Performance Evaluation And Its Effects On Employees Efficiency In Nigeria Mineral Water Limca Onitsha Anambra State

Project and Seminar Material for Business Administration and Management BAM

Performance Evaluation And Its Effects On Employees Efficiency In Nigeria Mineral Water Limca Onitsha Anambra State


Abstract


Main purpose of this study is to examine how employee’s performance can be appraised. The population size of the study based was three hundred and eighty five (385). The sample size use in collecting the data was sample random sampling a total of one hundred and eighty five (385) persons were chosen as the researcher sample size. The researcher also used questionnaire method as the instrument for data collection. The research also employed design was considered appropriate for the study; it also provided three (3) research questions. The researcher also uses simple percentage method in data analysis. This is because of its simplicity finally the researcher’s findings sates that for performance evaluation to serve as a tool for control in any company, there should be effective planning system. The researcher concluded that any organization with the aim of productivity in order to make profits should be prepared to satisfy the employees. This can be done by providing the means through the needs and wants can be met. The researcher further recommends that to inform and not to deform the Nigeria mineral water Limca activities should follow effective management approach to events and make sure that all his plans regarding to performance evaluation is well structured in order to ensure proper management.


Chapter One


Introduction

1.1 Background of the Study

It is a very clear fact by both definition and common understanding that every organization is formed for an objective. Through two objectives may be profit or non profit commonly for any organization to succeed, the efforts of its employees must be directed towards the realization of their individual set objectives. The efforts of each of the employees or group of employees in each organization may be directly or not and normally varies in degrees and relevance to the corporate objective, but should not for any reason be rejected in the interest of the corporate objectives. Out performance by any employee or group of employees in a department will surely result to underachievement of the co-operate organizational goals.

In recognition of the importance of one employee to the corporate existence and goal attainment, the need to have a set goal or standard at each level of the organizational structures becomes imperative. This arrangement will make it possible and help in checking and appraising of the employee by various superiors in the organization. This objective standard will be proportionate and appropriate to the level and position of the employees in the organizational structures as the expectations of each employee depends on his position and level in the organizational hierarchy.

It was in recognition of this Fredrick will show Taylor, the father of scientific management in his article in the journal transaction urged for the establishment of performance standard. This was with this aim to determining the employee’s productivity as their performance evaluation could be measured if standards are set. He added that he could perform up to the established standard will be rewarded. He that performs above the standard will be entitled to bonus. On the other hand, employees that failed to perform up to subjecting him to training to improve. But where this effort to improve this fail the next line of action will be punish the employee either by demoting or firing him. These were with the intention that the employees might be motivated to high performance and discouraged from under achieving.

As was urged by Taylor (1968) in his article in “transaction” to reward the worker who performed up to the set standard; to give bonus to those who are above the standards and demote or fire the employees who performed below the standard and failed to improve after training. The question that calls to mind is how do you know the employees who performed above or up to or below the set standard. It is aimed that at objectively deciding which employee deserves which treatment from management praise or course.

By definition, performance evaluation could be the analysis and appraisal of individual workers performance and productivity based on the objective set.

Sluck (1970) in his own, defined performance evaluation as a personnel activity by means of which the enterprise determines the extent of which the employees is performing the job effectively.

Evaluation system are systems that have ultimate connections within all forms of organization set up that aim at determining the employees effectiveness and reward fairly made accordingly. Failure to administer regards in consistence with the performance will undoubtedly bring some sets back in an organizational productivity this is the case when the most efficient employee is not reward accordingly. Many evaluation methods have been critical as not suitable designed to yield the position result that could be a fair guide to compensating the efficient employees.

Effective implementation is another problem that is associated with performance evaluation. A good evaluation system or institution has to be effectively implemented or executed to yielding a reliable result. A person desirous of good plant the good species, he also aims the duties of tending, feeling watching the plant grow to give the expected good yield/performance evaluation is live is that, when a good and suitable system is installed in an organization to give a fair and reliable result it has to be strictly and objectively implemented by the appraisers.

