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The study examines the impact of performance appraisal on office professionals productivity in using four randomly selected organizations in Kaduna metropolis as a survey. The theoretical basis for the study was done through the review of related literature from textbooks, journals, periodic, conference papers and internet.
The population of the study is 230 and 144 was used as sample size using Krecjei and Morgan Table. A set of questionnaire was used as instrument for data collection. 144 questionnaires were administered and 133 were retrieved which was used for the analysis. Data were analyzed using mean statistical tool of the Four Point Likert Scale.
The findings of the study revealed thatperformance appraisal has positive impact on office professionals productivity as it helps to boost the morale of office professionals, weakness is known through performance appraisals and it also gingers office professionals to be productive.
The study recommends among others that performance appraisal should be properly carried out because it has a great impact on employee productivity/performance. Also, employees should know what is expected of them while carrying out their duties.
TABLE OF CONTENTS
TITLE PAGE.. i
DECLARATION.. ii
APPROVAL PAGE.. iii
DEDICATION.. iv
ACKNOWLEDGEMENT. v
TABLE OF CONTENTS. vi
LIST OF TABLES. viii
ABSTRACT. ix
CHAPTER ONE.. 1
INTRODUCTION.. 1
1.1 Background of the Study. 1
1.2 Statement of the Problem.. 3
1.3 Purpose of the study. 4
1.4 Research Questions. 4
1.5 Significance of the Study. 4
1.6 Scope of the Study. 5
1.7 Limitation of the Study. 5
1.8 Definitions of terms. 6
CHAPTER TWO.. 7
REVIEW OF RELATED LITERATURE.. 7
2.0 Introduction. 7
2.1 Conceptual Framework. 7
2.2 Purpose of Performance Appraisal 9
2.3 Effect of Performance Appraisal on Workers’ Productivity. 11
2.4 Performance Appraisal Techniques in an organization. 14
2.5 Performance Appraisal on the Motivation of Workers. 16
2.6 Performance Appraisal and Employees performance. 18
2.7 Summary of the Review.. 19
CHAPTER THREE.. 21
RESEARCH METHODOLOGY.. 21
3.0 Introduction. 21
3.1 Research Design. 21
3.2 Area of the Study. 22
3.3 Population for the study. 22
3.4 Sampling size and Sampling Technique. 22
3.5 Instrument for data collection. 23
3.6 Validation of the instrument. 23
3.7 Administration and Collection of the Instrument. 24
3.8 Method of data Analysis. 24
CHAPTER FOUR.. 25
DATA ANALYSIS AND INTERPRETATION.. 25
4.1 Data Analysis and Interpretation. 25
4.2 Major Findings. 32
4.3 Discussion of findings. 34
CHAPTER FIVE.. 37
SUMMARY, CONCLUSION AND RECOMMENDATIONS. 37
5.0 Introduction. 37
5.1 Summary. 37
5.2 Conclusion. 38
5.3 Recommendations. 39
5.4 Areas for Further Study. 40
REFERENCES. 41
APPENDICES. 44
1.1 Background of the Study
Performance appraisal has been an integral part of the work every manager performs throughout the year. It is as important as managing financial resource and other program outcome, because employee performance or the lack thereof, has a profound effect on office worker.
Chapman (2010) 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 facilitate 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 (2007) 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.
Office professionals on the other hand isdefined by Osibo (2006) as “an Individual employed to deal with correspondence or duties of a personal or a confidential nature. He/she combines shorthand and typing skills with a sound knowledge of secretarial duties”.
Very relevant to this research work is the definition given by Odiagbe (2008) who described an office professional as “a high caliber support staff who can be recalled upon to relieve a typical director or chief executive of some stress inducing workload, solve problems, represent him when necessary, organize the office, manage his tours and be a resource person or a reservoir of facts and information connected to the organization, She/he must be capable of using his/her initiative and good judgment at critical times”.
Performance appraisal has tremendous effect in employees (office professionals) performance and productivity in an organization (Wynnel, 2010). 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 professional’s productivity in an organization, this appears that some organization are not effective in it utilization, perhaps due to bias and judgment errors which leads to inaccurate measurement and evaluation of performance.
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.
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.
1.2 Statement of the Problem
It has been observed that despite thebenefit of performance appraisal to office professionals it seems that many organization do mistakes while evaluating employee’s performance.Kratternmaker(2009) state that some of these mistakes leads to problems such as: 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 professional’s performance in their job.It also appear that some office professionals 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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