PERFORMANCE APPRAISAL AND EMPLOYEES’ PRODUCTIVITY IN AFRICA INDEPENDENT TELEVISION (AIT), ABUJA

PERFORMANCE APPRAISAL AND EMPLOYEES’ PRODUCTIVITY IN AFRICA INDEPENDENT TELEVISION (AIT), ABUJA

ABSTRACT

The study assessed the effect of performance appraisal on employees’ productivity,using Africa Independent Television (AIT) Abuja, as a case study. Using Taro Yamani formulae, 79 sample size was drawn from the population of 98 employees of the media organisation. The study adopted survey research method to administered 30 structural questions (five-Likert scales) questionnaire to obtain the primary data from the sample.60 representing 76% of sample responded to the questionnaire. The regression statistical tool, with the aids of E-view, was used to analyze the sourced data for the three formulated hypotheses. The study found that management by objective and behavioural anchored rating scale is in practice in AIT Abuja while 360-degree feedback is not in practice. The study also found the management by objective and behavioural anchored rating scale have a significant and positive impact on the productivity of AIT employees.The study, therefore, recommended, among others that organisation should adopt mixed methods in performance appraisal and such appraisal should be done regularly, the performance appraisal system in place should be made known to the employees in the organisation, and performance appraisal outcome should be used in assigning news beat in various news desk in the organisation.

Keywords: Management by Objective, 360-Degree Feedback, Behavioural Anchored Rating Scale, Employees’ Productivity

CHAPTER ONE

INTRODUCTION

 

 

1.1       Background to the Study

The primary objective of every business organisation is maximization of profit, and to achieve that is to remain sustainable and competitive. The organisation policy makers and the human resources managersneeds to collaborate more intensely in designing strategies, planning, organizing, directing, and controlling the operations to achieve set targets (Mello, 2015). The Human Resource Management is concerned with the management of an organization’s workforce. They are responsible for the recruitment and retention of competent employeesand alsothe training and development of employees to boost their productivity, efficiency, they are to motivate them for the overall success of the organization (Mohammed & Abdulahi,2019). Targets and goals set by organizations serve as yardsticks for measuring success. HRM practitioners, via the use of performance appraisals, evaluate their employees’ performance since their performances are vital totheir productivity and the entire organizational success (Onyije, 2015).

 

Desirable performance of employees which an organization needs, however, is dependent on positive job attitudes like job satisfaction and commitment. Thus, negative job attitudes pose a threat to the attainment of organizational goals. Performance appraisals are indispensable for organizations in the light of making their employees cognizant of their performance improvements and growth, their abilities and their potentials as well (Hayford,Boakye &Ovusu, 2016). Performance appraisal system has a substantial impact on other aspects of HR and the strategy of an organization in entirety. It’s the effectiveness of performance appraisals that lays bedrock for ensuring the success in matters relating to employees such as selection, training, and employee motivation practices (Mollel-Eliphaz, Mulongo&   Razia, 2017).

 

Performance appraisal has to do with staff performances and results objectively against previously agreed standards and targets. It is based on guidelines given to the employees by the management of what is expected of them in terms of organization’s objectives(Sheahan, 2017).Goals should be set for the employees and appraisal be based on these goals. These opportunities should include economics, social and cultural settings of the environment. The supervisor must let his subordinates know what is expected of them, what constitutes good performance and unsatisfactory performance (Onyije, 2015).

 

The importance of performance appraisal is to identify area(s) where corrective measures should be adopted and guide management to understanding its staff strength and weakness. This understanding should be used to build on the strength and determination of the employees which helps to determine the type of development needed for effective productivity (Jamil, 2012).

Employees should be made to know their strength and weakness to enable them improve where they are found wanting (Khawaja & Nadeem, 2013).Actual appraisal should not just reflect the staff punctuality and attendance to the job and problems but also communication of these findings to the employees for the purpose of improvement. This approach assists the management on job placement and training.

 

Performance appraisalof employees gives management a guide for salary reviews, which they may also use to judge future job assignment, compensation and in the selection of candidate for promotions. Promotion may not be the best reward for outstanding performance but actually it is a way of acknowledging personal contribution towards the achievement of organizational productivity and goals.According to Ong and Yip (2012) the best reward for outstanding performance applied to countries varies due to informal factors such as cultural differences and preference of the employee.

 

However, it should not be misconstrued (misinterpreted) that performance appraisal has to do with appraisal of subordinate or junior employees only (Liza, 2012). It also involves the appraisal of the performance of managers themselves to see how well they have performed their roles as managers. Managerial appraisal is referred to as the key to the management development and productivity, because if a manager’s strength and weakness are not known, it would only be accidental that development efforts would be aimed in the right direction. If a business or an organization is to reach its goals effectively and efficiently – ways of accurately measuring management performance must be found and implemented (Denisi&Murphy, 2017). Managerial appraisal should measure performance of a manager in meeting goals for which the manager is responsible.

 

No organization would want a manager who will not carry out his/her managerial role properly, most especially when he could not turn in good record of profit making, marketing, controlling and whatever the order of responsibility might be. This means that they should be appraised on the basis of how well they understand and undertake the managerial functions of planning, organizing, staffing, leading and controlling.

