Performance appraisal systems, productivity, and motivation : a case study
By: MANI, Bonnie G
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Material type: 
ArticlePublisher: 2002Public Personnel Management 31, 2, p. 141-160Abstract: One would expect a vlid, reliable performance evaluation system to give emploiyees and managers data about employees' strengths and needs for development. If these data are used to reinforce employees' strengths and to plan and provide developmental assignments in areas of need, then one might also expect improvements in morale, motivations, and productivity. This paper explores employees' and administrators' perceptions of a system with these goals, a system specifically designed to appraise performance of North Carolina University. The data show that a large proportion of employees, but no supervisors, are dissatisfied with the system is related to trust and satisfaction with theiur supervisors but not with compliance with the progam's procedures. Although various factors motivated employees and supervisors, pay is very important. So the legislature's failure to appropriate funds to reward employees who excell undermines the system's effectiveness. There is a need for furhter research to explore the relationships between employees's ratings and their race and sex
| Item type | Current location | Collection | Call number | Status | Date due | Barcode |
|---|---|---|---|---|---|---|
| Periódico | Biblioteca Graciliano Ramos | Periódico | Not for loan |
One would expect a vlid, reliable performance evaluation system to give emploiyees and managers data about employees' strengths and needs for development. If these data are used to reinforce employees' strengths and to plan and provide developmental assignments in areas of need, then one might also expect improvements in morale, motivations, and productivity. This paper explores employees' and administrators' perceptions of a system with these goals, a system specifically designed to appraise performance of North Carolina University. The data show that a large proportion of employees, but no supervisors, are dissatisfied with the system is related to trust and satisfaction with theiur supervisors but not with compliance with the progam's procedures. Although various factors motivated employees and supervisors, pay is very important. So the legislature's failure to appropriate funds to reward employees who excell undermines the system's effectiveness. There is a need for furhter research to explore the relationships between employees's ratings and their race and sex
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