Department of Business and Management Studies

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Browsing Department of Business and Management Studies by Subject "Appraisal"

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    An Analysis of Employee Performance Appraisal and Morale in Total Uganda Limited.
    (Uganda Martyrs University, 2006) Kwesiga, Alex
    KWESIGA ALEX (2006-03-MBA-PT-023) An Analysis of Employee Performance Appraisal and Morale in Total Uganda Limited The study was conducted to analyse the performance appraisal and employee morale in Total Uganda Limited from 2004-2008. The purpose of the study was to determine the relationship between performance appraisal and employee morale in Total Uganda Limited. The study sought to identify the performance appraisal technique/s used, to establish the morale needs of employees, to determine the relationship between performance appraisal and employee morale and ascertain other factors affecting employee morale in Total Uganda Limited. The study took place at the head offices of Total Uganda Limited. A longitudinal study design was used, a questionnaire was set and sent to the respondents and face to face interviews were also done with some respondents. Stratified probability random sampling technique was used and then purposive and simple random sampling techniques were used to select respondents from each stratum. Both primary and secondary data were collected, verified, edited, checked, coded and analysed both quantitatively using the Statistical Package for the Social Sciences (SPSS) and qualitatively using narrations, opinions and attitudes. Frequency distributions were then run, cross tabulation done and graphs and pie charts drawn. The findings have revealed that Total Uganda Limited uses two types of performance appraisals namely Management by Objectives (MBO) and Graphic rating scales. It was also revealed that there are various types of employee morale lacking in Total Uganda Limited. It was also found out that there is a negative relationship between performance appraisal and employee morale and that there are other factors affecting employee morale in Total Uganda It is recommended that management of Total Uganda should assess the kind of morale needs required of its staff and find ways of fulfilling them in order to make staff become more motivated. It is also important that management of Total Uganda always fulfils what is discussed with staff during performance appraisals. The conclusion of the study was that performance appraisal has created low morale in most employees, and that Total Uganda Limited does not meet most of the morale needs of her employees. There is a negative relationship between performance appraisal and employee morale and there are various other factors affecting employee morale in Total Uganda like leadership style and educational levels of employees. Key words: Employee, Appraisal, Performance, Morale
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    The Effect of Performance Appraisal in Business Organisations: A Case Study of Sheraton Kampala Hotel.
    (Uganda Martyrs University, 2011) Nakayita, Federesi, Sanyu
    NAKAYITA FEDERESI SANYU (2011-M102-20065) The Effect of Performance Appraisal in Business Organisations: A Case Study of Sheraton Kampala Hotel This study explores Performance Appraisal and examines its effect on Organisational performance given that it is a key aspect in Performance Management. The study was about the effectiveness of performance appraisal in Business Organisations in Uganda using Sheraton Kampala Hotel as the case study. The major objective of the study was to assess the effectiveness of Performance Appraisal on Organisational Performance, and the specific objectives were to examine the relationship between the performance appraisal process and Organisational performance, to establish how performance appraisal methods influence organisational performance and lastly; to establish how performance appraisal procedures affect organisational performance. The research design used was a case study that triangulated both qualitative and quantitative approaches. The sampling techniques used were simple, purposive, and random techniques; whereas data were collected through documentary review, interview guide, semi-structured questionnaires as well as internet abstracts. Data management and processing was done by editing and coding, use of the Statistical Package for the Social Sciences (SPSS) and employed both qualitative and quantitative data analysis techniques. The findings revealed that 73.3% of respondents with an overall average mean of 3.64 agreed to the relationship between performance appraisal process and organisational performance, whereas 66% of respondents with an overall average mean of 3.3 agreed that performance appraisal methods influenced organisational performance and lastly 59% of respondents with a mean of 3.15 agreed that performance appraisal procedures had a strong relationship with organisational performance. The recommendations from the study included improving the Manager-Employee relationship by regularly discussing job performance and assist employees to set own goals. Managers at Sheraton Kampala Hotel need to sensitise and effectively communicate the purpose of a performance appraisal to enable all employees understand the concept fully. Sheraton management needs to rethink the performance appraisal procedures to enable employees get satisfaction from their jobs; need of a paradigm change and be proud to work at the Hotel and lastly; need to be fair when rewarding good performing employees as there are so many disgruntled employees about the reward system. The study suggested two areas for further research which are: the managers‟ competence about performance appraisal, and employees‟ attitude towards the performance appraisal concept. Key words: Appraisal, Business, Organisation, Performance
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    Performance Appraisal and Employee Performance in the Ministry of Works and Transport
    (Uganda Martyrs University, 2008) Kyaterekera, Stephen
    KYATEREKERA STEPHEN (2008-M102-20040) Performance Appraisal and Employee Performance in the Ministry of Works and Transport The study looked at performance appraisal and employee performance in the Ministry of Works and Transport. It aimed at establishing the relationship between performance appraisal and performance of employees. The study reviewed the nature of appraisal, the purpose of appraisal, influence of the process and impact of the challenges in appraisal in relation to job performance. The study used both quantitative and qualitative research methods using a cross–sectional design. Empirical data were collected from the ministry employees selected by simple random sampling. Data were analysed using descriptive statistics with most of the frequency tables and figures drawn with the help of the Statistical Package for the Social Sciences (SPSS) version 11.0 programme. It was analysed along the research questions that guided the study. The key findings of the study show that; the nature of performance appraisal has an effect on employee job performance. The purpose of performance appraisal affects employee performance. The process of performance appraisal influences employee performance and the challenges in performance appraisal affect employee performance. It was concluded that, the nature of performance appraisal has an effect on employee job performance, performance appraisal affects employee performance, the process of performance appraisal influences employee performance and the challenges in performance appraisal affect employee performance. The study, therefore, recommends that there should be improved appraisal by making it regular, measure a variety of attributes, be carried out by different categories of people and employees should be involved in setting performance objectives. The purpose of appraisal should be made clear to the employees such that they know the consequences of their performance. The process of appraisal should be well outlined such that the appraisers know how they are supposed to evaluate and appraisals need to be handled with care such that disharmony is not created in the organisation as this is likely to lead to poor performance. Key words: Appraisal, Transport, Employee
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    Performance Appraisals and Staff Performance in Organisations: A Case Study of YMCA Kampala.
