Thesis Abstract

<p> <b></b></p><p><b><b>INTRODUCTION</b></b></p><p><b><b></b></b></p><b><b><p><b>1.1 BACKGROUND OF THE STUDY</b></p><p><b></b></p><b><p>Performance appraisal is one of the basic tools that make<br>workers to be very effective and active at work. A critical look out on this<br>may bring about the need for motivation, allowances, development, training and<br>good human relationship in an organization.</p><p>Performance appraisal is defined as “a structural formal<br>interview between subordinate and supervisor, that usually takes the form of<br>periodic interview (annually or semi-annually), in which the work performance<br>of the subordinate is examined and discussed, with the view of identifying the<br>weaknesses as strengths as well as opportunities for improvement and<br>development” Decenzo and Robbins, (1995 358).</p><p>The essence of performance for most organizations is<br>delivering products and services that meet or exceed customer expectations,<br>thereby creating a competitive advantage so that customers are retained and market<br>share is increased (Sasson, Alvero &amp; Austin, 2006). Another view is that a<br>performing business is one that maximizes shareholder value, thus maximizing<br>the difference between input costs and revenue (Copeland, 1994). This is often<br>a controversial statement since organizations in Europe and Japan expect a<br>balance between all the stakeholders (Copeland, 199497), and is supported by<br>the view of Neely, Adams and Kennerley (2002) as part of their Performance<br>Prism which includes all the stakeholders and not only the shareholders.</p><p>Two more general definitions of “performance” are<br>that performance is a “…particular action, deed or proceeding / the<br>execution or accomplishment of work, acts, feats, etc.” or “the<br>manner in which or the efficiency with which something reacts or fulfils its<br>intended purpose” (Dictionary.com, 2010). These definitions show that it<br>is about performing work in an efficient way. This compares with the very<br>simple but clear definition provided by Dunnette and Fleishman (2000) that<br>performance is “…the results or outcomes of work”, thereby opposing<br>it to behaviour. They state that “… performance is the end result and<br>behaviour is the means to that end” therefore performance is an<br>accomplishment or output. Two fundamental dimensions of performance is<br>efficiency (or resource utilization) and effectiveness (the meeting of<br>requirements) (Neely et al., 2002). In these two dimensions lies the essence of<br>productivity, namely that productivity is normally calculated as output divided<br>by input (Productivity = Output/Input) (Latham &amp; Wexley, 1994), such as<br>number of products delivered in relation to resources used.</p><p><b>1.2 STATEMENT OF THE<br>PROBLEM</b></p><p><b></b></p><b><p>Low productivity is usually the negative effect of lack of<br>performance appraisal, absence of performance appraisal brings about staff low<br>job performance.</p><p>&nbsp;Labour union always<br>get into the matters of employees well being at work and also in their personal<br>lives so that they can give their full at work. But some time it has a negative<br>impact on performance appraisal and the management to give promotion or rise in<br>the salary on the bases of seniority.</p><p>&nbsp;</p><p>The basic aim of every business organization is to achieve<br>its objectives, goals or targets successfully. Goals set by organization will<br>only be in vain if much attention is not paid to employees’ effort or<br>performance for successful accomplishment. In other to achieve set goals and<br>objectives successfully, there is the need to focus on performance appraisal.<br>Performance Appraisal should be linked to attractive incentive to employees,<br>enabling workers to demonstrate higher productivity.</p><p>Most organizations in the competitive market fail since<br>their workers perform below standard for they are not encouraged to work<br>harder. Managers and employees are the life blood of every business<br>organization. If management does not invest much into the welfare of their<br>workers, problems are bound to rise leading to industrial strike actions, low<br>commitment to work, low morale and low productivity of goods and services.</p><p>Attractive appraisal systems are established by some<br>business organizations to help motivate their employees to strike hard to be<br>recognized and rewarded. Once employees are motivated, their performance<br>reflects on productivity. Employees strive hard by pooling together skills,<br>knowledge and efforts to achieve maximum output. Hence the essence of this<br>paper is to find out the part played by performance appraisal.</p><p><b>1.3 OBJECTIVES OF THE<br>STUDY</b></p><p><b></b></p><b><p>The aims of this study are;</p><p>To examine the relationship between performance appraisal<br>and employees’ productivity</p><p>To examine the ways in which performance appraisal has<br>impacted employees performance</p><p>To help managers review past performance and improve current<br>performance.</p><p>To provide employees with necessary information pertaining<br>to recognition of their work.</p><p>To know if performance appraise enhances productivity.</p><p><b>1.4 RESEARCH QUESTION</b></p><p><b></b></p><b><p>1. &nbsp; &nbsp; Does<br>performance appraisal have positive impact on employees’ performance?</p><p>2. &nbsp; &nbsp; How often are<br>employees appraised at the work place?</p><p>3. &nbsp; &nbsp; Is performance<br>appraisal an ongoing process in the company?