In carrying out the exercise the lowest level employees are evaluated by their immediate supervisor. Their performance against each set objective should be assessed and perhaps graded setting an objective is therefore an element in carrying out the evaluation exercise. Regarded less of what method adopted, the primary objectives are the same. It aims at developing the employees so that the best could be obtained from them for the benefit of the entire organization.

Nigeria mineral water Limca is located in No. 1 Limca road, P.M.B 1549 Onitsha Anambra state Nigeria. Mineral water Limca company is working on water treatment business activities – It is a multilateral organization. It has branches all over the states in Nigeria. It was established in Nigeria enterprises Gold sport, Limca fairly soda and Paani table water. The company has branches all over Nigeria with its corporate headquarters in Lagos and offices and Depot in Enugu, Onitsha and Port-Harcourt. They engaged in selling of various Limca products to Nigeria and also involved in water serving the company provide employment to Nigerian thereby helping in the country. Through its staff strength is about one hundred under sales and less that the under general trade. No doubt limca Nigeria is working a good impact water treatment as the name limca is not new to many household in Nigeria.


1.2 Statement of the Problem

Performance evaluation is universal and its universality undoubtedly epitomize it importance to many organizations. Every organization, ministry or department has a peculiar function it carries out or performance to encourage efficiency and effectiveness.

Ideally performance evaluation result should e unquestionable, undoubtful guide to improve and developed the performance of the employees who are appraised. The rewards and promotion of the employees if based on the result of performance evaluation should not be doubted by the employees and should not discourage them putting in more effort to achieve the best. The essence of performance evaluation in any organization, ministry or department is to achieve the organizational goal by making plan and looking for a way to actualize what they have planned for effective performance result to harmony in any organization and this constitutes to increase in productivity of both human and material resources in any given organization.

Emphasis in this research will be hand the best way of encouraging the Nigeria water Limca to consider performance as essential tool for central in an organization and as a matter of fact Nigeria water Limca Onitsha is faced with many problems as a result of not having adequate personnel’s who can have out effective performance which will enable the organization to carry its functions successfully.

It is intended in the research to go into these analyzing and discussing them with a view of facilitates performance in the organization.

These problems although is difficult to go into solved, will make the organization to be in a better position to attain its aims successfully.


1.3 Purpose of the Study

The general purpose of this study is to examine the performance evaluation and its effect on employee efficiency.

Other purposes include:

  1. To examine the effect of performance evaluation on employees efficiency.
  2. To identify the problems associated with staff career development in Limca.
  3. To find out workable solution for an effective evaluation.

1.4 Significance of the Study

The significance of this study is to find out how the employee is performing in his responsibility. Hence many workers in different organization do not attain the organization goal required of them. Employee performance evaluation provides legal, ethical and visible evidence that employees were actively involved in understanding the requirements of their jobs and their performance. The accompanying goal setting, performance feedback and documentation ensure that employees understand their required outputs. In the event that an employee is not succeeding or improving in his job performance, the performance evaluation documentation can be used to develop a Performance Improvement Plan (PIP). This plan provides more detailed goals with more frequent feed back to an employee who is struggling to perform. The goal is improvement but non performance can lead to disciplinary action up to and including employment termination.


1.5 Research Question

This study sought answers to the following research questions:

  1. To what extent does performance evaluation affect employee’s efficiency?
  2. What are the problems associated with staff career development in Limca?
  3. What are the workable solutions for an effective evolution of Limca employee?

1.6 Scope of the Study

The study of performance appraisal in Nigeria public enterprises will not deal with all aspects of annual performance appraisal; it will treat mainly the area where mistakes and mismanagement most commonly occur. Concentration will be the degree of achievement of objective result, the reliability of the result and the effectiveness of the result on future performance of workers.


1.7 Definition of Terms

The terms used in the study, which have unique meaning that could be subjected to different interpretation by different readers of this project report are defined as follows:

Effective:

An exercise or action is said to be effective when it realized its intended result or purpose.

Performance:

In the context of the study performance could be look at as the execution and going on work towards the achievement of objectives.

Evaluation:

This means estimates of values among and quality.

Negative Evaluation:

This means that employees are negatively evaluation does not favour them.

Appraisal:

To evaluate especially in an official capacity, to estimate the quality amount size, and other features of judgement.

