The purpose of this research work is to have a detail about the evaluation of
the effects of Management Performance in an organization in Nigeria.
The ANAMCO ENUGU DISTRICT was used as the case study.
The source of this research work is from both primary and secondary sources.
It was discovered that the performance evaluation system can he improved by
preventing all forms of bias, nepotism and favouritism and fairness and equity.
Thus, it was recommended that modern equipments and tools should be provided
for the staff to carry out their duties more effectively and efficiently.
TABLE OF CONTENT
1.1 General Background of the
1.2 Problems Associated with the
1.3 Objective of the
1.4 Significance of the
1.6 Limitation of the
1.7 Definition of
2.1 Origin of the Subject
2.2 School of Thought with
2.3 School of Thought Relevant To the
2.4 Different methods of studying the problem and
solution to the
3.2 Analysis of
1.1 GENERAL BACKGROUND OF THE STUDY
In the olden days, people hunted and farmed for
food, made cloths and built shelter. Some other do certain things better than
others. For instance, some people were better at making cloths while others
were better at farming. As a result, most people began to do the type of work
they did best. Then they traded food, cloths and other things they produced
with their neighbours. This was the era of barter trade. But with time people
began to travel far and wide to find what they want and exchange it for what
they have. Business exists all over the world but not exactly the same way in
every country. In places where people are local farmers, business is a simple
process but where others industries exist, business activities are complicated.
Coordination and leadership are intimately bound as each affects the other. One
cannot achieve coordination without effective leadership. Together they ensure
that all efforts are channeled effectively towards the right goal. Some
authorities such as Money and Reilly regard it as the first principle of
organization while Koonzt and his Associates prefer to call it the essence of
Management and regard each of the Managerial functions as an exercise in
coordination. No matter how a firm originated, its functions must be
People cannot be compelled to cooperate. As a result, the right environment for
the exchange of information is required. There are many conflicts, which can
arise between Management and the workers, and they must be smoothed out and if
to use Fayol’s phrase, enspirit de corps can be attained, problems can be more
They evaluated the contributional capabilities and shortcomings of subordinates
with a view to know their performance. The result received will be the bases of
promotion, recommendation for promotions or dismissal as well. There is no
other to this if not through hid out, displayed positive and negative
attributes. It is no gain saying that the performance appraisal is invaluable
planning, coordination, policy formation, decision-making and controls. The
employees on the other hand engage in co-workers supervision and managers so
they are totally ignorant of the rating of these people.
Since formal performance of the Management is used for most appointments. And
employees of human resources being the most important asset of the organization
manager and supervisors must exercise utmost care in doing this. This is
because when a good staff finds out that he is poorly assessed; it will for
sure affect his morals and attitude to work. This will result to lowered
Robert Stolz, a management consultant believes and rightly say that with a
right kind of evaluation a real industrial need is fulfilled and staff are
carried out in organization for administrating, informative and motivational
purposes. Formalized evaluation permits an orderly and rational way of
determining promotion, salary increases, transfers training needs, potentials
retrenchment, reassignment, termination of appointment etc. It is against this
background that the researcher wants to delve into the evaluation of the effect
of Management Performance in an organization; ANAMCO, ENUGU DISTRICT.
1.2 PROBLEMS ASSOCIATED WITH THE STUDY
For an organization to achieve its goals and objectives, the
effect of Management is sine qua non. Favouritism, nepotism and low manpower
utilization prevails the rank and file of Government Parastatals thus
One major factor is under development, Nigeria arises from the
culpable distortions in our manpower utilization. In organizations, there are
many square pegs in round holes most times; leadership is generally inefficient
because our manpower selection is subjective.
Public officers are chosen in political basis, appointment, social
connection, sycophancy and even blood relation. Despite the abundance of
competent manpower, mediocrity has taken over. More so, we observed escalating
frustration, rehabilitating internal policies and low productivity everywhere.
This results to why over 75% of the civil servants idle away time
at offices if ever they come. They perceive their place of work as a place to
collect monthly salaries and allowances without conscientiously.
This study wants to know whether the management and the
supervisory staff are living up to their obligation.
1.3 OBJECTIVE OF THE STUDY: The aim of this research is to find out how the
effects of Management Performance in an organization could be assessed
especially in Enugu district.
ii. To equally know whether the present system of
evaluation has any relationship with over- all performance, practices,
viability, decisions, productivity and development as well as achievements of
iii. Ascertaining the problems militating against
management and supervisors in this task.
iv. To find out whether the management is utilizing
(MBO) effectively and efficiently.
v. To analyze the effects of ineffective formal
appraisal to the activities of ANAMMCO ENUGU DISTRICT.
1.4 THE SIGNIFICANCE OF THE STUDY: This study is very significant and relevant in
many respects. It would provide answers to management performance in
and management of performance appraisal are very important to many
organizations that want to remain a going concern. It will make mangers and
supervisors to be alive and up and doing in their duties of evaluation and
supervision. The employees stand to gain through better corporate performance.
the years, nations of what should be the focal point of evaluation modalities,
for dong so, and how to reasonably ascertain performance or otherwise have been
developed by various authors. Those in favour of evaluation performance among
with wrath opined that:
i. Assessment of potentials never equals that of
performance in objectivity and precision.
ii. Performance evaluation is a legitimate starting
point even if it does not take the evaluator the whole distance.
iii. An individual should expect promotion to a high
position only if he performs within the current job.
iv. However, the proponents of potentials assessment
are of the opinion that:
1. Facts about
performance can easily be detached from the pay role and other records.
performance in job is not necessarily a good signal of suitability for high
3. A person with
considerable potentials might put up only an average performance in a job
because he is totally bored with it.
In their writing “Improving total productivity” Paul Mail
advocated eight-evaluation method, which he broke down into four categories viz:
Evaluation according to work activity
Evaluation based on behaviour and personality
that focuses on comparisons
focused on result
1.5 RESEARCH QUESTIONS 1
Why is management performance assessed?
i. How does management assessment affect
ii. Can management performance evaluation be avoided
and what will be its resultant effect.
iii. Can it reduce production efficiency?
iv. What are its benefits to an organization?
1.7 DEFINITION OF TERMS:
The definition of the aforementioned will be done in two
categories – conceptual and operational definitions.
1. Conceptual definition of
evaluation: To weight something, to assess.
Operational: Assess, Appraise, to find or state the number or
2. Conceptual: Effect: The impact of
Operational: result or consequence of an action. Efficacy.
Impression produced on a spectator, hearer.
3. Conceptual: The act, art or
manner of managing controlling, or conducting something, business or
individuals. Operational: This refers to the method of planning, organizing,
co-ordinating, directing human and material resources towards achieving a set
4. Conceptual: Performance: The
action of someone. How someone acted. Operational: Act, process or manner of
performing or functioning.
5. Conceptual: This is the structure
that enables people to work together in order to achieve a common goal.
TERMS AND CONDITIONS APPLY
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