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An Appraisal Of Performance Appraisal Techniques On Employee Motivation
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If used effectively, PA can improve motivation and performance, but if
used inappropriately, it can have disastrous effects (Fisher et al,
2003). For PA to be effective, it must of necessity be anchored on the
performance criteria that have been outlined for the job which in many
case is overlooked. Riggio (2003) describes performance criteria as the
means for determining successful or unsuccessful job performance. They
are one of the products of a detailed job analysis. Performance criteria
spell out the specific elements of a job and make it easier to develop
the means of assessing levels of successful or unsuccessful job
performance. It can thus be inferred that an appraisal system not hinged
on this all important criteria, can neither be appropriate nor fair,
particularly to the employee, whose performance is being evaluated. In
fact, some key points in the arguments of those opposed to performance
appraisal is that, most of the time, wrong things are rated and the
wrong methods used (Deming, 1986; Gilliland and Langdon,
1998).PERFORMANCE APPRAISAL
Therefore the problem confronting this
research is to appraise the effect of performance appraisal techniques
on employee motivation.
1.3 RESEARCH QUESTION
I What is the nature of performance appraisal technique
1 What is the nature of employee motivation
2 What is the effect of performance appraisal technique on employee motivation
3 What is the nature of performance appraisal technique on employee motivation in the akwaibom state civil service.
1.4 OBJECTIVE OF THE STUDY
1 To determine the nature of performance appraisal techniques
2 To determine the nature of employee motivation
3 To determine the effect of performance appraisal technique on employee motivation
4 To determine the effect of performance appraisal technique on employee motivation in the akwaibom state civil services
1.5 SIGNIFICANCE OF THE STUDY
The study shall provide a conceptual and analytical appraisal of
performance appraisal technique and its effect on employee motivation
It shall serve a veritable source of information to managers and human resource professionals.
1.6 STATEMENT OF HYPOTHESIS
1 Ho Performance appraisal is not significant in akwaibom state civil service
Hi Performanace appraisal is significant in akwaibom state civil service
2 HoEmployee motivation in akwaibom state civil service is low
Hi Employee motivation in akwaibom state civil service is high
3 Ho The effect of performance appraisal technique on employee motivation
In akwaibom state civil service is low
Hi The effect of performance appraisal technique on employee motivation
In akwaibom state civil service is high
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