University of Montana ScholarWorks at University of Montana Graduate Student Theses, Dissertations, & Professional Papers Graduate School 1984 Management and staff perceptions of performance appraisal and promotion policies in the Benue state civil service of Nigeria: Strategies and implications for staff motivation in the state's civil service secretariat. Alhaji Haruna Mohammed The University of Montana Follow this and additional works at: https://scholarworks.umt.edu/etd Let us know how access to this document benefits ou.y Recommended Citation Mohammed, Alhaji Haruna, "Management and staff perceptions of performance appraisal and promotion policies in the Benue state civil service of Nigeria: Strategies and implications for staff motivation in the state's civil service secretariat." (1984). Graduate Student Theses, Dissertations, & Professional Papers. 8779. https://scholarworks.umt.edu/etd/8779 This Thesis is brought to you for free and open access by the Graduate School at ScholarWorks at University of Montana. It has been accepted for inclusion in Graduate Student Theses, Dissertations, & Professional Papers by an authorized administrator of ScholarWorks at University of Montana. For more information, please contact [email protected]. COPYRIGHT ACT OF 1975 Th i s is a n unpublished m a n u s c r i p t in w h i c h c o p y r i g h t s u b ­ s i s t s . An y f u r t h e r r e p r i n t i n g o f its c o n t e n t s m u s t b e a p p r o v e d BY THE a u t h o r . MANSFIELD Li b r a r y ÜNIVEUn i v e r s i t y Da t e : Reproduced with permission of the copyright owner. Further reproduction prohibited without permission. Reproduced with permission of the copyright owner. Further reproduction prohibited without permission. MANAGEMENT AND STAFF PERCEPTIONS OF PERFORMANCE APPRAISAL AND PROMOTION POLICIES IN THE BENUE STATE CIVIL SERVICE OF NIGERIA: Strategies and Implications for Staff Motivation in the State’s Civil Service Secretariat By Alhaji Haruna Nda Mohammed EC; AIM,A C.A.M., Ahmadu Bello University, Zaria, Nigeria, 1979 Presented in candidacy for the Degree of Master of Public Administration UNIVERSITY OF MONTANA 1984 Approved by: Chairman, Board of Examiners Dean, Graduate«@3hool / Ù-I- f-y Date Reproduced with permission of the copyright owner. Further reproduction prohibited without permission. UMl Number; EP39580 All rights reserved INFORMATION TO ALL USERS The quality of this reproduction is dependent upon the quality of the copy submitted. In the unlikely event that the author did not send a complete manuscript and there are missing pages, these will be noted. Also, if material had to be removed, a note will indicate the deletion. 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TABLE OF CONTENT Page D e d i c a t i o n ............................................... iv Acknowledgement ........................................ v List of Tables ........................................ vii Organization of Work ................................. viii Chapter One INTRODUCTION .................................. 1 The Evolution and Structure of the Federal and the Benue State Civil Services ................................... 4 The Problem ............................... 5 The Main Features of the Confidential Reporting System ......... 7 The Determination of Employee P r o m o t i o n ................................. 10 The Criticism Against the confidential Reporting System ......... ii Research Hypotheses.............. ......... 13 A Review of Existing Literature .... 14 Research Design and Methodology .... 25 Research Technique ...................... 26 Population and Sample ................... 26 Procedure for Questionnaire Distribution and Return R a t e ............ 28 Two SIMILARITIES OR DIFFERENCES IN PERCEPTIONS OF MANAGERS AND EMPLOYEE REGARDING CERTAIN ASPECTS OF THE EXISTING PERFORMANCE APPRAISAL SYSTEM .............. 30 Summary ................................. 36 Three PERFORMANCE APPRAISAL AND EMPLOYEES' PROMOTION 38 Summary ................................. 48 1 1 Reproduced with permission of the copyright owner. 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TABLE OF CONTENT - Continued Chapter Page Four SATISFACTION WITH THE EXISTING PERFORMANCE EVALUATION SYSTEM ............................... 50 S u m m a r y ...................................... 52 Five FACTORS IN THE EXISTING PERFORMANCE APPRAISAL SYSTEM IN BENUE STATE CIVIL SERVICE SECRETARIAT THAT CREATE SATISFACTION OR DISSATISFACTION IN THE EMPLOYEES ................................... 54 Summary ................................... 