IMPACTS OF PERFORMANCE APPRAISAL ON PRODUCTIVITY IN AN ORGANIZATION (A CASE STUDY OF FIRSTBITE NIGERIA LTD)
ATTENTION:
BEFORE YOU READ THE CHAPTER ONE
OF THE PROJECT TOPIC BELOW, PLEASE READ THE INFORMATION BELOW.THANK YOU!
INFORMATION:
YOU CAN GET THE COMPLETE
PROJECT OF THE TOPIC BELOW. THE FULL PROJECT COSTS N5,000 ONLY. THE FULL
INFORMATION ON HOW TO PAY AND GET THE COMPLETE PROJECT IS AT THE BOTTOM OF THIS
PAGE. OR YOU CAN CALL: 08068231953, 08168759420
IMPACTS OF
PERFORMANCE APPRAISAL ON PRODUCTIVITY IN AN ORGANIZATION (A CASE STUDY OF
FIRSTBITE NIGERIA LTD)
ABSTRACT
While the
concept of performance appraisal is not new, the study of employee perception
of the concept is still going on. The way employees perceives performances
appraisal affects the importance that is attached to it. Many managers see the
performance appraisal process as an administrative rite that consumes a lot of
time, while producing little more than frustration, confrontation, and piles of
paperwork.
This
research work provides an assessment of the impact of performance appraisal on
production and productivity taking a case study of First Bite Limited. The
purpose of this research work is to help change the perception of employees
from seeing performance appraisal as management confrontation activity targeted
as generating frustration among employees but to see performance appraisal as
tool to be applied for the attainment of organizational goals. Respondents were
selected from the staff of Tantalizer outlets of FirstBite Nigeria Limited in
the Ikeja environs of Lagos.
TABLE OF
CONTENTS
CHAPTER ONE
Introduction
1.0 Background of the Study
1.1 Profile of First Bite Ltd
1.2 Statement of the Problem
1.3 Significance of the Study
1.4 Research Hypothesis
1.5 Research Questions
1.6 Method of Data Collections
1.6.1 Population and Sample Selection
1.6.2 Sample
1.6.3 Data Collection Instrument
1.6.4 Validation of the Instrument
1.6.5 Reliability of the Instrument
1.7 Method of Data Analysis
1.8 Scope and Limitation of the Study
1.9 Brief History of First Bite Nigeria Ltd
References
CHAPTER TWO
Literature
Review
2.1 Introduction
2.2 Productivity Principles
2.2.1 Labour productivity and multi-factor
productivity
2.2.2 Productivity and National Growth
2.2.3 Sources of productivity growth
2.3 Historical Perspectives of Performance
Appraisal
2.3.1 The Need for suitable Performance Appraisal
2.4 Performance Appraisal Framework
2.4.1 Performance Appraisal Methods
2.4.1.1 Absolute Standards
2.4.1.2 Relative Standards
2.4.1.3 Objectives Approach
2.4.2 The 360 Degree feedback Appraisal
2.4.4 The Comparison of Performance Appraisal
Methods
2.4.5 Potential Rating Scale Appraisal
Errors/Problems
2.5 Determinants of Job Performance
References
CHAPTER
THREE
Research
Methodology
3.1 Introduction
3.2 Research Design
3.3 Population
3.4 Sampling and sampling technique
3.5 Data Collection Instruments
3.6 Validity of the Instrument
3.7 Reliability of the Instrument
3.8 Hypothesis Testing
3.9 Decision Rule
References
CHAPTER FOUR
Data
Interpretation, Analysis and Discussion of Findings
4.1 Introduction
4.2 Presentation and Analysis of Data
4.3 Chi Square Test
CHAPTER FIVE
Summary,
Conclusion and Recommendations
5.0 Introduction
5.1 Summary
5.2 Conclusions
5.3 Recommendations
BIBLIOGRAPHY
Appendix 1:
Questionnaire
CHAPTER ONE
INTRODUCTION
1.0 Background of the Study
Production,
in economics, is the act supplying a desired output. The act may or may not
include factors of production other than labour. Any effort directed toward the
realization of a desired product or service is a “productive” effort and the
performance of such act is production; Saari, S. (2006).
According to
Berglass, Anthony (2008), productivity is a measure of output from a production
process, per unit of input. For example, labour productivity may be conceived
of as a metric of the technical or engineering efficiency of production. As
such, the emphasis is on quantitative metrics of input, and sometime output.
