Factors Influencing Employer-Employee Relationship in Strategy Execution in Non-Govermental Organizations in Nairobi Kenya
FACTORS INFLUENCING EMPLOYER-EMPLOYEE RELATIONSHIP IN STRATEGY EXECUTION IN NON-GOVERMENTAL ORGANIZATIONS IN NAIROBI KENYA
TABLE OF CONTENTS
CHAPTER ONE 3
1.0 INTRODUCTION 3
1.1 Background of the Study 3
1.2 Statement of the Problem 7
1.3 Objectives of the Study 8
1.4 Research Questions 8
1.5 Importance of the Study 9
1.6 Limitations of the Study 10
1.7 Definition of Operational Terms 10
1.8 Chapter Summary 10
CHAPTER TWO 12
2.0 LITERATURE REVIEW 12
2.1 Introduction 12
2.2 Approaches of Performance Appraisal 12
2.3 Effect of Performance Appraisal Accuracy on Staff Performance 18
2.4 Effects of Employee Appraisal Feedback Management on Staff Performance 24
2.5 Effects of Appraisers’ Competence on Employee Performance 26
2.6 Conceptual Framework 29
CHAPTER THREE 31
3.0 RESEARCH METHODOLOGY 31
3.1 Introduction 31
3.2 Research Design 31
3.3 Population and Sampling Design 32
3.4 Data Collection Methods 34
3.5 Research Procedures 34
3.6 Data Analysis Methods 35
3.7 Chapter Summary 35
REFERENCES 37
CHAPTER ONE
1.0 INTRODUCTION
1.1 Background of the Study
Performance appraisals can mean different things to different people. In general, a
Performance appraisal is defined as an evaluation of an employee’s job performance to measure how effectively this employee is performing at their job (Becton, Portis, & Schraeder, 2007).
The traditional format of a performance appraisal is an employee meeting with their supervisor annually or twice a year to go over how well the employee is doing their job. Usually the company the employee is working for provides a form for the supervisor to fill out and go over with the employee. This form list goals and objectives of the company and how well the employee is meeting these.
In modern times performance appraisal systems are increasingly being used in both public and private sector to evaluate the performance of employees.
Appraisal, according to Smith, (2000), involves the identification of cause and effect relationships on which
TABLE OF CONTENTS
CHAPTER ONE 3
1.0 INTRODUCTION 3
1.1 Background of the Study 3
1.2 Statement of the Problem 7
1.3 Objectives of the Study 8
1.4 Research Questions 8
1.5 Importance of the Study 9
1.6 Limitations of the Study 10
1.7 Definition of Operational Terms 10
1.8 Chapter Summary 10
CHAPTER TWO 12
2.0 LITERATURE REVIEW 12
2.1 Introduction 12
2.2 Approaches of Performance Appraisal 12
2.3 Effect of Performance Appraisal Accuracy on Staff Performance 18
2.4 Effects of Employee Appraisal Feedback Management on Staff Performance 24
2.5 Effects of Appraisers’ Competence on Employee Performance 26
2.6 Conceptual Framework 29
CHAPTER THREE 31
3.0 RESEARCH METHODOLOGY 31
3.1 Introduction 31
3.2 Research Design 31
3.3 Population and Sampling Design 32
3.4 Data Collection Methods 34
3.5 Research Procedures 34
3.6 Data Analysis Methods 35
3.7 Chapter Summary 35
REFERENCES 37
CHAPTER ONE
1.0 INTRODUCTION
1.1 Background of the Study
Performance appraisals can mean different things to different people. In general, a
Performance appraisal is defined as an evaluation of an employee’s job performance to measure how effectively this employee is performing at their job (Becton, Portis, & Schraeder, 2007).
The traditional format of a performance appraisal is an employee meeting with their supervisor annually or twice a year to go over how well the employee is doing their job. Usually the company the employee is working for provides a form for the supervisor to fill out and go over with the employee. This form list goals and objectives of the company and how well the employee is meeting these.
In modern times performance appraisal systems are increasingly being used in both public and private sector to evaluate the performance of employees.
Appraisal, according to Smith, (2000), involves the identification of cause and effect relationships on which
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