61 Other Factors Affecting Satisfaction or Dissatisfaction with the Performance Appraisal System .............. 62 Summary ................................... 65 Six CONCLUSIONS AND RECOMMENDATIONS ............ 66 Specific Recommendations . - ......... 71 Management and staff Meetings ............ 72 Job Redefinition and Enrichment ......... 73 Adoption of Open Performance Evaluation Report System ................... 74 C o n c l u s i o n ......................... 75 APPENDIX ................................ 77 REFERENCES................... ................................ 82 111 Reproduced with permission of the copyright owner. Further reproduction prohibited without permission. DEDICATION This research work is fondly dedicated to my beloved wife, our children and our parents IV Reproduced with permission of the copyright owner. Further reproduction prohibited without permission. ACKNOWLEDGEMENT In the preparation of this study, I am indebted to Professor Peter H. Koehn who, as both my adviser and chair­ man of my committee, gave me valuable guidance and assistance by way of comments, suggestions and criticisms right from the planning to the final stage. I also thank Professor Thomas Payne of the Political Science Department and Professor Maureen Flemming of the School of Business who, as members of my committee, rendered me valuable assistance and encouragement. I am also grateful to Pro­ fessor Gregg Cawley of the Political Science Department for his useful advice and for vetting the final chapter of this paper. I would also like to express gratitude to the fol­ lowing people for their financial and moral support to me and my family during my absence from Nigeria: Alhaji Abdullahi Madi of the Nigerian Air Force Base, Makurdi; Mr. John Ndako Wambebe also of NAF Base, Makurdi; and ASP Yahaya Yusufu of the Nigerian Police State Headquarters, Makurdi. I also wish to acknowledge, with gratitude, words of advice, assistance and co-operation by Chief P.A. Osayi, Secretary to Government and Head of Civil Service, Benue State, Makurdi; Mr. R.W.G. Erukaa, then Permanent Secretary, Administration, Civil Service Secretariat, Makurdi and a host of my colleagues at the Secretariat whom space will not permit my mentioning by name but whose co-operation and encouragement I enjoyed very much. V Reproduced with permission of the copyright owner. Further reproduction prohibited without permission. Finally, I am very appreciative of the support and assistance of Kristy Neff who did not only surrender her type writer to me but also proof read and made very useful suggestions throughout the compilation of this paper. Department of Political Science, University of Montana, Missoula. VI Reproduced with permission of the copyright owner. Further reproduction prohibited without permission. List of Tables Table Page 1 Factor Which Most Influences Promotion D e c i s i o n ............................................. 32 2 Opportunity for Employees to See and/or Comment on Judgements of Superiors About Their Performance ................................. 34 3 1979 Performance Appraisal Scores by Promotion, in Per Ce n t ............................ 40 4 1980 Performance Appraisal Scores by Promotion, in Per Ce n t ............................ 44 5 1981 Performance Appraisal Scores by Promotion, in Per Ce n t ............................ 46 6 1982 Performance Appraisal Scores by Promotion, in Per Ce n t ............................ 47 7 Satisfaction or Dissatisfaction by Managers and Employees with the Performance Appraisal System in the State ............................................. 51 8 Correlation Between Satisfaction With Appraisal System and Years Employees Have Spent in One Rank Before Receiving Last Promotion ........................ 56 9 Correlation Between Employee Satis­ faction or Dissatisfaction with the Performance Appraisal System and Their Input in the Appraisal P r o c e s s ............................................. 57 10 Correlation Between Satisfaction With Existing Appraisal System and Satisfaction With Present Status in the Service...... ................................. 59 11 Correlation Between Employees' Satisfaction with Existing Appraisal System and Employees' Desire to Make Suggestions for Improvement .............. 60 12 Superior Officer Most Preferred by Employees to Evaluate Employee Performance .........................................63 vxi Reproduced with permission of the copyright owner. Further reproduction prohibited without permission. ORGANIZATION OF WORK This study