Sumanth, D. (1979) maintains that productivity is distinct from metrics of
allocative efficiency, which take into account the monetary value (price) of
what is produced and the cost of inputs used, ad also distinct from metrics of
profitability, which address the difference between the revenues obtained from
output and the expense associated with consumption of inputs.
A
performance appraisal, otherwise called employee appraisal, performance review,
or (career) development discussion is a method by which the job performance of
an employee is evaluated (generally in terms of quality, quantity, cost, and
time) typical by the corresponding manager or supervisor; Kendirick, J.W.
(1984). According to Ayaz Khan (2001), performance appraisal is the periodic
evaluation of an employee’s performance measured against the job’s stated or
presumed ‘ requirements.
Martey,
(2002) sees performance appraisal as analysis of an employee’s recent successes
and failures, personal strengths and weaknesses, and suitability for promotion
or further training. It is also the judgment of an employee’s performance in a
job based on consideration other than productivity alone. A performance
appraisal is a part of guiding and managing career development. It is the process of obtaining, analyzing,
and recording information about the relative worth of an employee to the
organization. The term “performance appraisal” applies to judgment on
individual job performance. Individual job performance on the other hand is a
multidimensional idea consisting of many facts; which range from an employee’s output
(job result) to employee mode of accomplishing his or her task (job behavior),
and the employee’ attitude towards his or her job (personal traits).
A common
approach to assessing performance is use numerical or scalar rating system
whereby managers are asked to score an individual against a number of
objective/attributes. In some companies,
employees
1.2 Statement of the Problem
While the
concept of performance appraisal is not new, the study of employee perception
of the concept is still going on. Wallace & Szilagyi (1982). Mullins (1996) defines perception as “the
mental function of giving significance to stimuli. People see things in
different ways bringing about different reactions to the same issue. The way
employees perceive performance appraisal affects the importance that is
attached to it. Freeman, J. (2002) asserted that many managers see the
performance appraisal process as an administrative rite that consumes a lot of
time, while producing little more than frustration, confrontation, and piles of
paperwork.
This
reaction is totally understandable if the company is relying on a performance
appraisal system that has fallen woefully out of date. Grifell- Tatje, E and
Marques – Gou, P. (2008) posited that the performance appraisal process can
play a remarkably powerful role in building employees, as well as their
performance and productivity – when it’s done right.
1.3 Significance of the Study
The
Significance of the study is mostly two-prong and they are as follows:
1. The study
will help change the perception of employees from seeing performance appraisal
as management confrontation activity targeted as generating frustration among
employees.
2. The study
will also help managers to see performance appraisal as a tool to be applied
for the attainment of organizational goal instead of managers see the
performance appraisal process as’ an administrative rite that consumes a lot of
time just adding to the workload, producing little or not results but more
piles of paperwork.
1.4 Research Questions
The
questions that will be asked In the course of this research are the following:
1. Is performance appraisal seen by staff as a
management tool used in favouring a few people on the job?
2. Is
performance appraisal seen by staff as a management tool for improving
performance?
3. Is there
significant relationship between training and productivity?
4. Are employee departments better equipped t
organize productivity-oriented performance appraisals than the personnel
department?
5. Do employee departments lack the necessary
administrative skills for conducting productivity oriented performance
appraisal on their star?
6. Is there
significant relationship between performance appraisal and productivity.
7. Does
appraisal of performance provide opportunity for training?
1.5 Research Hypothesis
The
hypothesis that will be tested this study are the following:
Hypothesis 1
Null
Hypothesis, H0: There is no significant
relationship between training and productivity.
Alternative
Hypothesis, H1: There is significance
relationship between training and productivity.
Hypothesis 2
Null
Hypothesis, H0: Employee departments are better equipped to organize
productivity-oriented performance appraisals than personnel department.
Alternative
Hypotheses, Hi: Employee departments are no better equipped to organize
productivity-oriented performance appraisals than personnel department.
Hypothesis 3
Null
Hypothesis, H0: Employee departments lack the necessary administrative skills
for conducting productivity-oriented performance appraisal on department staff.
Alternative
Hypothesis, H1: Employee departments have the necessary administrative skills
for conducting productivity-oriented performance appraisal on department staff.
Hypothesis 4
Null
Hypothesis, H0: There is no significant relationship between performance
appraisal and productivity.
Alternative
Hypothesis, H1: There is significant relationship between performance appraisal
and productivity.
Hypothesis 5
Null
Hypothesis, H0: The appraisal of performance’ provides opportunity for
training.
Alternative
Hypothesis, H1: The appraisal of performance does not provide opportunity for
training.
