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An Evaluation Of Management Performance In Organizations
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1.3 OBJECTIVE OF THE STUDY: The aim of this research is to find out
how the effects of Management Performance in an organization could be
assessed especially in Enugu district.
To equally know whether the
present system of evaluation has any relationship with over- all
performance, practices, viability, decisions, productivity and
development as well as achievements of corporate goals.
Ascertaining the problems militating against management and supervisors in this task.
To find out whether the management is utilizing (MBO) effectively and efficiently.
To analyze the effects of ineffective formal appraisal to the activities of ANAMMCO ENUGU DISTRICT.
1.4
THE SIGNIFICANCE OF THE STUDY: This study is very significant and
relevant in many respects. It would provide answers to management
performance in organizations.
Staff and management of
performance appraisal are very important to many organizations that want
to remain a going concern. It will make mangers and supervisors to be
alive and up and doing in their duties of evaluation and supervision.
The employees stand to gain through better corporate performance.
Over the years, nations of what should be the focal point of evaluation
modalities, for dong so, and how to reasonably ascertain performance or
otherwise have been developed by various authors. Those in favour of
evaluation performance among with wrath opined that:
Assessment of potentials never equals that of performance in objectivity and precision.
Performance evaluation is a legitimate starting point even if it does not take the evaluator the whole distance.
An individual should expect promotion to a high position only if he performs within the current job.
However, the proponents of potentials assessment are of the opinion that:
1. Facts about performance can easily be detached from the pay role and other records.
2. Good performance in job is not necessarily a good signal of suitability for high responsibility.
3.
A person with considerable potentials might put up only an average
performance in a job because he is totally bored with it.
In their
writing “Improving total productivity†Paul Mail advocated
eight-evaluation method, which he broke down into four categories viz:
i Evaluation according to work activity
ii Evaluation based on behaviour and personality
iii Evaluation that focuses on comparisons
iv Evaluation focused on result
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