[Employees Attitude Towards Appraisal System And How It Affects Their Motivation To Work]

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ACKNOWLEDGEMENT

I would take this opportunity to thank my research supervisor, family and friends for their support and guidance without which this research would not have been possible.

DECLARATION

I, [type your full first names and surname here], declare that the contents of this dissertation/thesis represent my own unaided work, and that the dissertation/thesis has not previously been submitted for academic examination towards any qualification. Furthermore, it represents my own opinions and not necessarily those of the University.

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ABSTRACT

Research has been conducted on numerous facets of performance appraisals (PA), including psychometric issues, rater-ratee characteristics, cognitive processes, rater training, and appraisal fairness. This study investigates one issue in particular: the uses of PAs. How PAs are used has been shown to influence rating behaviour and outcomes and to be an important predictor of employee attitudes toward their supervisor, the job, and the appraisal process. In the Meyer, Kay, and French (1965) study, for example, researchers proposed that conducting salary discussions during the annual performance review interfered with the constructive discussion of plans for future performance improvement and could lead to negative reactions. However, in the first empirical test of the Meyer, Kay, and French study, salary discussion was found to have either no impact or a slightly positive impact on employee attitudes. Thus, how PAs are used has developed as an area of interest, yielding mixed results and conclusions.

TABLE OF CONTENTS

ACKNOWLEDGEMENT2

DECLARATION3

ABSTRACT4

CHAPTER 1: INTRODUCTION7

Theory and Hypotheses9

CHAPTER 2: LITERATURE REVIEW17

Performance Appraisal17

Work Motivation19

Theoretical Framework20

Classic theory and studies20

Additional theoretical perspectives on work design23

Gain Sharing with Employees25

Comparison of Motives26

Labor Productivity26

Monitoring Costs27

Wage Flexibility28

Planning of Administrative Costs28

CHAPTER 3: METHODOLOGY30

Research Method30

Research Design30

Sample of Participants31

Instrument31

Data Collection32

Validity and Reliability33

CHAPTER 4: RESULTS AND ANALYSIS35

Discussion35

The Appraisal Of Persons With : Is There Bias?37

Theoretical Bases Of Biases40

A Model of the Performance Evaluation of Employees42

Survey Analysis43

Implications for Practice50

CHAPTER 5: CONCLUSION52

Limitations and Future Research53

APPENDIX60

Questionnaire60

CHAPTER 1: INTRODUCTION

One of the largest company of UK by turnover, Dairy Crest is the leading dairy products manufacturer of the country. The company processes around 2.1bn to 2.2bn litres of milk per year and turn it in to cheese, liquid milk, spreads and butter. Around 72 per cent of the processed milk is obtained from various direct suppliers of milk from England and Wales. The aim of the company is to promote pride in the Dairy Crest heritage and retain its position as the UK's largest dairy company whilst promoting sustainability through good stewardship and maintaining a focus on consumer needs. Dairy Crest's strategy is to improve revenues through the growth in market share, increased added value sales and reduced sales to commodity markets. It also aims to reduce costs through efficiency improvements, and to use business acquisitions and disposals to generate growth. In order to achieve this, Dairy Crest has a number of targets, the most important ones being to increase profits year-on-year; to increase direct supply from 72% to 85%; and to make a £75m capital investment over the next 3 years to improve ...