Impact Of Performance Appraisal On Employee Morale In Non-Governmental Organizations: The Case Of UNEP

A Research Project Report Submitted to the Chandaria School of Business in Partial Fulfillment of the Requirement for the Degree of Master of Business Administration (MBA)The purpose of the study was to investigate the performance appraisal practices and the effect on employee morale of NGOS with special focus on UNEP Kenya. This research adopted a descriptive research design and the study was based on the following research questions: one what are the performance appraisals methods used at UNEP? Two what is the effect of performance appraisal accuracy on staff morale at UNEP? Three how does appraisers’ competence affect employee Morale at UNEP? This study utilized a descriptive research design to build a profile about the effectiveness of performance appraisal on employee morale at UNEP. The target population of this study comprised of all the staff employed in UNEP as at March 2016 who were 279. The sampling frame was drawn from the human resource current staff list at the Board’s Head Office. Stratified random sampling technique was used to help enhance the chances of participation among potential participants. The sample size of 100 respondents was used in the study. The researcher used a questionnaire as primary data collection instrument. The questionnaire was administered through drop and pick method to the officers of the selected departments. Data was analyzed using quantitative measures and presentation of data was done through the use of figures and tables. The study revealed that, UNEP employed different approaches of performance appraisal to ensure that they got maximum value from the appraisal processes and the focus of their appraisals were primarily on the needs of the employees and generalized needs of the organization. The study revealed that UNEP’s appraisals concentrated on helping employees make sense of their practice and experience and that their, peer review focused on the creation of a positive future plans rather than the critical review of past performances. From the study, it was revealed that, the competence assessment and development appraisal of the organization focused on appraises’ competence and development needs. The study revealed that appraisals in the organization served the role of facilitating an orderly means of determining rewards and also supplied data to managers and appraises about individual strengths and weaknesses. The study showed that the motivational role of the appraisals in the organization entailed creating a learning experience that motivated workers to improve their performance and discover what was expected of them and they were able to set personal goals. The study revealed that, UNEP’s appraisals created a constructive forum for providing feedback to other employees about their individual behavior and overall performance. The results of the study showed that, appraisal techniques at UNEP had moved towards greater employee participation and were more results-oriented. The study showed that, appraisals at UNEP incorporated a wide range of different criteria and approaches that ensured an effective assessment process and that the responsibility for managing the entire appraisal process had not moved closer to the employees being evaluated. The study revealed that, appraises at UNEP had greater acceptance of the appraisal process, and felt more satisfied with it and the supervisors did not apply different standards with different employees in the organization. The study concludes that the appropriate duration to conduct performance evaluation was annually and performance evaluation identifies skilled employees. The study also concludes that employee careers had grown in the surveyed organization and employees had positive and favorable feelings about their current jobs. The study finally concludes that appraisal techniques at UNEP had moved towards greater employee participation and had become more results-oriented, which means that appraisals were more focused on a process of establishing benchmarks, setting individual objectives, and measuring performance. The study recommends the UN to appraise the performance of the workers by giving them incentives, which would motivate them to work to their fullest capacity and to encourage them to work more and show good and better results. For the top management of the company it should offer them holiday package, appraise performance by recognizing their work in their meetings etc. this will help in raising their morale and therefore they will work harder. Most of the employees do not want financial help rather they would like some recognition for their work