CHAPTER ONE
- INTRODUCTION
- BACKGROUND OF THE STUDY
The need for suitable appraisal method in the motivation of employees of local government formed the basis of the study.
Any performance techniques that is in place in any local government determines the work force and productivity of the local government.
There are many methods or techniques of performance appraisal which are drawn below with emphasis in positive and negative effects of each on the employees performance.
Narrative descriptive method: In this method the appraiser is asked to give his opinion or overall impression on the employees performance on a job. The training needs of the employee. These points mentioned are the features of the method. The method gingers employees to put in their best and to crave for a cordial relationship between them and their supervisors. This is simply because impression given by the supervisor is undoubtedly taken. This therefore, lever supervisor into discriminatory approaches to performance appraisal thereby given favourable report to either their relatives or friends. This method discourages employees who do not the trove of supervisor irrespective of the employees performance standard.
Critical incidence method: In this method employees are closely monitored in order to identify and compare the employees performance to the set feedback to the individual (appraises) and is thus valuable for.
This method gives the employees the impression that everything they do will be recorded in management black-book there by encourages the employees to a more productivity. The close supervision and observation of employees may make employees uncomfortable in the discharge of their duties employees may be bored for the struck supervision and therefore be de-motivated in their work.
RANKING METHOD: In this method employees are compared with each other to determine the best perform and less performed. This method, the eagerness of employees to a greater productivity. Employees being appraised with this method see their performance as their performances are compared to the performance of their colleagues they are motivated as they see their performance very poor while comparing others employees are discouraged when the appraise is allowed to allocate certain percentages of work group members as involved in the forced distribution ranking.
RATING SCALE TECHNIQUES: This method involves scoring appraise against particular standard, traits or behaviour. Employees are appraised in several dimensions in this method. This method de-motivated employee as appraised determines the dimension of fellow the appraise mat be influenced liberal or strict ad reluctant to rate people too high or too low.
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