Effect of Performance Appraisal on Employees Performance in Government Secondary School. A Case Study of Lganmode Grammar School Ota
CHAPTER ONE
Objective of the study
The objectives of the study are;
- To determine the effect of goal setting practices on performance of secondary schools employee in lganmode Grammar School Ota.
- To establish the effect of performance feedback practices on performance of secondary schools employee in lganmode Grammar School Ota.
- To determine the effect of reward system practices on performance on performance of secondary schools employee in lganmode Grammar School Ota.
CHAPTER TWO
REVIEW OF RELATED LITERATURE
Theoretical Review
This section includes a review of theories that guided the study. The study was guided by three theories namely; Goalsetting theory, Expectancy theory and Hackman and Oldham job characteristic model. The theories are as described in the subsequent subsections
Goal-Setting Theory
Goal setting theory was brought forth by Edwin Locke in 1968 in order to explain human behaviour in specific work situations. This theory expresses that goal setting is basically connected to work fulfilment. It indicates that goals which are specific, challenging and accepted by workers alongside proper feedback will prompt to higher level of performance (Locke and Latham, 1979; Locke and Latham, 2006). This can be related to employee participation in coming up with performance appraisal because performance appraisal involves setting goals to be achieved by employees at the end of appraisal period. It also identify performance gap and help employee to improve their weak areas. According to this theory, goals make employees to discover new and better approaches to do work effectively.it also concur that obligation on goals is probably going to be high when goals are made open and they are not forced on people. According to this theory when goals are specific and workers are engaged in setting them performance increases. As indicated by Locke and Latham (2002, 2006) there are five goal setting rules that can enhance our chances of accomplishment. These are: Clarity, challenge, commitment, feedback and task complexity. Newstrom (2011) ascertained that setting of goals motivates in light of the fact that there is a shortfall to be met between the present and future performance. This creates tension and workers diminish it by achieving the goals. This thus raises employees drive, gives competence in work and raises self-esteem which additionally energizes the need for self-improvement. Goal setting theory is critical in enlightening this study since it supports the use of performance appraisal as a strategy to raise performance of workers. The goals identifies and provide guidance to a worker about what should be done and how much efforts are required to be put in. Empirical literature review will then follow and conceptual framework will be formulated.
CHAPTER THREE
RESEARCH METHODOLOGY
INTRODUCTION
In this chapter, we described the research procedure for this study. A research methodology is a research process adopted or employed to systematically and scientifically present the results of a study to the research audience viz. a vis, the study beneficiaries.
RESEARCH DESIGN
Research designs are perceived to be an overall strategy adopted by the researcher whereby different components of the study are integrated in a logical manner to effectively address a research problem. In this study, the researcher employed the survey research design. This is due to the nature of the study whereby the opinion and views of people are sampled. According to Singleton & Straits, (2009), Survey research can use quantitative research strategies (e.g., using questionnaires with numerically rated items), qualitative research strategies (e.g., using open-ended questions), or both strategies (i.e., mixed methods). As it is often used to describe and explore human behaviour, surveys are therefore frequently used in social and psychological research.
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
INTRODUCTION
This chapter presents the analysis of data derived through the questionnaire and key informant interview administered on the respondents in the study area. The analysis and interpretation were derived from the findings of the study. The data analysis depicts the simple frequency and percentage of the respondents as well as interpretation of the information gathered. A total of eighty (80) questionnaires were administered to respondents of which only seventy-seven (77) were returned and validated. This was due to irregular, incomplete and inappropriate responses to some questionnaire. For this study a total of 77 was validated for the analysis.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
It is important to ascertain that the objective of this study was to ascertain effect of performance Appraisal on Employees performance in Government Secondary school. A case study of lganmode Grammar School Ota. In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations made which in the opinion of the researcher will be of benefits in addressing the challenges of ffect of performance Appraisal on Employees performance in Government Secondary school.
Summary
This study was on Effect of performance Appraisal on Employees performance in Government Secondary school. A case study of lganmode Grammar School Ota. Three objectives were raised which included: To determine the effect of goal setting practices on performance of secondary schools employee in lganmode Grammar School Ota, to establish the effect of performance feedback practices on performance of secondary schools employee in lganmode Grammar School Ota and to determine the effect of reward system practices on performance on performance of secondary schools employee in lganmode Grammar School Ota. A total of 77 responses were received and validated from the enrolled participants where all respondents were drawn from lganmode Grammar School Ota. Hypothesis was tested using Chi-Square statistical tool (SPSS).
Conclusion
The study concluded that goal setting practices as a performance appraisal system played a significant role in enhancing performance of secondary school teachers in lganmode Grammar School Ota. The study also concluded that there existed a significant positive relationship between goalsetting practices and performance of secondary school teachers in lganmode Grammar School Ota. The study concluded that performance feedback practices as a performance appraisal system was integral in efforts to improve performance of secondary school teachers in lganmode Grammar School Ota. The study also concluded that there existed a significant positive relationship between performance feedback practices and performance of secondary school teachers in lganmode Grammar School Ota. The study concluded that reward system practices as a performance appraisal played a crucial role in enhancing performance of secondary school teachers in lganmode Grammar School Ota. The study also concluded that there existed a significant positive relationship between reward system practices and performance of secondary school teachers in lganmode Grammar School Ota.
Recommendation
Given that goalsetting practices positively relates to teachers performance, the study recommends that’s teachers service commission should enhance goalsetting practices and link attainment of goals with rewards to continue improving the performance of teachers in secondary schools. Teachers should be involved in setting of goals to establish a transparent and objective criterial for appraisal to enable them know the basis upon which they are being evaluated. Since performance feedback practices posivetly affect performance of teachers, the study recommends that supervisor should provide regular and timely feedback to teachers. The supervisors should ensure that performance feedback is free from errors based on personal bias like stereotyping to have positive effect on teachers performance. Effective feedback should reflect the true contribution of individual teacher’s performance.
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