The Impact Of Appraisal Method In The Motivation Of Local Government Employment (A Case Of Umunneochi Local Government Area)

Project and Seminar material for Public Administration

Abstract

This research work is the impact of appraisal method in the motivation of local government employees in Abia State using Umuneochi local government as a case study. The study examined the effects of appraisal mostly considered a good setting method of a performance appraisal appropriate in local government service.

I also examined the effects of political influence and religious sentiments in employees motivation, the study recommend possible principle that should be adopted during appraisal of performance exercise in local government institutions.

Table Of Contents

Preliminary Page(s)

• Title page
• Approval page
• Dedication
• Acknowledgement
• Abstract
• Table of contents

Chapter One

1.0 Introduction

• 1.1 Background of the study
• 1.2 statement of problem
• 1.3 objective of the study
• 1.4 research question
• 1.5 significant of the study
• 1.6 scope of the study
• 1.7 limitations of the study
• 1.8 definition of terms

Chapter Two

2.0 Literature Review

• 2.1 introduction
• 2.2 meaning of performance appraisal
• 2.3 effective appraisal interview
• 2.4 the performance appraisal method
• 2.5 Critisms of performance appraisal methods
• 2.6 Factors that determine the choice of method
• 2.7 Factors that determine the choice of method
• References.

Chapter Three

3.0 Research Design and Methodology

• 3.1 Introduction
• 3.2 Research design
• 3.3 Sources/ method of data collection
• 3.4 Population and sample technique
• 3.5 Sampling technique
• 3.6 Validity and risibility of measuring instrument
• 3.7 Method of data analysis

Chapter Four

4.0 Presentation and Analysis of Data

• 4.1 introduction
• 4.2 presentation of data
• 4.3 analysis of data
• 4.4 interpretation of result

Chapter Five

5.0 Summary, Conclusion and Recommendation

• 5.1 introduction
• 5.2 summary of findings
• 5.3 conclusion
• 5.4 recommendation
• references
• appendix
• questionnaires

Chapter One

Introduction

1.1 Background Of The Study

The need for suitable appraisal method in the motivation of employees of local government formed the basis of the study. Any performance techniques that is in place in any local government determines the work force and productivity of the local government.

There are many methods or techniques of performance appraisal which are drawn below with emphasis in positive and negative effects of each on the employees performance.

Narrative descriptive method: in this method the appraiser is asked to give his opinion or overall impression on the employees performance on a job, The training needs of the employees. These point maintained are the features of the method. The method gingers employees to put in their best and to crave for a cordial relationship between them and their supervisor.

This is simple because impression gives by the supervisor into discriminatory approach to performance appraisal thereby given favorable report to either their relatives or friend. This method discourages employees who do not the trove of supervisor irrespective of the employees performance standard.

Critical incidence method; in this method employees are closely monitored in other to identify and compare the employees performance to the set feedback to the individual (appraises) and is thus, valuable for.

This method gives the employees the impression that every thing they do will be recorded in management black book there by encourages the employees to a more employees may make employees uncomfortable in the discharge of their duties, employees may be bored for the struck supervision and there fore be de – motivated in their work.

Ranking Method:

In this method employees are compared with each other to determine the best performance and less performance. This method the eagerness of employees to a greater productivity. Employees being appraisal with this method see the performance as their performance of their colleagues they are motivated as they see their performance very poor while comparing other employees are discouraged when the appraise is allowed to allocate certain percentages of work group members as involved in the forced distribution ranking.

Rating Scale Techniques:

This method involves scoring appraise against particular standard traits or behaviour. Employees are appraise in several dimensions in this method. This method de – motivated employee as appraised determines the dimension of fellow the appraise mat be influenced liberal or strict reluctant to rate people too high too low.

Goal Setting Technique:

This motivates employees as it allows employees to contribute in goal setting. Supervisor sub – ordinate relationship is seen obviously in this method. The employees may be de – motivated when they are obviously directed by their supervisors. There are many other methods, which can not be drawn here. Considering the methods of performance appraisal annunciated adore the background of the study is ascertained.

Anymore employees by motivate the workers of the institution. The management of any institution can adopt different method to appraisal staff performance so far no particular method is suitable to all organization. It can be stated here that performance appraisal take place thus, animal confidence reporting system and animal open system. These are called types of performance appraisal but will not have emphasis in this study as the study is based on methods to employees motivation. It is therefore against the background of the points enumerated above that this study takes place.

1.2 The Statements Of Problems

Employees performance appraisal essential in every organization because of its contribution to increase productivity, to identification of strengths and weaknesses of the employees specialization. The appraisal method of any local government in the motivation of employees is identified in this research work. It is note that a problem lead to a research study. Therefore this study sails to identify the following problems:

1. appraisal method to adopt
2. workers / employees trait / attitudes
3. employees interest or choice of methods
4. personnel management style in practice.
5. Political influence / favouritism
6. Work challenges

The identification of the above mentioned problems in the determination of performance appraisal method in the motivation of local government employees marked the basis of the study.

1.3 Objectives Of The Study

The objectives of the study is to identify the impacts of performance appraisal methods in the motivation of local government employed towards greater productivity. It focuses on the identification of the following impacts.

