THE IMPACT OF PERFORMANCE EVALUATION ON WORKERS PRODUCTIVITY IN NIGERIA

Format: MS WORD  |  Chapter: 1-5  |  Pages: 75  |  475 Users found this project useful  |  Price ₦3,000

GET THE COMPLETE PROJECT

THE IMPACT OF PERFORMANCE EVALUATION ON WORKERS PRODUCTIVITY IN NIGERIA

 

CHAPTER TWO
LITERATURE REVIEW
2.1   PERFORMANCE EVALUATION
Performance evolution has been describe as an act of determining the performance ability and subsequently rating of the employee to a particular standard. Performance evaluation has been defined by various authors in their own various ways.
Robert and John (1997) defined performance evaluation as the process of evaluating how well employees do  their jobs compared  with  a set of standards and communicating that information to those employees.
Armstrong (2006), defined performance evaluation as the formal assessment and rating of individuals by their managers as usually an annual review meeting. 
“Performance evaluation is the improvement of the performance of individuals leading to improvement in performance or organization as a whole” (Mullens 1999).
Lyyord and Leslie (2004). Defined performance evaluation as the process of determining and communicating to an employee how he or she is performing on the job and ideally, establishing a plan of improvement.   

Debra (2001), defined performance evaluation as the appraisal of a person’s performance in an organization.

Performance evaluation is a system of assessing employee to know their level of productivity in an organization.

Performance evaluation is operational, short to medium term and concerned only with the individual and their performance and development.

The five key elements of the performance evaluation are;

Measurement: Assessing performance against agreed targets and objectives. Feedback:  providing information to the individual on their performance and progress. Positive reinforcement: Emphasizing what has been done well and making only constructive criticism about what might be improved. Exchange of views: A franic exchange of views about what has happened, how evaluation can improve their performance, the support they need from their managers to achieve this and their aspirations for their future career. Agreement: Jointly coming to an understanding by all parties about what needs to be done to improve performance generally and overcome any issues raise in  the course of the discussion.

2.2   HOW TO PERFORM A PERFORMANCE EVALUATION 
Evaluation is often looked upon as something which affect only the person evaluation, but it is also a  significant influence upon the evaluation. One of its greater benefits is to encourage each manager to be more analytical and constructive thinking about his employee.

It may force  him to face up to some of his prejudices and personal dislike and to realize (under the pressure of having to record them  on paper and ban them up) that certain of his judging may be in formal unreasonable  or unfair.

One issue is what the managers basis comparison will be as he evaluate  performance of his personal.  There are at least three different  approaches. Each main work may be judged against some obstruct standard of perfect in which case, it is difficult to understand the meaning of perfect.
Secondly, each person can be compared with others in his department which means that the man whose work is poor but is making process on perhaps achieve a higher evaluation than the already on top notch worker. In the typical situation, a manager usually uses a sit of all make bases of comparisons which he evaluates, because of find it necessary to do so to give the whole picture and to be fair. The top-notch workers is recognized, but he is the poor worker.

Performance system relates to the assessment of staff or managerial performance and not to that manual workers.

There are two main categories of evaluating according to Wagne Casio (l994).

Informal Formal

Informal evaluation:  is the motioning assessment of an individual’s performance by his managers in the normal cause of work. This kind of assessment is of and adhere nature and is as much determined by initiative feelings as by factual evidence of results.

It is natural by product by the day to day relationship between manager and subordinate.          

Formal evaluation: is altogether more rational and orderly than informal evolution. An effective evaluation process will unvalued the under listed steps and explanations and thus how to go about it as follow:

1.     Determine performance Requirement:  This first step of process can also be named identifying criteria for performance.

Administrators must determine what skills output and accomplishments will be evaluated during each performance evaluation. 
2.     Choose an evaluation method
Several methods may be used to evaluate performance. No one method is best for all organizations. The method of performance should  be carefully chosen because the supervision most often it become the focal point of involvement between the supervisor and the employee. 
3.     Training the supervisor and launching evaluation programme 
A political step in performance evaluation is training of supervisor so that they do not cannot errors  during performance evaluation. Such errors may result in changes of decimation loss of employee’s morale an productivity or inaccurate between the supervisor and the employee.

4.     Discussing method with employer:       For effective performance appraiser system the appraisee should be given the opportunity to participate and supervisors should with employee the method that will be used. This discussion should specify which areas of performance are evaluated, how often, do the evaluation take make and it significance to the employees. 
5.     Stating the role of appraisers: the appraise are required to observe and recall performance fill up the necessary form objective and justifying there rating to the appraisee. 
6.     Discussing appraisal with employees: supervisors should discuss the evaluation with their employee allowing them to discuss areas of agreement and disagreement. 
7.     Implementing Evaluation system: For successful implementation of elation programmed the following guide should be followed. 
i.      Reward the appraiser for the accuracy thoroughness objectivity and promptness in completing the evaluation.
ii.     performance is simply a judgment and information process decumbent, which is neither  completing infallible.

