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AN EVALUATION OF
MANAGERIAL SUPERVISORY PERFORMANCE APPRAISAL SYSTEM IN NIGERIA
ABSTRACT
The purpose of this research work is to have a detail
evaluation of managerial supervisory performance appraisal system in Nigeria.
The Nigeria
telecommunication Nitel Enugu was used as the case study. The strength of the
Nitel staff is about 114 workers with sample of 89 workers, the total of 89
questionnaire were printed and 86 were collected and analyzed in table.
The source of
this research work is from both secondary and primary sources.
It was found
out that performance appraisal system can be improved by preventing all form of
bias, nepotism and favoritism and on the other and encourage justice, fair play
and equity.
Thus it was
recommended that modern equipment’s and tools should be provided for the staff
to carry out their duties effectively.
CHAPTER ONE
INTRODUCTION
1.1
BACKGROUND OF THE STUDY
Appraisal is synonymous with evaluation. An evaluation of
managerial supervisory performance appraisal system in Nigeria which is the
topic for this study has to do with the assessment of the performance of those
entrusted with the supervision or management of the organization. In other
words it has to do with the evaluation of how effectively and efficiently they
have been able to carry out their function of planning, co – ordination,
directing and controlling decision making in the organization to fulfill the
objectives for which the organization was set up to achieve. These objectives
are to serve as a medium of communication, enriching the life of the Nigeria by
influencing his social cultural, political and technological thinking. More so
as educate and inform all these at a profit to the organization.
Objectives
appraisal is good for any organization because it help one to know where he or
she is as contracted to where he or she wants or ought to be Vis Avis the
achievement of his / her goals and the difference. This enables him or her to
plan effectively and more efficiently too.
In the worker
place, the management (I.e. the operational) engages in the appraisal of
subordinates from time to time. They evaluate the contribution capabilities and
short coming of the subordinate with a view to knowing their performance. The
result obtained can lead to promotions, recommendation for promotion, or even
dismissal. There is no other way to do this if not through his output,
displayed positive and negative attributes. It is no gain saying that
performance appraisal is invaluable planning, coordinating, policy formation,
decision making and control.
The employees
on the other hand engage in some form of informal appraisal of self, co –
workers, supervisors and managers. So they are not totally ignorant of rating
of these people. Since “formal” performance appraisal is used for most
appointment, pay raises, promotion, down grading and dismissal. And employees
of human resources being the most important assets of the organization.
Managers and supervisors most exercise utmost care in doing this. This is
poorly evaluated; it will surely affect his morale and attitude to work. This
will result in lower productivity.
Again if a
bad worker is rated higher than the good ones, the moral of the good workers
would be damped as this would be a clear testimony or indication that their
hard worker and contributions were not taken into cognizance in the appraisal
process.
Appraisal in
public service is full of paradoxes and love hate intrigues. Staff performance
appraisal not done with objectivity, honesty and fair play breeds’ resentment,
disillusionment and a host of other things that are inimical to the progress of
the organization.
Robert stolz
a management consultant believes and rightly too that with a right kind of
appraisal a real industrial need to fulfilled staff appraisal are carried out
in organization for administration, informative and motivational purpose.
Formalized
appraisal permit an orderly and rational way of determine promotion, salary
increase, transfers, training needs, potentials retrenchment, reassignment,
termination of appointment etc. it is against this background that the
researcher want to delve into the evaluation of managerial supervisory
performance appraisal system I Nigeria telecommunication Nitel Enugu.
1.2
STATEMENT OF THE PROBLEM
For any organization to achieve its goals and objectives,
quality of management is very necessary. Nepotism, favoritism, poor manpower
utilization pervades the ranks and file government parastatals thus cultivating
inefficiency. In Nigeria, there are many square pegs in round holes most times;
the tail is wagging the dog instead of the other way round. Leadership is
generally deficient because of their social connections, sycophancy or blood
relationship. Despite the abundance of qualified and competent manpower,
mediocrity is the order of the day. Consequently we observe escalating
frustration, low debilitating internal policies and low productivity
everywhere. This accounts for why many civil servant idle away time at offices
if and when they come to work as a place to collect monthly salaries and
allowances without working for them conscientiously.
Government desirous for the statuesque to stop commercialized
and privatized most of its parastatals and agencies.
The study seeks to know whether the management and the
supervisory staff are living up to their obligations.
1.3 PURPOSE
OF THE STUDY
The purpose of this study is to
ØEvaluate the managerial supervisory performance appraisal
system in Nitel Enugu.
ØFind out whether the present system of appraisal has any
relation with overall performance practices, decisions, viability, productivity
and development as well as achievement of corporate goal.
ØAscertain the problem militating against management and
supervisors in the task
ØTo identify whether the management is utilizing MBO
efficiently and effectively.
ØTo determine the effects of ineffective formal appraisal to
the activities of Niter Enugu.
1.4
SIGNIFICANCE OF THE STUDY
This research has varying degrees of significance to various
categories of users such as researcher, management and those who may wish to
make reference to it from time to time.
Again it is a prerequisite to the award of higher national
diploma (HND) in this institution
Staff and management performance appraisal is very important
to any organization that wants to remain a going concern.
It will also make the managers and supervisors to be alive to
their duties of supervising and appraising.
The employees stand to gain immensely through better
corporate performance.
1.5 RESEARCH
QUESTION
ØWhat are the techniques and methods used to evaluate staff
at Nitel Enugu?
ØHave targets and goal against which performance were set and
measure been clearly understood by the staff?
ØAre staff promoted, rewarded, punished or dismissed based on
properly laid down criteria?
ØHow objectives and effective is management by objectives
appraisal system in this organization?
ØAre performance report submitted regularly?
ØWhat is the effect of inefficient interview held in Nitel?
1.6 RESEARCH
HYPOTHESIS
Hypothesis I
Ho: staff are not promoted, rewarded, punished or dismissed
based on properly laid down criteria.
Hi: staff are promoted, rewarded, punished or dismissed based
on properly laid down criteria.
Hypothesis ii
Ho: the staff performance are not appraised and evaluated
regularly
Hi: the staff performance is appraised and evaluated
regularly.
1.7 SCOPE OF
THE STUDY
Evaluating performance appraisal is important in all
organization in Nigeria. The scope of this study is to set out to study the
evaluation of managerial supervisory performance appraisal system in the entire
Nitel nation wide but it is limited to the Nitel Enugu district.
1.8
LIMITATION OF THE STUDY
Conducting a research of this nature cannot be done without
meeting some impediments. The study dealt with Nigeria telecommunication Enugu
district.
The problems
encountered were time. Finance created another problem being able to source
enough fund to run around and collect the necessary materials required for the
execution of this project.
1.9
DEFINITION OF TERM
Statuesque – social situation as it is now
Subterranean – underground
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