Walombo, Wolde Emmanuel (PhD)Molla, Tesfaye2018-10-182023-11-042018-10-182023-11-042017-05-23http://etd.aau.edu.et/handle/123456789/12865The main purpose of this study was to evaluate the effect of performance appraisal on employee motivation in the case of Major General Hayelom Areya Military Academy. Causal research design was used. As a result to analyze this relationship the researcher mainly deployed mixed type of research design. 151 respondents were selected representing a population of 243 using stratified random sampling in each department. Self-Administer Drop off survey data collection technique was used and Statistical Package for Social Science (SPSS) software version 22.0 was employed to analyze and present the data through the statistical tools, namely descriptive and inferential analysis. Performance appraisal did not motivated employees in the academy. Performance appraisal rating cannot be considered as a technique that has a pos i t ive effect on work performance and employee motivation. The performance appraisal identifies performance problems to improve employee motivation and job satisfaction. In general the research findings were Pas and PAM had appositive relation with employees’ motivation. And PAM was more affects motivation than PAS in the academy. Unfair evaluation system and understanding of performance appraisal objectives were the major factors that reduce morale for performance at the academy. To encourage the commandants and other supervisors in developing fair evaluation systems to help provide well perform results and satisfaction for the staff of the military academy. Employees did not trust on the PAS, PAM and motivation factors of academies implementation; on its unfairness and less of good communication in the academy performance appraisal result become de-motivation, job dissatisfaction, absenteeism, and turnover would occur in the Academy.en-USPerformance AppraisalMotivationThesis