1. The impact of appraisal method on the employees attitude to work.
2. The impact of appraisal method on productivity
3. The impact of appraisal method in the identification of employees strength and weaknesses.
4. The impact of appraisal on the training needs.

1.4 Research Question

1. Is performance appraisal relevant in the organization?
2. The contribution of appraisal method in achieving performance goals, how?
3. Are the benefits of understanding appraisal of employees performance greater the cost?
4. Does the goals setting method of performance appraisal achieve organization goals?

1.5 Significance Of The Study

The study is very crucial and significant in number of ways as it affects employees. It is significant to the following areas.

The Institutions Under Study / Local Government Institutions.

Employees and employers the government and of course the society in general including the future researchers.

To The Local Government Under Study,

The work will help them understand the effect and efficient techniques or method to adopt so as to boast the productivity and of save the public for which the institution are meant for.

To The Employees,

The work is significant hence the application of the findings of this work in the above mentioned institution shall certainly improve the status, moral earnings of the employees as well as leading

To Desire For Self Actualization Needs.

This motion based on the fact that the growth of every organization must affect its employees in view of the system’s style of management.

To The Society,

The work is very significant that the application of the findings by the appraises and operators of these institutions will improve the welfare and sensitivity of government to the fearing of the public within the local government area. It will however improves the Gross National products and living standard of the majority of people.

1.6 SCOPE OF THE STUDY

The scope of this study is on the evaluation of the impact of appraisal method in the motivation of local government employees using Umunneochi local government area as a case study.

1.7 Limitation Of The Study

A work of the nature is not easy to consummate or accomplish and as a result, these were certain barriers which prevented the research form extending her work as wised.

Time Constraints:

The researcher could not reach the full details investigation on this project work because of time constraint, the time limit for the project supervision and submission was too short. The ascertain the objective of this project work.

Financial Constraints:

During the cause of carrying this research which made it different to make proper work, it deserves.

Inadequate Material:

Problem also arose from the management and other workers who were reluctant in releasing most fact, due to the fear of exposing their secrets to other competition.

1.8 Definition Of Terms

Appraisal:

This refers to an examination of an individuals performance on a job assigned to him /her and after wards opinions forming.

Methods:

methods refers to the style, manner or a distraction way of doing, performing or measuring something.

Impact:

This implies the positive effect of something or the other.

Hypothesis:

This implies an intelligent gives of result or course of a problem or something.

Population:

This refers to the total number of people or things affected by the research work.

Sample:

This implies the fraction of a population studies or treated in the study.

Sampling:

This means examination of the sample in order to make reference about the population

Chapter Five

5.0 Summary, Conclusion And Recommendation

5.1 Introduction

The national electric power authority, power holding which was established by 27th Nov- 2005 to take care of the energy problems of the country is expected to be efficient in performing the functions in view of the huge financial resources the Government invest in it.

Not with standing the level of such investments the lackadaisical attitude towards the agitation of consumers. The person been that while Nigerian critism power holding they cannot switch their patronage to another bogy which generates electricity because in the first place such body is not existence in the country.

5.2 Summary Of Finding

the study presented several hypothesis at the beginning and they have been subjected to test and discovered to be valid statements. Thus, some of the reasons why power holding perform the way they do include the following:

1. The management of power holding apply alienating control measure, which shows little or no interest to the concern of the workers. This makes the workers have low moral and this declines their productivity in the corporation.
2. The covert resistance of the workers for what ever reason is the general cause of efficiency in power holding.
   The efficiency of power holding depends on the work performances and these performance depends on how happy they are with the management and the organization generally while such happiness could be deprived ensuring that managerial contort is not authoritarian and alienating.

5.2 Conclusion

Having examined the problems of power holding as well as making recommendations on how to tackle some of these problems, efforts will be made to fore cast the nature of power holder’s performance on the application of the various recommendation.

Efficiency come when all the necessary factor are mobilized and harmonized as well as directed towards the various recommendations.

Efficiency come when all the necessary factor are mobilized and harmonized as well as directed towards the achievement of the common goal of the organization.

Thus, the services rendered by power holding will become more efficient when the contributions of the worker are recognized this work will be concluded by stating that co – operation will achieve the reasons while it was set up if the recommendations in this work applied.

5.3 Recommendation

For efficient and effective performance in the public sector in general and power holding in particular, it is recommended that the following should be adopted and applied. It is believed that the numerous problems that plague public corporation will be grossly reduced on the application of these recommendations source of them include the following:

1. The management of power holding should redirect their control strategies to make them accommodating rather alienating and authoritarian.
2. The management should encourage polices which give the workers a sense of belonging and responsibility.
3. Workers should be involved in the formation of policies that affect them and their organization.
4. Workers should be granted some relieving measures to enable them resist overtly instead of making their grievance known. The embargo on strike in power holding should be lifted and recognized.
5. Management should develop cordial relationship with the workers to enable them know their individual needs.
6. The authority should clearly define the functions and suites of all levels and assign some functions to subordinates to improve inter personal relationship between management and subordinates.

If all these recommendations are applied and control measures release , coverts resistance will be grossly reduce giving rise to greater level of efficiency productivity and general improvement is the performances of power holding.

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