Performance standard:

The aim to determining the employee’s productivity as their performance evaluation could be measured is standards are set.

Employees:

A person or group of person who is paid to work for somebody.

Efficiency:

The quality of doing something well with no waste of time or money.


Chapter Five


Summary of Findings, Conclusion and Recommendation

5.1 Summary of Findings

For performance evaluation to serve as a tool for control on any company there should be effective planning system. Many factory have to be properly integrate and managed it, this includes proper organization and management of materials method and money in such a systematic way that these factors will make their maximum contribution to the effective working of the system.

In any situation where any of these components is absent or appears defective, there is bound to be problem to effective performance. To a large extent, these factors were given consideration in the structuring of the research question.

Based on the analysis in chapter four research question were affirmatively answered number one. The researcher found out that 125 respondents representing 67.6% of the population agreed, which 60 respondents representing 32.4% strongly disagreed. Therefore which has 67.6% is considered to confirm the percentage required. And this actually show that positive thinking is used to determine negative evaluation, so whenever you think negatively you find out that you are negatively evaluated.

Moreover, in question two; it was observed that 145 respondents representing 78.4% of the population agreed, while 40 respondents representing 21.6% strongly disagreed. Therefore, since the percentage of the respondents that agreed gives the required result, it is being considered as the conclusion that really that negative thinking is used to determine how negative evaluation affects ones performance. So negative thinking leads to negative evaluation and it affect ones performance.

Meanwhile, in question three, it was being observed that 160 respondents representing 88.55% of the population strongly agreed, while 25 respondents representing 11.5% disagreed. Therefore, this confirmed really that owning staff their benefit and entitlement will affect the attitude of the workers during appraisal period, so this is how fair and just is use as appraisal judgement.

However, in question number four 160 respondents representing 88.5% of the population strongly agreed while 25 respondent representing 11.5% strongly disagreed. Therefore, since the percentages so this confirms that appraisers are more subjective than objectives.

Moreover, in question number five it was observed that 145 respondents representing 78.4% of the population strongly agreed while 40 respondents representing 21.6% disagreed. Therefore, the percentage of the respondents that agreed gives the required result, it is being considered as the conclusion that the use of performance appraisal in rating worker should continue. This is because one of the respondents of a management is to ensure that an organization functions effectively and efficiently.

Finally from observation and that data analysis it is agreed upon that the question revised which served as our questionnaire was affirmatively answered by our respondents which confirmed really that performance evaluation is a tool for control in any company.


5.2 Conclusion

From the analysis of information gathered, the researcher is inclined to conclude that performance evaluation and its effect on employees, efficiency, is unable to determine its merchandise assortment and also having a hardworking and deviated personally.

Any organization with the aim of productivity in order to make profits should be prepared to satisfy the employees. This can be done by providing the means through the needs and wants can be met.

Also the work force should be provided with adequate motivational factors to encourage them bring out their best.
This further stresses that performance evaluation should be put into practice as the best means to actualize the dreams or objective of what every company was created for.


5.3 Recommendation

The researcher recommends the following to inform and not to deform the Nigeria mineral water limca activities should follow effective management approach to events and make sure that all his plans regarding to performance evaluation, will structured the management should budget for the training of performance in the company to promote necessary performance knowledge.

However, I recommend that company workers should always report monthly. The development in the company to the management as regards the company’s activities in general.


5.4 Limitation of the Study

The following limitation was inherent in:

Time:

This is one of the major problems encountered by the research in the course at his work. A lot of time was consumed in carrying out this research work. Due to other academic commitments that was at the researcher disposed and as such the researcher could not carry more research on the work.

Respondents:

There was problem getting some of the company workers (respondent) to complete the questionnaire, most of them complained that the time given to them to complete this questionnaire was too short and others though they were doing me a favour to enable me obtained a certificate and as such some of them never show up.

Finances:

The researcher was faced with some financial problems during the research work. The researcher had intended to carry out the research in more than three companies but as a result of financial constraints the researcher ended up with just one company, Nigeria mineral limca Onitsha.


5.5 Suggestions for Further Research

We have seen in the course of this study that the performance evaluation and its effects on employees efficiency in Nigeria is an important strategy.


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