An assessment of the contribution of performance management system to employee job motivation in the case of Anbessa Shoe Share Company
| dc.contributor.advisor | Mohammed, Abdurazak (PhD) | |
| dc.contributor.author | Aberham, Abebezuhan | |
| dc.date.accessioned | 2021-06-02T06:42:46Z | |
| dc.date.accessioned | 2023-11-04T13:53:20Z | |
| dc.date.available | 2021-06-02T06:42:46Z | |
| dc.date.available | 2023-11-04T13:53:20Z | |
| dc.date.issued | 2015-05 | |
| dc.description.abstract | The organization with Varity of human resource application, grants opportunity to employers to assess employees` contribution so as to enforce the acceptable boundaries to motivate to do their best, providing feedback in which the employee get motivated. In addition, managers and employees meet to discuss and agree what to be done and how to be done with the goal found in planning stage. The need to fulfill these activities, planned and adequate performance management system is highly required. Thus, the main objective of this study was to assess the contribution of performance management system to employee job motivation, with the main independent variables i.e. setting objective, feedback and employee evaluation. To collect necessary information for the purpose of the study, the researcher used questionnaire and document review. Questionnaires were distributed to a sample of 274 employees out of which 264 questionnaires were returned. Based on the returned questionnaire, descriptive statistics were used to analyze the data using SPSS software. The results of the analysis shows that, in the performance management systems practice of Anbessa Shoe Share company there are some strong areas to be further strengthened and as well as weak areas to be improved. Among the weak areas, employees were not given opportunity to participate jointly with managers identify specific and achievable goals, in performance planning, they were not aware of the evaluation standards, their performance assessment was not based on what the employees and their supervisors jointly agreed and performance review stage could not allow to receive feedback, supervisors were not willing to invest on employee development and motivation, performance process was not transparent and used for just formality purpose. Concerning the recommendation, the study proposed managers and employees should meet in planning stage to identify goals, there should be standard that evaluation is done accordingly and feedback should be given to employees | en_US |
| dc.identifier.uri | http://etd.aau.edu.et/handle/123456789/26609 | |
| dc.language.iso | en_US | en_US |
| dc.publisher | Addis Ababa University | en_US |
| dc.subject | Performance management systems | en_US |
| dc.subject | evaluation | en_US |
| dc.subject | feedback | en_US |
| dc.title | An assessment of the contribution of performance management system to employee job motivation in the case of Anbessa Shoe Share Company | en_US |
| dc.type | Thesis | en_US |