2.3   PURPOSE OF PERFORMANCE EVALUATION
On of the major reasons for employee evaluation is to obtain information for promotion, demotion, transfer, pay increase training and development.                                   

An evaluation gives a n employee a feedback as to how management perceives his contribution to the organization. An employee perceives that he/she is poorly evaluated, it could affect his moral, increase absenteeism rate and tiredness and consequently his over all productivity, this is the reason why employee evaluation is expected to be done in spirit of objectivity honesty and fair nay.

GET THE COMPLETE PROJECT

Not What You Are Looking For?



For QUICK Help Call Us Now!

+234 813 292 6373


Here's what our amazing customers are saying

JONNAH EHIS
Ajayi Crowther University, Oyo
I was scared at first when I saw your website but I decided to risk my last 3k and surprisingly I got my complete project in my email box instantly. This is so nice!!!
Excellent
MATTHEW NGBEDE
Ahmadu Bello University
I wish I knew you guys when I wrote my first degree project, it took so much time and effort then. Now, with just a click of a button, I got my complete project in less than 15 minutes. You guys are too amazing!
Excellent
Temitayo Ayodele
Obafemi Awolowo University
My friend told me about iprojectmaster website, I doubted her until I saw her download her full project instantly, I tried mine too and got it instantly, right now, am telling everyone in my school about iprojectmaster.com, no one has to suffer any more writing their project. Thank you for making life easy for me and my fellow students... Keep up the good work
Very Good
Stancy M
Abia State University, Uturu
I did not see my project topic on your website so I decided to call your customer care number, the attention I got was epic! I got help from the beginning to the end of my project in just 3 days, they even taught me how to defend my project and I got a 'B' at the end. Thank you so much iprojectmaster, infact, I owe my graduating well today to you guys...
Excellent
Ibrahim Muhammad Muhammad
Usmanu danfodiyo university, sokoto
It's a site that give researcher student's to gain access work,easier,affordable and understandable. I appreciate the iproject master teams for making my project work fast and available .I will surely,recommend this site to my friends.thanks a lot..!
Excellent
Dau Mohammed Kabiru
Kaduna State College of Education Gidan Waya
This is my first time..Your service is superb. But because I was pressed for time, I became jittery when I did not receive feedbackd. I will do more business with you and I will recommend you to my friends. Thank you.
Very Good
Joseph M. Yohanna
Thanks a lot, am really grateful and will surely tell my friends about your website.
Excellent
Merry From BSU
I am now a graduate because of iprojectmaster.com, God Bless you guys for me.
Excellent
Samuel From Ajayi Crowther University
You guys just made life easier for students. Thanks alot iprojectmaster.com
Excellent
Musa From Ahmadu Bello University
Thank you iprojectmaster for saving my life, please keep it up and may God continue to bless you people.
Excellent

HOW TO GET YOUR COMPLETE PROJECT INSTANTLY

  • Select 3 Project Topics of your choice from your Department.
  • Submit the 3 topics to your Supervisor for Approval.
  • Call Our Instant Help Desk on 0813-292-6373 and Get Your Complete Project Material Instantly.
  • All project materials on this website are well researched by professionals with high level of professionalism.

FREQUENTLY ASKED QUESTIONS

How do i choose a Project Topic?

Look for your department and select any topic of your choice

I have a fresh topic that is not on your website. How do I go about it?

How fast can i get a complete project from your website?

Within 15 minutes if the exact project topic is on our website

Is it a complete research project or just materials?

It is a Complete Research Project i.e Chapters 1-5, Abstract, Table of Contents, Full References, Questionnaires / Secondary Data

One of your topics suites my project, but the case study is different. What do i do?

Call Our Instant Help Desk Now: (+234) 813-292-6373 and you will be responded to immediately

How do i get my complete project?

Your Complete Project Material will be sent to your Email Address in Ms Word document format

Can I get my Complete Project through WhatsApp?

Yes! We can send your Complete Research Project to your WhatsApp Number

What if my Project Supervisor made some changes to a topic i picked from your website?

Call Our Instant Help Desk Now: (+234) 813-292-6373 and you will be responded to immediately

Do you assist students with Assignment and Project Proposal?

Yes! Call Our Instant Help Desk Now: (+234) 813-292-6373 and you will be responded to immediately

What if i do not have any project topic idea at all?

Smiles! We've Got You Covered. Chat with us on WhatsApp Now to Get Instant Help: (+234) 813-292-6373

How can i trust this site?

We are well aware of fraudulent activities that have been happening on the internet. It is regrettable, but hopefully declining. However, we wish to reinstate to our esteemed clients that we are genuine and duly registered with the Corporate Affairs Commission as "PRIMEDGE TECHNOLOGY". This site runs on Secure Sockets Layer (SSL), therefore all transactions on this site are HIGHLY secure and safe!