PERFORMANCE EVALUATION TECHNIQUE: WHAT IS WRONG?

Performance Appraisal Technique (PAT) is an integral part of every organisation. It is aimed at motivating workers for productivity. Yet this instrument has been misused in the hands of selfish superior to witch-hunt their subordinates. Against this backdrop, the study examined the importance of performance appraisal in Guinness Nigeria, Lagos. This study was cross sectional survey and it utilised a sample of 150 respondents. This was complemented by In-Depth Interviews (IDIs) that was conducted among respondents. Ninety-six percent of the employees said they were appraised on their jobs. About 97.3% said PAT determined the amount of welfare package that accrued to employees. At least 54.7% of the employees perceived PAT as negative outcome, while 45.3% perceived PAT as positive outcome. Qualitative data showed that most subordinate employees expressed reservations about the way PAT operated in the organization. Although workers expressed desire for monetary packages as a major factor of motivation, the need for job security, promotion, training and integration in the organization were primary at the heart of the workers. Performance appraisal remained a source of concern to many workers in organisation despite its benefits on the contrary. It is recommended that PAT should be the affair of team management instead of concentrating it in the hands of individual who may arrogate power at the expense of their subordinates.