Download complete project materials on The Effect Of Performance Appraisal On The Productivity Of Office Manager In An Organization from chapter one to five
CHAPTER ONE
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INTRODUCTION
1.1 Background of the Study
Performance appraisal has been an integral part of the work every manager performs throughout the year. It has been as importance as managing financial resource and other program outcome, because employee performance or the lack thereof, has a profound effect on office worker.
Chapman 2009 state that performance appraisal of all types are effective if they are conducted properly, and better still, if the appraisal process is clearly explained to, and agreed by the people involved. Therefore performance appraisal is said to be a tool for improving office manager’s productivity in an organization.
Hudson 2009 defines an office worker as a person who organizes and supervises all of the administrative activities that facilities the smooth running of the office. The Author further explained that an office manager carries out a range of administrative activities that facilitate the smooth running of an office.He further explained that an office worker carried out a range of administrative as it rated tasks, depending on the employing organization.
Cole 2004 defines performance appraisal as a judgment process about an individual past and present performance against the background of a given work environment and about potential future contribution to an organization for reviewing of an employee’s performance in order to identify their weakness and strength so that management of the organization can take decision regarding their career advancement.
This implies that performance appraisal has tremendous effect in employees (office managers) performance and productivity in an organization. It is also mention that performance appraisal serve as a determinant of the promotion of employees to a higher positions. This means that if performance appraisal is not carried out effectively an employee can either be favored or mal treated.
Despite the seemingly importance role played by performance appraisal of office worker productivity in an organization, this appears that some organization are nit effective in it utilization, perhaps due to bias and judgment errors which leads to inaccurate measurement and evaluation of performance.
It is in view of the realization of these contradictory reactions that this study aimed at accessing the effects of performance appraisal on office worker productivity in an organization.
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1.2 Statement of the Problem
Performance appraisal is said to be judgment of office worker skills, knowledge and good productivity in his job. It is obvious that performance appraisal plays a vital role on office worker productivity in an organization. Thomas 2009 opines that performance appraisal is a part of guiding and managing career development. Thomas also stated that performance appraisal is a determinant factor of promotion or further training. It is also the judgment of an office manger that yield productivity.
But despite these benefit it seems that many organization do mistakes while evaluating employee’s performance. Kratternmaker 2009 state that some of these problems include: lack of rater preparedness, ineffective organization policy and practices and judgment errors.
Which include insufficient knowledge (objectives) on why the performance appraisal is carried out in an organization. The techniques used in evaluating the office workers performance in their job.it also appear that some office workers are not knowledgeable on how the performance appraisal is being conducted in their various organization. Hence, they handle the appraisal as a secret document. Employees hardly know their rating nor ask questions regarding their performance.
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