It is considered to be a critical aspect of organizational effectiveness. According to Armstrong (2000, as cited in Kagaari, Munene and Nayi 2010), performance management is a means of getting better results from the whole organization or teams or individuals within it, by understanding and managing performance within an agreed framework of planned goals, standards and competence
All organizations need competent personnel to enhance their productivity. Yousef (2000) observes that in organizations, the wrong things are appraised while correct techniques are utilized. Performance appraisal has direct influence on job satisfaction and worker motivation (Ahmad & Ali, 2004). As such, it is important for the organizational leadership to provide proper motivation to the workers. Research has shown that performance appraisal gives rise to a connection between additional pay and the worker’s competency, thus inspiring
This method enables supervisors to evaluate the results achieved by employees. Therefore, it is more quantitative in nature, objective and empowerment can be present. There are two techniques which areproductivity measures and management by objective. 8.0 Error in Performance Evaluation When evaluating employees’ performance, it is important to always compare actual performance to the performance standards. A performance evaluation must be fair and objective whichare based on the employee’s job-related behaviour but not on their personal traits or other factors that not related to the job.
These factors are achievement, recognition, challenging work, advancement and growth in the job.  Motivated personnel’s performance will be good and hence result in good ratings in performance appraisal. According to Lyman W. Porter and Edward E. Lawler there is a complex relationship between motivation, satisfaction and performance. According to them, performance is a function of three important factors, viz: 1. If an employee wants to perform, he must be motivated.
Objective of the Study • To identify the different leadership styles and their relationship with employee productivity • To determine the relationship between leadership styles and employee motivation • To ascertain the effects of leadership styles on employee morale • To determine the relationship between employee productivity and placement • To examine the significance of leadership styles on organization survival • The research in testing the effectiveness of a leadership is fueled by the objectives. A research without purpose is worthless and part of the aims is to introduce the best leadership approach. • 1. To explore the leadership styles that contributes to employee performance. • 2.
When dealing with the expectancy (Effort) of a company or seniority, employees have to know what the job expects of them to perform. The company will provide employees the proper training if necessary in order for one to perform it’s job or tasks. This relates to job fit and why it is important when hiring individuals who are more likely suited for the job based on his or her knowledge, experience, physical, mental abilities and personality. The company needs to know that the individual has the capability to perform the job well. Some ways companies improve its organizational instrumentality (Performance) is to motivate its employees for rewarding them with bonuses or incentives.
Activities that train workers serve as a support system of an organization so that the latter will have an effective performance appraisal. Through this, the performance of the workers is measured and that the same time, their efficacy improved. According to Duggan (2016), having an effective performance appraisal enables an organization to efficiently manage how decisions are made. Also, problems with regard performance are addressed, costly mistakes are reduced, and the strategic goals of the organization are achieved. In order to properly execute performance appraisals, it is important to base it on the goals of the organization (Lawer, Benson & McDermott, 2012).
Whether employees are happy and pleasing their needs at work environment. Many measures claim that employee satisfaction is a factor in employee motivation and goal. 2.2.2 Decision-making It is important to bring employees on a board in the decision-making process, but create realistic expectations in the process. 2.2.3 Work Environment and Flexibility Employees doing the right job for their personality and skill set, and performing well at the job greatly increases employees motivation and satisfaction. A safe and non-threatening work habitat are necessary to maintain a high level of work motivation.
Employees, as well as managers, often wonder why organizations engage in employee performance appraisals. Successful organizations understand the importance of incorporating performance appraisals into their performance management process and strategy. Other organizations simply conduct the activity to make sure that they have a piece of paper in the employee’s file. This paper is going to focus on how performance appraisal can contribute to employee’s performance. Some of the elements here include: Strategic advantages of the performance evaluation, potential forms of bias in the evaluation system and how performance evaluations can contribute to the achievement of strategic objectives.