THE IMPACT OF PERFORMANCE APPRAISAL ON TEACHERS JOB PERFORMANCE

THE IMPACT OF PERFORMANCE APPRAISAL ON TEACHERS JOB PERFORMANCE

CHAPITER 1

INTRODUCTION

1.1 THE STUDY’S BACKGROUND

An evaluation of an employee’s work performance over time is known as a performance assessment. It’s comparable to a report card on how management assessed an employee’s performance over the course of the prior year. The truth that not all performance evaluation systems are created equal can be related to by anyone who has worked in a variety of departments or businesses (Chen, 2007). The diverse systems and techniques can be advantageous to numerous businesses. Sadly, some are executed so poorly that they are not only intended to fail but also to provide the employer and employee a negative experience. Performance evaluation is the method through which each employee’s performance and productivity are assessed to determine how much that employee has contributed to the organization’s effort in achieving the specified goals and objectives (Lee, 2009). The method used by each organization to gauge and assess a worker’s performance is unique. The evaluation of each employee’s contribution to the achievement of business goals is the ultimate objective, nevertheless. Performance reviews are also carried out within an organization in order to determine promotions and transfers to new jobs and positions (Eldman, 2009). Yee (2009) claims that the Performance Appraisal System (PAS) considers all elements and facets of performance, paying particular attention to how each element contributes to the desired performance outcome at the organizational, departmental, team, and individual levels while carrying out the organization’s objectives. Due to the fact that most employees would prefer to know exactly what their management thinks of their job, performance assessment methods are a hotly debated subject. Employees often know what their boss thinks of them because manager-employee relationships are so close-knit in small organizations with few employees. However, the degree of participation in large organizations is so low that many workers find it impossible to predict what their bosses will think of them and the outcome of their performance evaluation (Donli, 2008). Due to the intense competition among businesses and the current economic downturn, many businesses use performance evaluation to minimize the size of their workforce and keep just the most productive workers (Bana, 2009). A company can increase its profit margins and reduce its overall labor expenditures by downsizing its personnel. To put it another way, if performance assessment is conducted properly, it may aid a business in managing and expanding its human resource base (Dipboye, 2001). To fulfill the objectives and goals of the organization, performance improvement is the main goal of performance management. (Shitindi 2009) Any organization managing its human resources will always place a high importance on performance evaluation systems, which are a crucial component of performance management. The organizational level organizational strategy and other human resource systems are also impacted by the performance assessment system. 2011 (Rasheed). To enhance the quality of instruction, it is essential for educational institutions to evaluate the performance of their teachers and provide feedback on their performance. URT, 2012; University of Rochester. According to Longenecker (1992), a performance appraisal system is a great tool for managing human resources and enhancing performance, and if properly designed and implemented, it may be advantageous to both individuals and the business. According to study by Harris (1988), evaluation feedback is important for enhancing organizational performance. If the system is ineffective, resources are wasted, which could have a negative impact on society and the country as a whole.

Statement of the problem: 1.2

Most teachers did not view their fellow educators as critical critics, but rather as “soft” friends. However, individual teachers were also unfair to themselves because they did not invest in evaluating themselves and providing concrete evidence of personal growth (Stobbe, 2003). Teacher-based evaluations (teacher performance management) had many flaws. These issues led to a number of inconsistencies, including subpar instructor and student performance. These problems were believed to be related to poor cooperation, poor class management, and low teacher motivation, all of which affected the quality of the instruction (Emerson, 1995). It was thought that the issue was the discrepancy between true appraisal and effective teacher performance because the current appraisal system was put in place to motivate instructors, but their performance was dropping. This indicated that the evaluation procedure and its results did not seem to motivate improved teacher performance (Nkozi 2005). As a result, the evaluation procedure tended to encourage teachers’ lack of enthusiasm, demotivation, and subpar performance.

1.3 THE STUDY’S OBJECTIVE

This study’s main objective is to ascertain how performance reviews affect teachers’ ability to do their jobs more effectively. More particularly, the study will:

i. Evaluate the value of performance reviews in the academic setting.

ii. Analyze how performance reviews affect teachers’ job performance.

iii. Consider the difficulties with performance evaluation in educational settings.

iii. Evaluate the performance evaluation process in organizations.

Research question 1.4

i. How effective is performance evaluation in the academic setting?

ii. How do performance reviews affect teachers’ work performance?

What difficulties do performance evaluations in educational institutions face?

iv. How can organizations improve their performance evaluation processes?

1.5 THE STUDY’S SIGNIFICANCE

Using the knowledge gained from this study, employees and managers will be able to identify the advantages and disadvantages of the performance assessment method. As a result of the study, supervisors and teachers will be better able to assess the effectiveness of the performance evaluation system for teachers and make the necessary recommendations for how the system can be improved and structured to encourage teachers to perform well and take the necessary actions, ultimately raising the standard of instruction in public secondary schools. The results of the study will benefit the Ministry of Education, teacher educators, and curriculum designers in a number of ways, including the development of rules and procedures for putting the system to improve secondary school performance into practice. Last but not least, this research will act as a manual and point of reference for future investigations into performance evaluation in the educational field.

1.6 THE STUDY’S SCOPE

The performance evaluation process and how it affects teachers’ work performance will be examined in this study. Additionally, it will examine the concept, strategy, and performance qualities. Additionally, this study will be conducted at Udi Lga, Enugu, public secondary schools.

1.7 THE STUDY’S LIMITATIONS

Over the duration of the studies, financing for general research activities will be challenging to come by. It’s also possible that respondents won’t be able to finish the questionnaires you’ve sent them or won’t want to. It is anticipated that these restrictions will be addressed by maximizing the use of already available resources and investing more time in research than is necessary. Because of this, it is firmly believed that, despite these limitations, they will have little effect on this research report, enabling the study’s goal and importance to be satisfied.

1.8 TERMINAL DEFINITIONS

The process of recording and evaluating a person’s performance at work is called a performance assessment, also known as a performance review, performance evaluation, development talk, or employee appraisal.

work Performance: A person’s ability to accomplish their work decides whether or not they do a good job. In academia, industrial studies include research on job performance.