 

 

 

1.2       Statement of the Problem

The main objective of an organization is to successfully achieve its set goals. Thus, performance appraisal is credited with encouraging employee loyalty, fostering teamwork, impacting other Human Resource functions positively and also positively involved in employee motivation. The success or failure of performance appraisal in an organization is dependent upon the philosophy on which it is established – the attitude of management and supervisory personnel towards it and their skills in achieving its objectives.Owing to the role these factors play in attaining organizational goals, many organizations invest in Performance appraisals. However, researchers also cite loopholes in the appraisal system and also warn of the dangers it poses to management and their subordinates (Gerhart & Milkovich, 2010).

It has been observed by various researchers, such as Umar and Cross (2019), that performance appraisal in Nigeria organisation is suffering defects thereby depriving them the full benefits associated with it. One of the problems that organizations face today is issue of employee productivity (Jamil, 2012). Poor performance appraisal has negative impact on employee performance. When performance appraisal is not practiced in an organization, it brings about low job performance among the staff (Magher, 2018).Therefore, the study sets up to evaluate the conduct of performance evaluation in African Independence Television (AIT) in Abuja and the extent to which it helps to achieve AIT’s organizational objectives.

 

1.3 Research Gap

A good number of studies has been conducted on the impact of performance appraisal on employees’ productivity, but most failed to examine this impact through various appraisal methods and ascertain their individual impact on employee’s productivity. The setback of looping the whole various appraisal method together is that the influential appraisal method could cover for the non-influential appraisal method thereby making it look as if all the appraisal methods have an impact on the employee’s productivity. The popular postulation of the impact of appraisal performance on employee productivity is abounded but, it could be that where Management by Objective has impact, 360 Degree feedback method may not, if studied individually. This is a serious gap this study attempts to fill.  The study takes extra measures to study some various appraisal methods (Management by Objective, 360 Degree feedback method, and Behavioral Anchored Rating Scale) to determine their individual impact on the productivity (service quality, engagement, and motivation) of AIT employees. This to guild organisation to adopt the most beneficial performance appraisal method in their quest to benefit from performance appraisal.

 

1.4 Research Questions

In accordance with the identified problems, the following research questions are formulated to guide this study:

1. What is the impact of the impact of Management by Objective on employee productivity in African Independent Television, Abuja?
2. Does 360 Degree feedback method has any impact on employee productivity in African Independent Television, Abuja?

iii. Is there any impact of Behavioral Anchored Rating Scale on employee productivity in African Independent Television, Abuja?

 

 

1.5Objectives of the Study

The main objective of this study is to determine the impact of performance appraisal on employees’ productivity in AIT. The specific objectives are:

1. To examine the impact of Management by Objective onemployee productivity in African Independent Television, Abuja.
2. To access the impact of 360 Degree feedback method on employee productivity in African Independent Television, Abuja.

iii.To determine the impact of Behavioral Anchored Rating Scale on employee productivity in African Independent Television, Abuja.

 

1.6    Statement of Hypothesis       

In accordance with the set objectives of the study, the following hypotheses, in null form, were formulated and tested:

H₀₁:There is no significantimpact of Management by Objective onemployee productivity in African Independent Television, Abuja.

H₀₂:There is no significantimpact of 360 Degree feedback method on employee productivity in African Independent Television, Abuja.

H₀₃:There is no significantimpact ofBehavioral Anchored Rating Scale on employee productivity in African Independent Television, Abuja.

 

1.7       Significance of the Study

The study which is being carried out on AIT was necessary to find out the impact of its performance appraisal on the employee’s productivity. It is aimed to help management attain greater heights in efficiency and productivity since the employees being appraised tend to perform better. This study is also intended to help today’s managers and the likes overcome the challenges posed by improper performance appraisal system.

Conclusively, it is hoped that the result of this study will serve a significant role in shaping the organization’s performance appraisal formulation and implementations towards the attainment of the overall organizational objective, and also to help other beneficiaries in other related areas of human endeavour.

Finally, the study will serve as contribution to knowledge and serve as a reference material to other researchers that want to embark on a similar study of this nature.

1.8 Justification for the Study

The recorded shrink in the world economy is a sign that productivity is declining. Khaled, Ali, Amagad, and Ahmed (2020) observed that one of the major areas COVID-19 has affected the economy is the declined in the productivity. The issue of productivity is very crucial not only the business owners, but also to the government and as such everyone is on the lookout for what can be done to improve productivity.  Therefore, the study is not only important, as it examines the impact of performance appraisal on the employee productivity, but also timely in the era when productivity is declining and economy shrinking.

 

1.9 Scope of the Study

This study is restricted in scope to examine “performance appraisal and its impact on employees’ productivity” using Africa Independent Television (AIT), Abuja as a case study. Employees of the AIT Nigeria, Abuja were sampled for their opinion in this proposed study. This organization is chosen because of ease of accessibility.

1.10Definition of Terms

The following are the definition of terms used in the study.

Performance Appraisal:Performance appraisal as used in this research refers to the assessment of employees’ performance in terms of progress made base on the agreed objectives.

Employee/Personnel: This refers to the member of staff of AIT.

Organization: Organization in this research paper refers to AIT, Abuja.

AIT:  This refers to the Initials of Africa Independent Television

Productivity: This refers to the effectiveness of productive effort as measured in terms of the rate of output per unit of input.

Performance: This refers to the carrying out of an action or assigned duties and the subsequent determination of performance based upon the action or task.

PERFORMANCE APPRAISAL AND EMPLOYEES’ PRODUCTIVITY IN AFRICA INDEPENDENT TELEVISION (AIT), ABUJA

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