    (Uganda Martyrs University, 2008) Mpaulo, Paul, S.
    MPAULO .S. PAUL (2008-M102-20046) Performance Appraisals and Staff Performance in Organisations: A Case Study of YMCA Kampala The continued administration of staff appraisals on employees as a tool of increasing employee performance, without a proper analysis of whether or not the performance appraisal process still yields to this expectation, had created a complex situation for many people. In this regard, the researcher sought to establish if this process enhances staff performance, by studying salient aspects of the performance appraisal process. These included: setting performance standards and staff performance, communication of work expectations and staff performance, performance assessment and staff performance and the appraisal feedback in relation to staff performance. The researcher assessed and evaluated if, and how each of these elements bore effects, resulting into improved level of work performance. The researcher used cross sectional research designs and research tools such as observation, questionnaires and interviews and with efforts to mitigate the weaknesses of each so as to elicit accurate data. The researcher endeavoured to control the moderating variables, which can also enhance staff performance. The data were ultimately analysed quantitatively and qualitatively because concrete predictions in this research were not law-based. The findings were later collected, discussed, analysed and interpreted in different form of descriptions using the manual and electronic means. The general findings greatly inclined to the view that staff appraisals reinforce staff performance whether, positively through aroused interests and aspirations or, negatively due to the fear for loss of jobs and forms compensation. Besides, the efficiency of the managers or raters also determines the degree of performance appraisal success. This study also portrays the important elements that guarantee the effectiveness of a performance appraisal as a tool for reinforcing staff performance in an organisation. Key words: Appraisal, Staff, Organisation, Performance
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    Staff Appraisal Process and Productivity in Non-Governmental Organisations: A Case Study of the United Nations Development Programme, Uganda.
    (Uganda Martyrs University, 2008) Olucha, David
    OLUCHA DAVID (2008-M102-20068) Staff Appraisal Process and Productivity in Non-Governmental Organisations: A Case Study of the United Nations Development Programme, Uganda This dissertation reports the findings of a study that investigated the relationship between staff performance appraisal and productivity in Non-Governmental Organisations (NGOs) using a case study of UNDP-Uganda. Specific focus was on the relationship between, on one hand, staff understanding of the appraisal process; their involvement in the appraisal processes; and their attitude towards the appraisal process; and their work productivity on the other hand. Productivity was looked at in terms of the staffs‟ meeting of performance targets, set deadlines and their innovativeness. The study was guided by the hypotheses that: there was a significant relationship between staff conversance with the performance appraisal process and productivity; their involvement in the setting of performance standards and productivity; and their attitude towards the appraisal system and productivity in UNDP Uganda. Using semi-structured questionnaires, data were collected from a cross-section of the staff of the organisation that were selected to represent the rest of the staff using stratified random sampling. The level of agreement was elicited and indicated on a continuum that stretched between “1” for “Strongly Disagree”, “2” for “Disagree”, “3” for “Neither Agree nor Disagree”, “4” for “Agree” and “5” for 136 “Strongly Agree”. The data they provided were analysed using descriptive statistics and Pearson‟s Product Moment Correlation tests. A mean score of between 3.5 and 2.0 (which lay within the region of neither agree nor disagree and disagree) was recorded for staff‟s conversance with, involvement in and attitude towards the appraisal process. Productivity, on the other hand, produced an average score >4 (which lay within the region of “agree” on the continuum). The Product correlation coefficient test for relationship was established at 0.15 for conversance with, 0.1 for involvement in and 0.1 for attitude towards appraisal process. Key words: Appraisal, Non-governmental, Staff