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An Appraisal Of Performance Appraisal Techniques On Employee Motivation
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1.7 SCOPE OF THE STUDY
The study focuses on the appraisal of performance appraisal technique
On employee motivation with a case study of the akwaibom state civil service.
1.8 Definition of terms
PERFORMANCE APPRAISAL
Performance
appraisal (PA) is that part of the performance management process in
which an employee’s contribution to the organization, during a specific
period is assessed. According to Mullins (2002), the underlying
objective of PA, is to improve the performance of the individual
employee, thereby leading to improvement in the performance of the
organization as a whole. PA is one of the ranges of tools that can be
used to manage performance effectively, in that it provides data which
feeds into other elements of the performance management process. As
noted by Mathis and Jackson (2008), a PA system is often the link
between additional pay and rewards that employees receive, and their job
performance.
Motivation
Armstrong (2012) defines motivation as
the force that energizes, directs, and sustains behaviour. It is
concerned with the strength and direction of behavior, and the factors
that influence people to behave in certain ways. Mathis and Jackson
(2008) view motivation as the desire within a person that causes that
person to act in order to reach a goal. Robbin (2000), offered a
specific work-related definition of motivation as the willingness to
exert high levels of effort towards organizational goals, conditioned by
the effort and ability to satisfy some individual need. Roy (2001)
defined work motivation as a process of energizing employees to the work
goals through a specific path.
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