Impact Of Staff Performance Appraisal on Management Staff at Kakira Sugar Works (1985) Limited

ABSTRACT The purpose of the study was to examine and evaluate performance appraisal when linked to performance of management staff of kakira sugar works and eventually generalize the results to employees in kakira sugar works. A conceptual framework relating to independent variables, staffs’ personal goals, frequency of performance appraisal, feedback and organizational productivity dependent variable organizational performance was developed together with moderating variables leadership styles, working conditions, motivation, commitment and training. A cross sectional survey design was used to collect data. Study used stratified random sampling method through interview schedule, interview guide, self-administered questionnaire with management staff. These were used to obtain information about the opinions, expectations and attitudes of the respondents that enabled the researcher to capture the objectives of the study. A representative sample of 240 respondents was selected from a total population of 600 management staff with a response rate of 182 respondents 75.8%. The data was analyzed by using content analysis centered on themes, items, concepts, various statements and observation of patterns related to the variables in the study. Data was presented by frequency counts and tables and interpretation of the results in reference to the literature review was done in chapter four. xi Summary of the findings, conclusions and recommendations have been critically made in chapter five basing on the available literature on performance management and objectives of the study. The study findings confirmed that in order to improve the productivity of the management staff, it is pertinent that management should re-design the staff performance review forms that should be participatory and recommendations given for promotion, further training should be communicated in the feedback and improve on leadership styles and working conditions.

TABLE OF CONTENTS

Declaration

Approval ii

Dedication iii

Acknowledgement iv

Table of Contents v

List of Tables viii

List of Graphs ix

List of pie Charts ix

List of figures x

Abstract xi

CHAPTER ONE

Introduction I

1.0 Back ground I

1.1 Statement of the problem 2

1.2 Purpose of the study 3

1.3 Objectives of the study 3

1.4 Research Questions 4

1.5 Scope of the Study 4

1.5.1 Geographical Scope 4

1.5.2 Conceptual frame Work 5

1.5.3 Content Scope 6

1.5.4 Time Scope 7

1.6 Significance of the Study 7

1.7 Limitations of the study. 8

CHAPTER TWO 10

LITERATURE REVIEW 10

2.0 Introduction 10

2.1 An overview of staff performance appraisal 10

2.2 Historical Evolution of Performance appraisal 11

2.3 Performance Appraisal Concepts 12

2.4 Justification for performance appraisal 20

2.5 The process of performance appraisal 21

2.5.1 360 Degree Feed back 22

2.5.2 Goal setting or Management by objectives 25

2.5.3 Production standard methods 27

2.5.4 Essay appraisal method 27

2.5.5 Graphic ration scale method 28

2.6 Performance appraisal versus performance Management 28

2.7 Importance of performance appraisal 29

2.8 Components of appraisal schemes 32

2.9 Assumptions on staff performance schemes 46

2.10 Summary of Literature review 48

CHAPTER THREE 49

METHODOLOGy 49

3.0 Introduction 49

3.1 Research design 49

3.2 Target population and sample size 50

3.3 Sample method! technique 51

3.4 Data collection instruments and Procedure 51

3.5 Reliability and Validity of the instruments 53

3.6 Sources ofdata 54

3.7 Data processing and analysis 56

CHAPTER FOUR 57

DATA PRESENTATION, ANALYSIS AND 57

INTERPRETATION

4.0 Introduction 57

4.1 Data analysis 57

4.2 Background information of the respondents 58

4.3 Leadership styles 59

4.4 Dissatisfaction from feedback 60

4.5 Frequency of performance appraisal 61

4.6 Design of staff performance appraisal scheme and staff 62

personal goals

4.7 Career development 65

4.8 Confirmation in appointment 66

4.9 Promotion for lower and middle management 68

4.10 Training for lower and middle management 69

4.11 Good performance and productivity 70

CHAPTER FIVE 73

DISCUSSION, CONCLUSION AND 73

RECOMMENDATIONNS 73

5.0 Introduction 73

5.1 Summary of the findings

5.2 Conclusion 74

5.3 Recommendation 76

5.4 Area of further study 79

REFERENCES

LIST OF TABLES, PIE CHARTS AND FIGURES

TABLES

Table 3.1 sample size 51

Table 4.1 Age distributions of respondents. 58

Table 4.2 Lengths of services for staff. 59

Table 4.3 Leadership styles. 60

Table 4.4 Respondents’ distribution from feedback. 60

Table 4.5 Frequency of performance appraisal. 61

Table 4.6 Responses to the scheme in meeting expectations

and personal goals of management staff. 62

Table 4.7 Responses of management staff on career

development.

Table 4.8 Time taken to effect confirmation in appointment

for supervisors and middle managers.

Table 4.9 promotion for lower and middle management

Table 4.10. How training has been carried out supervisors

and middle managers among

69

Table 4.11 Observed factors that promote good 71

performance and productivity.

PIE CHARTS

Pie chart 4.1 The success in addressing expectations and

personal goal.

FIGURES

Figure 1.1 The relationship between the study Variables

Figure 2.1 Linear method process of performance appraisal 22

Figure 2.2 360 Degree feedback model. 23

Figure 2.3 Stake holders 360 degree appraisal 24

Figure 2.4 Appraisal process of six steps 26

Figure 2.5 A model of motivation

Figure 2.6 Motivation situation/process 42

Figure 4.1 Observed factors for effective and efficient 70

performance appraisal

Figure 4.2 Observed factors that promote good performance 72

and productivity

LIST OF APPENDICES

Appendix Introduction letters from KIU and Kakira Sugar

Works (1985) Limited

Appendix ii Vision, Mission and Strategies of Kakira sugar

Works (1985) Limited

Appendix iii Research Instrument NO. 1

Appendix iv Research Instrument NO. 2

Appendix v Research Instrument NO. 3

Appendix vi Research Instrument NO. 4

Appendix vii Performance review form for staff