The effectiveness of performance appraisals for teachers in Kabwe District

Inhaltsverzeichnis (Table of Contents)

• DEDICATION
• ACKNOWLEDGEMENTS
• TABLE OF CONTENTS
• LIST OF TABLES
• LIST OF FIGURES
• LIST OF ACRONYMS
• ABSTRACT
• CHAPTER ONE
  • BACKGROUND OF THE RESEARCH
  • 1.0 Introduction
  • 1.1 Ministry of Education, Science, Vocational Training and Education (MOESVTEE) in Kabwe District
  • 1.2 Statement of the problem
  • 1.3 Research questions
  • 1.4.0 Main objective of the research
  • 1.4.1 Research specific objectives of the research
  • 1.5 The scope of the research
  • 1.6 The significance of the research
  • 1.7 Key Concepts of the research
  • 1.8. Outline of the chapters
  • 1.9 Summary
  • CHAPTER TWO
    • LITERATURE REVIEW
    • 2.0 Introduction
    • 2.1 Promotions
    • 2.1.1 Empirical Evidence on Promotions
    • 2.2 Promotions as Incentives
    • 2.2.1 Empirical Evidence of Promotion as Incentives
    • 2.3 Types of Promotion
    • 2.3.1 Empirical Evidence on the types of Promotion
    • 2.4 Importance of Promotions to employees and organisations
    • 2.5 Impact of promotion on job satisfaction and performance
    • 2.5.1 Empirical Evidence on impact of promotion on job satisfaction
    • 2.6 Employee Effort and Promotion
    • 2.6.1 Empirical evidence on Effort and Promotion
    • 2.7 Employee Ability and Promotion
    • 2.7.1 Empirical Evidence on Employee Ability and Promotion
    • 2.8 Employee Performance and Promotion
    • 2.8.1 Empirical evidence on employee performance and promotion
    • 2.9 Role perception and promotion
    • 2.9.1 Empirical evidence on role perception and promotion
    • 2.10 Performance Appraisal (PA)
    • 2.10.1 Empirical Evidence on Performance Appraisals
    • 2.11 Teacher's perception of performance appraisals
    • 2.11.1 Empirical Evidence on teacher's perception of Performance Appraisals
    • 2.12 Lessons Learnt
    • 2.13 Summary
    • CHAPTER THREE
      • THEORETICAL AND CONCEPTUAL FRAMEWORK
      • 3.0 Introduction
      • 3.1 Theoretical review
      • 3.2 Expectancy Theory of Motivation
      • 3.3 Application of the Expectancy Theory of Motivation
      • 3.4 Equity Theory of Motivation
      • 3.5 Application of Equity Theory of Motivation
      • 3.6 Conceptual Framework
      • 3.7 Hypotheses of the research
      • 3.8 Operationalization of the concepts

    Zielsetzung und Themenschwerpunkte (Objectives and Key Themes)

    This thesis explores the effectiveness of performance appraisals in promoting employees in the Ministry of Education in Kabwe District, Zambia. The research seeks to understand the relationship between performance appraisals, employee perception of fairness, and career progression within the ministry.

    • The role of performance appraisals in promoting employees in the Ministry of Education in Kabwe District.
    • The impact of performance appraisals on employee motivation and job satisfaction.
    • The relationship between employee perception of fairness and the effectiveness of performance appraisals.
    • The influence of organizational culture and practices on the use and effectiveness of performance appraisals for promotions.
    • Recommendations for improving the effectiveness of performance appraisals in promoting employees in the Ministry of Education.

    Zusammenfassung der Kapitel (Chapter Summaries)

    Chapter 1 provides a background to the research, defining the problem, research questions, objectives, scope, significance, key concepts and outlining the subsequent chapters. Chapter 2 presents a comprehensive literature review on the theories and empirical evidence related to promotions, performance appraisals, and their impact on employee motivation, job satisfaction, and performance. Chapter 3 develops the theoretical and conceptual framework of the research, drawing on expectancy theory and equity theory of motivation. It also outlines the hypotheses and operationalization of the key concepts.

    Schlüsselwörter (Keywords)

    This research focuses on the relationship between performance appraisal systems, employee perceptions, and promotion decisions in the Ministry of Education in Kabwe District, Zambia. Key concepts include performance appraisals, promotion criteria, employee motivation, job satisfaction, perception of fairness, organizational culture, and human resource management practices.

    Frequently Asked Questions

    Are performance appraisals effective for teacher promotions in Kabwe?

    The research results indicate that the current Performance Appraisal system for teachers in the Kabwe District is not considered effective in its current implementation.

    How do teachers in Kabwe perceive the promotion process?

    Teachers generally have a negative perception, often feeling that promotions are not always awarded to the most hardworking or deserving candidates.

    What factors influence a teacher's performance?

    The study identifies teacher's effort, ability, role perception, and the fairness of promotion practices as significant influences on overall performance.

    What theories are used to analyze teacher motivation?

    The research applies the Expectancy Theory of Motivation and the Equity Theory of Motivation to understand how appraisals and rewards affect teacher behavior.

    What is the impact of promotion on job satisfaction?

    Empirical evidence suggests that fair promotion practices serve as powerful incentives that significantly increase job satisfaction and professional commitment.