</p><p>4. &nbsp; &nbsp; Is feedback<br>information received after performance appraisal?</p><p>5. &nbsp; &nbsp; Is performance<br>appraisal helpful in identifying strengths and weaknesses?</p><p><b>1.5 RESEARCH<br>HYPOTHESIS</b></p><p><b></b></p><b><p>Ho Effective performance appraisal does not influence<br>employee performance.</p><p>Hi Effective performance appraisal influences employee<br>performance.</p><p>Ho There is no significant relationship between performance<br>appraisal and job &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; outcomes.</p><p>Hi There is a significant relationship between performance<br>appraisal and job &nbsp; outcomes.</p><p><b>1.6 SIGNIFICANCE OF<br>THE STUDY</b></p><p><b></b></p><b><p>The findings of the study will not only be beneficial to the<br>personnel of the chosen organization for the study, which is First Bank Plc,<br>Benin City, but also to every individual. It will also;</p><p>Help managers in other organizations in setting goals and<br>targets for employees to achieve through proper supervisory control by line<br>managers.</p><p>Aid in identifying and improving the training and development<br>needs of workers.</p><p>Assist in motivating employees who contribute effectively to<br>the attainment of organizational goals and objectives.</p><p><b>1.7 SCOPE OF THE<br>STUDY</b></p><p><b></b></p><b><p>This research work is limited the impact of performance<br>appraisal on workers performance and in turn leading to organizational<br>performance and productivity, using First Bank Plc, Ikpoba Hill Branch, Benin<br>City. This therefore means that the study area in which data were obtained is<br>First Bank Plc, Benin City.</p><p><b>1.9 LIMITATION OF THE<br>STUDY</b></p><p><b></b></p><b><p>This project research would have been easier if not for<br>these limitating factors</p><p>1. &nbsp; &nbsp; Time factor<br>time was not on the researchers to consult various sectors of the economy to<br>review employees or given out questionnaire to various institutions on the<br>effect of government revenue policies.</p><p>2. &nbsp; &nbsp; Finance this<br>is another barrier that limited the researcher’s work.</p><p><b>1.10 DEFINITION OF<br>TERMS</b></p><p><b></b></p><b><p><b>Appraisal</b>&nbsp;A<br>formal assessment, typically in an interview, of the performance of an employee<br>over a particular period.</p><p><b>Human recourses</b><br>These are human beings used in the production process. They could still be<br>called employees or provide of labour.</p><p><b>Compensation</b> &nbsp; This is the reward or payment gain to the<br>provider of labour. A labourer disserves<br>his wages. Compensation could also be<br>retired to as remuneration.</p><p><b>Separation</b> This<br>is a process whereby an employee is returned to the wider society from where he<br>was taken from, probably as a result of old age, non-performance or misconduct</p><p><b>Job evaluation</b> &nbsp; This is the systematic method of appraising<br>the work of each job in relation to other jobs in the organization.</p><p><b>Effectiveness</b>&nbsp; &nbsp; &nbsp; Effectiveness is the capability of<br>producing a desired result. When something is deemed effective, it means it has<br>an intended or expected outcome, or produces a deep, vivid impression.</p><p><b>Efficiency</b> A level of performance that describes a<br>process that uses the lowest amount of inputs to create the greatest amount of<br>outputs. Efficiency relates to the use of all inputs in producing any given<br>output, including personal time and energy.</p><p><b>Exploitation </b>The<br>process of being able to use a company’s natural resources such as adverts,<br>covering of event, publicity of event for the attainment of profit<br>maximization.</p><p><b>Management</b> Is<br>the effectiveness and optimum used of human and material resources to achieve a<br>goal.</p><p><b>Responsibility</b><br>Is a person who is reliable and able to carryout various duties imposed on<br>him/her by the establishment.</p><p><b>Evaluation</b> &nbsp; &nbsp; &nbsp; &nbsp; Evaluation is a systematic<br>determination of a subject’s merit, worth and significance, using criteria<br>governed by a set of standards. It can assist an organization, program, project<br>or any other intervention or initiative to assess any aim, realizable<br>concept/proposal, or any alternative, to help in decision-making; or to<br>ascertain the degree of achievement or value in regard to the aim and objectives <br>and results of any such action that has been completed. </p><p><b>1.11 HISTORICAL<br>PROFILE OF FIRST BANK PLC</b></p><p><b></b></p><b><p>First Bank of Nigeria, sometimes referred to asFirst Bank,<br>is a Nigerian bank and financial services company. It is the country’s largest<br>bank by assets As of June 2013, the bank had assets totaling approximately<br>US$21.3 billion (NGN3.336 trillion). <br>The bank’s profit before tax, for the twelve months ending 31 December<br>2012 was approximately US$542.5 million (NGN86.2 billion). At that time, the<br>bank maintained a customer base in excess of 8.5 million individuals and<br>businesses. First Bank of Nigeria has solid short and long term ratings from<br>Fitch, the Global Credit Rating Company, partly due to its low exposure to<br>non-performing loans. The bank has strong compliance with financial laws and<br>maintains a strong rating from the Economic and Financial Crimes Commission of<br>Nigeria.</p></b></b></b></b></b></b></b></b></b></b></b></b> <br><p></p>

Thesis Overview