000			04181nam a22002897a 4500
003			KOHA
005			20230418152006.0
008			230317d2023 cy ||||| m||| 00| 0 eng d
040			_aCY-NiCIU _beng _cCY-NiCIU _erda
041			_aeng
090			_aYL 2804 _bA44 2023
100	1		_aAlhusari, Ahmad
245	1	4	_aTHE RELATIONSHIP BETWEEN PERFORMANCE EVALUATION AND AMANGEMENT INTERFERENCE / _cAHMAD ALHUSARI; THESIS SUPERVISOR: PROF. DR. MUSTAFA SAĞSAN
264			_c2023
300			_a36 sheets; _c31 cm. _eIncludes CD
336			_2rdacontent _atext _btxt
337			_2rdamedia _aunmediated _bn
338			_2rdacarrier _avolume _bnc
502			_aThesis (MBA) - Cyprus International University. Institute of Graduate Studies and Research Business Administration Department
504			_aIncludes bibliography (sheets 33-36)
520			_aABSTRACT 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
650		0	_aPerformance _vDissertations, Academic
650		0	_aPersonnel management _vDissertations, Academic
700	1		_aSağsan, Mustafa _esupervisor
942			_2ddc _cTS
999			_c289978 _d289978