1.1  Background of the study

Performance appraisal is a hotly debated topic in the field of performance management. The importance of performance appraisal systems stems in part from the current business climate, which is defined by the need to achieve organizational goals while also remaining competitive in highly competitive markets through excellent employee performance (Chen and Eldridge, 2012). According to various studies, companies have little influence over their employees’ behavior in this setting (Attorney, 2007). Organizations, on the other hand, have control over how employees carry out their responsibilities. Furthermore, performance appraisal research shows that a large percentage of employees want to do a good job as part of their own goals and as a symbol of commitment to the company (Wright & Cheung, 2007). The ability to provide workers with It is said that providing them with an appropriate working environment is the key to ensuring that they perform effectively. Such an environment is characterized by fair treatment, support, effective communication, and cooperation. According to Maley, these are the characteristics of a successful performance appraisal system (2013). While focusing on performance appraisal as a motivating tool, research indicates that performance appraisal systems may be used to increase motivation (Chen & Eldridge, 2010; Appelbaum et al., 2011). However, because the relationship between performance evaluation and employee motivation has been studied in a conventional or broad manner, it is frequently ambiguous. Traditional performance evaluation has been chastised for rewarding losers rather than winners, in which the system encourages helpful and cooperative behavior (Rowland & Hall, 2012). The (1)-6-3-3-4 formula governs Nigeria’s educational system: one year of pre-primary education, six years of primary school, three years of junior secondary education, three years of senior secondary education, and a minimum of four years of higher education. Prior to Nigeria’s adoption in 1989, the concept had been successfully implemented in China, Germany, and Ghana. It was, however, never fully implemented in Nigeria. Despite the fact that successive administrations theoretically supported the policy’s goals, none were able to put them into action. Infrastructure deterioration, negligence, resource waste, and deplorable working conditions plague Nigeria’s educational system; teachers are underpaid. The aforementioned factors all boil down to a teacher’s ability to function effectively in the face of a difficult working environment. Brownyn(2001). The procedure¬† Teacher performance assessment is the process of arriving at a judgment on an individual teacher’s performance against the backdrop of his work environment and future possibilities for the school system. It is a comprehensive employee evaluation that typically lasts a year or more. Ajie, C. A. (2006). The primary focus of the appraisal is job evaluation and incentive for instructors who have performed well in the course of their responsibilities. These incentives could include money, promotion, or the presentation of an achievement award, among other things. However, it is unclear whether the Nigerian ministry of education has implemented an evaluation system to assess the effectiveness of teachers’ work and to reward those who have faithfully carried out their duties. Every detail about a

The work performance of the teacher is included in the performance evaluation. It is widely acknowledged that effective teacher self-evaluation is critical to the development of educational systems. Teachers, on the other hand, are wired to reflect on their work, evaluate it, and seek ways to improve it. However, if the Nigerian educational system does not implement a system of evaluation and motivation. There will be nothing to inspire the teacher, resulting in ineffective performance.


1.2 Research problem statement

A teacher is a person or group who imparts knowledge to others. In Nigeria, we have teachers in primary, secondary, and tertiary institutions. an evaluation system in place to motivate both teachers who have done their jobs well and teachers who have not. Either in terms of money, promotion, job security, dismissal, questioning, and so on. The appraisal system, on the other hand, will be effective in assessing the performance of both good and bad teachers. A good appraisal system should be capable of distinguishing between effective and ineffective teacher performance, measuring teacher quality, and assisting in the development of a highly skilled teacher workforce. However, it is unclear whether Nigeria’s educational system motivates teachers or whether appraisal has an impact on teacher performance. As a result, the study will look at the Nigerian education system’s performance appraisal system and its impact on teachers.

1.3 The study’s objectives

The study’s primary goal is as follows:

1. Determine whether an appraisal system is in place to motivate teachers.

2. To learn about the techniques used in the performance appraisal system used to motivate teachers.

3. The frequency with which teachers’ competency assessment techniques are used.

1.4 Hypothesis of research

H01: There is no evaluation system in place to motivate teachers.

H1: There is an evaluation system in place to motivate teachers.

H02: There are no techniques used in the performance appraisal system to encourage teachers.

H1:There are techniques used in the performance appraisal system to encourage teachers.

H03:Performance evaluation has no effect on teacher performance.

H1: Performance evaluation has an impact.

on teachers performance.

1.5 Importance of the research

The importance of this study cannot be overstated because:

An Investigation Of Child Friendly School Environment And Social Relationship: Its Effect On Academic Achievement Of Public Primary School Children will be investigated in this study.

The findings of this research will undoubtedly provide much-needed information to government organizations, the Ministry of Education, and academia.

1.6 The Study’s Scope

This study investigates the Nigerian education system’s performance appraisal system and its impact on teacher performance. As a result, secondary schools in Owerri, Imo state, will be used as case studies.

1.7 Research limitations

A number of factors hampered this study, which are as follows:

similar to any other research, ranging from

inability to obtain necessary accurate materials on the topic under study

The researcher faced financial constraints in obtaining relevant materials as well as printing and collating questionnaires.

Time constraint: Another constraint is time, which makes it difficult for the researcher to shuttle between writing the research and engaging in other academic work.

1.8 Term operational definition

A performance appraisal system is a systematic process in which a supervisor or manager evaluates an employee’s personality and performance against predefined standards.

Effective: producing the desired or intended result.

The act of presenting a play, concert, or other form of entertainment is known as performance.


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