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Project Topic:

THE EFFECT OF EMPLOYEE PERFORMANCE APPRAISAL AND MOTIVATION STRATEGY ON EMPLOYEES IN THE BANKING INDUSTRY (A CASE STUDY OF GTBANK)

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 Format: MS WORD ::   Chapters: 1-5 ::   Pages: 88 ::   Attributes: Questionnaire, Data Analysis,abstract, table of content, references ::   39 people found this useful

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CHAPTER ONE

1.0 INTRODUCTION

1.1 BACKGROUND OF STUDY

The use of employee performance appraisal and motivation strategies policy by most organization in Nigeria has increased overtime. With the advancement in the level of technology and evolution of new ideas in marketing, it is very important to note that performance appraisal and motivation strategies in contemporary business organizations cannot be overemphasized. Some view it as potentially "the most crucial aspect of organizational life” (Lawrie, 1990). Performance appraisal and motivation strategies have increasingly become an integral part of the human resource function of any profit - making organization. Performance appraisal and motivation strategies when practiced effectively, to a larger extent can contribute to growth of an organization.

According to Macmillan English Dictionary for Advanced Learners (2002), "growth is an increase in the success of a business or a country's economy or in the amount of money invested in them". Any profit-making organization will seek to achieve growth in terms of sales, profit or expansion through performance. Growth has been ingrained in Americans as "the path of success". Organizational growth cannot be a reality if the performance of its workers is not appraised for an improvement or reinforcement of performance. According to Donegan (2002), "success will to a larger extent depend on the organization's ability to evaluate progress and also hold accountable those charged with executing certain tasks". This is exactly what performance appraisal and motivation strategies seek to do. It aims at evaluating the performance of the worker against standard set thereby taking corrective actions if necessary. In many organizations performance appraisal and motivation strategies is used for the purpose of administering wages and salaries after feedback had been given to the worker. The appraisal also helps management to identify individual employee's strength and weakness. The latter will lead to training and other measures to correct inefficiencies.

        Performance appraisal and motivation strategies may be viewed as an overall measure of organizational effectiveness. Organizational objectives are met through the efforts of individual employees. Teaching employees how to do their jobs and evaluating their performances are strategic human resource function and for that matter should not be relegated to the background. "Maximizing performance is a priority for most organization today", Mathis et a1 (2004). It is then obvious that performance appraisal and motivation strategies as a management tool is cardinal to contributing to organizational success. If employee performance is improved, the organization raises it performance in terms of meeting it objectives. On the other hand, if employee performance is not improved it adversely affects performance hence organizational productivity. The study therefore in this regard wishes to examine employee performance appraisal and motivation strategies and organizational productivity using some selected commercial banks as the case study.

1.2 STATEMENT OF THE PROBLEM

Low productivity is usually the negative effect of lack of performance appraisal, absence of performance appraisal and motivation strategies brings about staff low job performance.

 Labour union always get into the matters of employees well being at work and also in their personal lives so that they can give their full at work. But some time it has a negative impact on performance appraisal and motivation strategies and the management to give promotion or rise in the salary on the bases of seniority.

The basic aim of every business organization is to achieve its objectives, goals or targets successfully. Goals set by organization will only be in vain if much attention is not paid to employees’ effort or performance for successful accomplishment. In other to achieve set goals and objectives successfully, there is the need to focus on performance appraisal. Performance appraisal and motivation strategies should be linked to attractive incentive to employees, enabling workers to demonstrate higher productivity.

Most organizations in the competitive market fail since their workers perform below standard for they are not encouraged to work harder. Managers and employees are the life blood of every business organization. If management does not invest much into the welfare of their workers, problems are bound to raise leading to industrial strike actions, low commitment to work, low morale and low productivity of goods and services.

Attractive appraisal systems are established by some business organizations to help motivate their employees to strike hard to be recognized and rewarded. Once employees are motivated, their performance reflects on productivity. Employees strive hard by pooling together skills, knowledge and efforts to achieve maximum output. Hence the essence of this paper is to find out the part played by performance appraisal and motivation strategies in the banking sector.

