search engines and other relevant sources. These materials provide an insightful depth in the study thereby demonstrating the efficacy of developing an effective performance appraisal strategy as a tool for enhancing employee motivation. Key words: Performance Appraisal, Motivation, performance management, human resource management and Chevron Nigeria. 2.2 MOTIVATING THE WORK FORCE According to Flippo (2002), “Motivation is the process of attempting to influence others to do their work through
recording, classifying, summarizing and interpretation of result. And Human Resource basic function is to provide right man for right job. Human Resource Accounting is the process of identifying and measuring data related to human resource for the development and enhancement of economic values of the interested parties associated with corresponding organization. It is a powerful managerial tool for internal human resource management
2.1 Definition and Conceptof Performance Appraisal Performance appraisal is the systematic appraisal of an individual with respect to his or her performance on the job and his or her potential for progress in that job. Thus, performance appraisal is anorganized and objective way of appraising the relativevalue or ability of amember of staff in performing his job. The two aspects of performance appraisal measured to be important are systematic and objective. The appraisal is said to be systematic
is at the discoverer stage of KM maturity because the organization emphasizes use of brainstorming sessions, biannual performance review meetings, development of action reviews, and presentation of annual management plans, by top management. The ADHR stated, “CDC allocates 1% of its operating budget to formal training and learning activities, but in terms of knowledge management activities, it is difficult to state because they are not carried out in isolation of other activities.” The MTMS mentioned
Industrial Psychology, Organizational Psychology and Business Administration are fields that deal with the management of an organization or group of people. Even so, these three fields differ from each other. In industrial psychology, which is also called as personnel psychology, it focuses on people who are at work. It also responsible for providing such research methods and theories to personal management. By tradition, psychologists of this particular field have measured dissimilarities among each workers
operations 12 3. Literature review 14 3.1. Leadership theories 17 3.1.1. The Great man theory 17 3.1.2. Trait theory 17 3.1.3. Behavioral theories 18 3.1.4. Contingency theories 18 3.1.5. Situational theories 18 3.2. Leadership styles 20 3.2.1. Transformational leadership 20 3.2.1.1. Dimensions and attributes of transformational leadership 22 3.2.2. Transactional
Internship Report on An Analysis of Employee Engagement by PRATHIBHA M P USN: 4GM13MBA36 Submitted to VISVESVARAYA TECHNOLOGICAL UNIVERSITY, BELAGAVI In partial fulfillment of the requirements for the Award of the Degree of MASTER OF BUSINESS ADMINISTRATION Under the guidance of INTERNAL GUIDE EXTERNAL GUIDE Mr. Madhusudana V S Mr. Dhananjaya K H Asst. Prof., Dept. of MBA Manager HR GM Institute of Technology Infiniti Retail Ltd Davangere Bengaluru Department of MBA GM Institute of Technology Post
deciding which change theory to follow. There are three leadership styles that nurse managers can group themselves into; autocratic, democratic or laissez-faire. The project authors ultimately chose Lippitt’s Change Theory within this project. This change theory is most effective when used with managers who have a democratic leadership style. Lippitt’s change theory is closely related to the nursing process of assessment, planning, implementation and evaluation. This theory is the most comprehensive
develop and build similar tools based on similar data, and the accountants tried to figure out the cost of a particular configuration. They all had similar problems. (www.innosupport.com ) To solve these problems, product life cycle management brings together development engineers, manufacturing engineers, material managers, controllers and sales staff, etc. The product life cycle management also ensures that an employee's knowledge remains in the company when an employee leaves the
on small and medium enterprises internationally (Pope& Abdul-Jabbar, 2008) cited ate Atawodi and Ojeka (2012). Their size and nature makes the issue of tax compliance one of particular importance especially since most SMEs have access to limited resources and inadequate expertise to comply with diverse and complicated regulation. They also believe that high compliance costs can result in tax avoidance, tax fraud, and inhibit investment by way of diminishing competitiveness of the country in terms