1.6 Method of Data Collection
1.6.1
Research Method
The study
followed a quantitative research model using an explorative and descriptive
design. The survey method of this study used a non-experimental approach where
a group of people are investigated in order to gain insight into the subject of
study. The exploratory design allows the use of questionnaire distributed. This
will anonymity and solicit more honest responses.
1.6.1
Population and sample Selection
The
population for the study comprises all staff of FirstBite Nigeria Limited in
Ikeja part Lagos.
1.6.2.2
Sample
The sample
was a random selection staff of FirstBite Nigeria Limited and their Tantalizer
outlets in Ikeja part of Lagos. The other parts of Lagos were excluded because
of practical reasons mainly pertaining to cost constraints for hiring data
collectors to reach the other parts.
1.6.3 Data
Collection Instrument
A structured
self-administered questionnaire was designed for collecting and recording data.
The questionnaire consisted of close-ended multiple choice questions as well as
five point likert-type questions for data collection. Response to each item in the questionnaire
was indicated by ticking one of the options either in the multi-choice or in
the likert-type questions. The five categories in the likert-type questions
ranged from strongly disagree, disagree, uncertain, agree to strongly agree.
The categories will be coded as 1, 2, 3, 4, and 5 respectively. The questionnaire
was administered by the investigator and also retrieved by the investigator.
100 questionnaire were be administered.
1.6.4
Validation of the Instrument
Content
Validity of the instrument was ensured by including all the key concepts
relevant to the investigation. The questions were formulated according to
components of objectives of the study.
1.6.5
Reliability of the Instrument
In ensuring
reliability, the questionnaire were structured in a manner that will attract
the same responses if administered by another researcher. The questions were
formulated to also ensure simplicity, conciseness and to attract lucid
responses.
1.7 Method of Data Analysis
The data
collected from the survey were analyzed through descriptive statistics of
frequency and percentage. Chi-square (X2) was applied to test the hypotheses.
The descriptive statistics n the various categories (sections) enable the
investigator to stipulate the exact number in the various categories.
1.8 Scope and Limitation of the Study
Owing to the
vast size of the banking sector and the boundless nature of the subject of
performance appraisal and productivity as a management science, this research
would not be exhaustive. The scope of the study would be limited to personnel
of First Bite Nigeria Ltd – Tantalizer outlets in Ikeja, Lagos.
Current
Research is Limited by the fact that, for competition purposes, it is rather
unlikely for companies to provide data on their internal operations. Other
limitations include time, logistics and financial constraints.
Caution will
be taken during the design of the questionnaire to ensure that the
questionnaire items are clear unambiguous and elicit the intended data. According to Polit and Hunger (1989); Babbie
(2005), virtually all research studies contain some flaws.
1.9 Brief History of First Bite Nigeria Ltd
First Bite
Limited are the owners of Tantalizer eatery outlets – a leading fast food
company established in May 1997 with a promise to deliver full value for money
to an increasingly discerning target audience. As one of the foremost fast food
companies in Nigeria, Tantalizers has over the years set and maintained high
quality and excellent service standards in its line of business.
Tantalizers’
journey started on 1st May, 1997 with the opening of its first outlet in Festac
town of 21 Road. Tantalizers currently has 39 outlets spread across Lagos,
Abuja, Ibadan, Port Harcourt and Abeokuta and Staff strength of about 1, 800
with a high level of customers, employees and all other stake holders”.
The mission
statement is “to provide high quality meals at affordable prices in a cheerful
environment, while motivating employee to render quality service that will
delight customers”
From this
imperative, this study will assess the impact of training and development on
employee’s productivity taking a case study of first Bite Limited.
HOW TO GET THE FULL PROJECT
WORK
PLEASE, print the following
instructions and information if you will like to order/buy our complete written
material(s).
HOW TO RECEIVE PROJECT
MATERIAL(S)
After paying the appropriate
amount (#5,000) into our bank Account below, send the following information to
08068231953 or 08168759420
(1)
Your project topics
(2)
Email Address
(3)
Payment Name
(4)
Teller Number
We
will send your material(s) after we receive bank alert
BANK ACCOUNTS
Account
Name: AMUTAH DANIEL CHUKWUDI
Account
Number: 0046579864
Bank:
GTBank.
OR
Account
Name: AMUTAH DANIEL CHUKWUDI
Account
Number: 2023350498
Bank:
UBA.
FOR MORE INFORMATION, CALL:
08068231953 or 08168759420
AFFILIATE
Comments
Post a Comment