATION (A CASE STUDY OF FIRST BANK OF NIGERIA, OWERRI)
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IMPACT OF
PERFORMANCE APPRAISAL ON EMPLOYEES MOTIVATION (A CASE STUDY OF FIRST BANK OF
NIGERIA, OWERRI)
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
CHAPTER ONE
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:
Low
productivity and profitability in a manufacturing company.
The
production of inferior goods and rendering of poor services
Negative
attitudes of workers in carrying out assigned duties
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:
To examine
the relationship between Performance Appraisal and Employees motivation.
To determine
the effect of high and low workers appraisal that motivate employees in an
organization.
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:
Professional
Secretaries in an organization
Employees in
an organization
The
government
Trade Union
Scholars in
this particular topic
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.
Does
appraisal motivate workers performance?
What are the
impacts of performance appraisal in employee’s motivation?
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.
Lack of
cooperation from some of the respondent (employees) of the firms under study
The time
large available for this study was not sufficient for a very detailed work of
this nature
Inefficient
transportation system
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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