1.3 AIM AND OBJECTIVES OF STUDY

The main aim of the research work is to determine the effect of employees’ performance appraisal and motivation strategies on employees’ in the banking sector. Other specific objectives of the study are:

  1. to determine the relationship between employees performance appraisal and employees’ performance in GTbank plc
  2. to determine the various motivation strategies used in the banking sector
  3. to determine the extent to which employees’ performance appraisal has influence organizational performance
  4. to investigate on the factors affecting various motivational strategies in the banking sector
  5. to proffer solution to the above stated problems

1.4 RESEARCH QUESTIONS

The study came up with research questions so as to ascertain the above stated objectives of the study. The research questions for the study are:

  1. What is the relationship between employees’ performance appraisal and employees’ performance in GTbank plc?
  2. What is the various motivation strategies used in the banking sector?
  3. To what extent has employees’ performance appraisal influenced organizational performance?
  4. What are the factors affecting various motivational strategies in the banking sector?

1.5 STATEMENT OF RESEARCH HYPOTHESIS

Hypothesis 1

H0: there is no significant relationship between employees’ performance appraisal and employees’ performance in GTbank plc

H1: there is significant relationship between employees’ performance appraisal and employees’ performance in GTbank plc

Hypothesis 2

H0: the motivational strategies used in GTbank does not influence employees’ productivity

H1: the motivational strategies used in GTbank influences employees’ productivity

1.6 SIGNIFICANCE OF STUDY

The findings of the study will not only be beneficial to the members of staff of the GT bank but the entire banking sector in Nigeria. It will also; help managers in other organizations in setting goals and targets for employees to achieve through proper supervisory control by line managers. The study will aid in identifying and improving the training and development needs of workers and assist in motivating employees who contribute effectively to the attainment of organizational goals and objectives. The study will serve as a repository of information to other researchers that desire to carry out similar research on the above topic. Finally the study will contribute to the body of existing literature and knowledge in this field of study and provide a basis for further research

1.7 SCOPE OF STUDY

The study will focus on guarantee trust bank (GTB) to determine the effect of employees’ performance appraisal and motivation strategies on employees’ in the banking sector

1.8 LIMITATION OF STUDY

Financial constraint- Insufficient fund tends to impede the efficiency of the researcher in sourcing for the relevant materials, literature or information and in the process of data collection (internet, questionnaire and interview).

Time constraint- The researcher will simultaneously engage in this study with other academic work. This consequently will cut down on the time devoted for the research work

1.10 DEFINITION OF TERMS

Appraisal: A formal assessment, typically in an interview, of the performance of an employee over a particular period.

Human recourses: These are human beings used in the production process. They could still be called employees or provide of labour.

Compensation:    This is the reward or payment gain to the provider of labour.  A labourer disserves his wages.  Compensation could also be retired to as remuneration.

Separation: This is a process whereby an employee is returned to the wider society from where he was taken from, probably as a result of old age, non-performance or misconduct

Job evaluation:   This is the systematic method of appraising the work of each job in relation to other jobs in the organization.

Effectiveness:       Effectiveness is the capability of producing a desired result. When something is deemed effective, it means it has an intended or expected outcome, or produces a deep, vivid impression.

Efficiency:  A level of performance that describes a process that uses the lowest amount of inputs to create the greatest amount of outputs. Efficiency relates to the use of all inputs in producing any given output, including personal time and energy. 

Exploitation: The process of being able to use a company’s natural resources such as adverts, covering of event, publicity of event for the attainment of profit maximization.

Management: Is the effectiveness and optimum used of human and material resources to achieve a goal.

Responsibility: Is a person who is reliable and able to carry out various duties imposed on him/her by the establishment.

Evaluation:         Evaluation is a systematic determination of a subject's merit, worth and significance, using criteria governed by a set of standards. It can assist an organization, program, project or any other intervention or initiative to assess any aim, realizable concept/proposal, or any alternative, to help in decision-making; or to ascertain the degree of achievement or value in regard to the aim and  objectives  and results of any such action that has been completed.

 


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Paper Information

Format:ms word
Chapter:1-5
Pages:88
Attribute:Questionnaire, Data Analysis,abstract, table of content, references
Price:₦3,000
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