May 1, 2017 Thesis Open Access

TESFAYE MOLLA

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    <subfield code="a">EFFECTS OF PERFORMANCE APPRAISAL ON EMPLOYEE MOTIVATION IN THE CASE OF MAJOR GENERAL HAYELOM AREYA MILITARY ACADEMY (HOLETA)</subfield>
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    <subfield code="a">&lt;p&gt;The main purpose of this study was to evaluate the effect of&lt;br&gt;
performance appraisal on employee motivation in the case of Major&lt;br&gt;
General Hayelom Areya Military Academy. Causal research design&lt;br&gt;
was used. As a result to analyze this relationship the researcher&lt;br&gt;
mainly deployed mixed type of research design. 151 respondents were&lt;br&gt;
selected representing a population of 243 using stratified random&lt;br&gt;
sampling in each department. Self-Administer Drop off survey data&lt;br&gt;
collection technique was used and Statistical Package for Social&lt;br&gt;
Science (SPSS) software version 22.0 was employed to analyze and&lt;br&gt;
present the data through the statistical tools, namely descriptive and&lt;br&gt;
inferential analysis. Performance appraisal did not motivated&lt;br&gt;
employees in the academy. Performance appraisal rating cannot be&lt;br&gt;
considered as a technique that has a pos i t ive effect on work&lt;br&gt;
performance and employee motivation. The performance appraisal&lt;br&gt;
identifies performance problems to improve employee motivation and&lt;br&gt;
job satisfaction. In general the research findings were Pas and PAM&lt;br&gt;
had appositive relation with employees&amp;rsquo; motivation. And PAM was&lt;br&gt;
more affects motivation than PAS in the academy. Unfair evaluation system&lt;br&gt;
and understanding of performance appraisal objectives were the&lt;br&gt;
major factors that reduce morale for performance at the academy. To&lt;br&gt;
encourage the commandants and other supervisors in developing fair&lt;br&gt;
evaluation systems to help provide well perform results and&lt;br&gt;
satisfaction for the staff of the military academy&lt;/p&gt;</subfield>
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