管理硕士论文：加纳阿克拉市政府员工绩效管理评估研究.docxVIP

管理硕士论文：加纳阿克拉市政府员工绩效管理评估研究  Chapter1 Introduction  1.1 Background, Objectives and Significance of the Study Other aspects of individual employees are considered as well, such asorganizational citizenship behavior, accomplishments, potential for future improvement,strengths and weaknesses, etc.[1]. Performance appraisal (PA) may be defined as astructural formal interaction between a subordinates and supervisor, that usually takesthe form of a periodic interview (annual or semi-annual), in which the workperformance of the subordinate is examined and discussed, with a view to identifyingweaknesses and strengths as well as opportunities for improvement and skillsdevelopment[3][4].In many organizations-but not all ndash;appraisal results are used, either directly orindirectly, to help determine reward outcomes. That is, the appraisal results are used toidentify the better performing employees who should get the majority of available meritpay increases, bonuses, and promotion.By the same token, appraisal results are used to identify the poorer performers whomay require some form of counseling, or in extreme cases, demotion, dismissal, ordecreases in pay. Organization needs to be aware of laws in their country that mightrestrict their capacity to dismiss employees or decrease pay. The main purpose of thisstudy was to evaluate the staff performance appraisal system and how it influencesemployeesrsquo; performance in the AMA. ........  1.2 Significance of the Study The results of the study would help management of the Organization to be abreastwith what happens regarding annual staff performance appraisal. This is becausemanagement may not have the opportunity of collating the views of all employees toknow how they feel about performance appraisal but this study would collate thoseviews into a composite document.Secondly, the results of the study would add up to the existing literature on staffperformance appraisal of Organizations. There is no doubt that o