PERFORMANCE EVALUATION AND ITS EFFECTS ON EMPLOYEES EFFICIENCY IN NIGERIA
MINERAL WATER LIMCA ONITSHA
Main purpose of this study is to examine how employee’s performance can be appraised. The population size of the study based was three hundred and eighty five (385). The sample size use in collecting the data was sample random sampling a total of one hundred and eighty five (385) persons were chosen as the researcher sample size. The researcher also used questionnaire method as the instrument for data collection. The research also employed design was considered appropriate for the study; it also provided three (3) research questions. The researcher also uses simple percentage method in data analysis. This is because of its simplicity finally the researcher’s findings sates that for performance evaluation to serve as a tool for control in any company, there should be effective planning system. The researcher concluded that any organization with the aim of productivity in order to make profits should be prepared to satisfy the employees. This can be done by providing the means through the needs and wants can be met. The researcher further recommends that to inform and not to deform the Nigeria mineral water Limca activities should follow effective management approach to events and make sure that all his plans regarding to performance evaluation is well structured in order to ensure proper management.
1.1 BACKGROUND OF THE STUDY
It is a very clear fact by both definition and common understanding that every organization is formed for an objective. Through two objectives may be profit or non profit commonly for any organization to succeed, the efforts of its employees must be directed towards the realization of their individual set objectives. The efforts of each of the employees or group of employees in each organization may be directly or not and normally varies in degrees and relevance to the corporate objective, but should not for any reason be rejected in the interest of the corporate objectives. Out performance by any employee or group of employees in a department will surely result to underachievement of the co-operate organizational goals.
In recognition of the importance of one employee to the corporate existence and goal attainment, the need to have a set goal or standard at each level of the organizational structures becomes imperative. This arrangement will make it possible and help in checking and appraising of the employee by various superiors in the organization. This objective standard will be proportionate and appropriate to the level and position of the employees in the organizational structures as the expectations of each employee depends on his position and level in the organizational hierarchy.
It was in recognition of this Fredrick will show Taylor, the father of scientific management in his article in the journal transaction urged for the establishment of performance standard. This was with this aim to determining the employee’s productivity as their performance evaluation could be measured if standards are set. He added that he could perform up to the established standard will be rewarded. He that performs above the standard will be entitled to bonus. On the other hand, employees that failed to perform up to subjecting him to training to improve. But where this effort to improve this fail the next line of action will be punish the employee either by demoting or firing him. These were with the intention that the employees might be motivated to high performance and discouraged from under achieving.
As was urged by Taylor (1968) in his article in “transaction” to reward the worker who performed up to the set standard; to give bonus to those who are above the standards and demote or fire the employees who performed below the standard and failed to improve after training. The question that calls to mind is how do you know the employees who performed above or up to or below the set standard. It is aimed