Thesis (MBA) - Cyprus International University. Institute of Graduate Studies and Research Business Administration Department

Includes bibliography (sheets 33-36)

ABSTRACT
Among the most efficient personnel management practices identified in both
developed and developing countries Performance appraisal system which is also a
powerful motivator for employees. It also enables smooth performance Administrative
decision making management decision making and employee development. The
current study systematically reviews notable and major studies conducted in the recent
past in order to evaluate the performance of the organization Evaluation systems and
competency management frameworks affect the work performance of employees in
the telecommunications sector. Performance appraisal is an important technique for
improving the skills of employees and organizations. Organizations have implemented
performance appraisal to monitor and supervise the relationships, growth and
development of individuals and organizations to increase overall productivity and job
satisfaction. This research focuses on a survey of several performance appraisal
systems used in organizations and the need for training. To prove their effectiveness,
non-profit organizations, such as public and private sector organizations, are facing
increasing pressure to prove how well they are doing and their plans for improvement
in the future. An essential part of the process of measuring and enhancing effectiveness
is managing the performance of organizational members this is usually achieved
through performance management processes, since the ability of a nonprofit to achieve
its goals is directly dependent on the ability of employees to perform effectively in
managing and providing services. Performance management systems have been
studied extensively in the public and profit sectors but have not been sufficiently
explored in the nonprofit sector to show potential challenges specific to the sector.
This study addresses this gap in the nonprofit knowledge base by comparing the use
of the different components of a performance management system from the
perspective of management and frontline employees. It identifies gaps in management
and employee perceptions regarding performance management, identifies five
different models of performance management systems, and concludes with lessons for
practice. This study explains how management interference in performance evaluation
affects employees’ satisfaction, productivity and the entire work environment. The
study illustrates the performance management practices of two companies in Abu
Dhabi; ADCO (oil & gas) and Injazat Data systems (IT service provider) all based in
United Arab Emirates, and examines the perceptions and feelings of employees
towards the performance evaluation based on a survey conducted on 100 respondents.
We found that receiving an unfair performance evaluation will increase employees’
turnover and decrease their productivity. Finally we concluded the study and explained
the challenges we faced while we were investigating on this topic.
Keywords: Management Interference, Performance Appraisal, Performance
Evaluation, United Arab Emirates