Importance of system and leadership in performance appraisal

Abstract

characteristics of the teacher performance appraisal system and the school leader for procedural justice and perceived feedback utility by teachers. Methodology: Both interviews with school leaders and a questionnaire for teachers were used to collect our data in 32 schools. Path analyses (n=298) were used to test our research model. Findings: The results indicate that teacher participation in the teacher performance appraisal system significantly influences the perceived procedural justice by teachers which in its turn significantly influences the perceived feedback utility. The role of the school leaders is found to be extremely important. Charismatic leadership influences both directly and indirectly (through procedural justice) the perceived feedback utility by teachers. Originality: Our study contributes to the research field of (teacher) performance appraisal by studying empirically appraisal system characteristics and leadership characteristics that effect appraisal reactions. In this regard, this study responds to the need for more empirical research to uncover the social context of performance appraisal, especially in the field of education where there is a general skepticism towards teacher appraisal and its possible positive outcomes.System and leadership in performance appraisal 3

Antecedents of Performance Appraisal and Organizational Performance in Water and Sanitation Companies in Kenya: A Case of Murang’a Water and Sanitation Company limited

“…People need to know in a timely manner how they are doing, what is working, and what is not. (Tuytens & Devos, 2012) Feedback should be given in a manner that will best help improve performance. Since people respond better to information presented in a positive way, feedback should be expressed in a positive manner (Gbadamosi & Ross, 2012).…”

“…Performance testing is an informational system which is the essential core of the performance appraisal process (Tuytens & Devos, 2012). This has a vital significance for the system of performance appraisal to be effective and efficient.…”

Managers’ Perceptions of the Performance Appraisal System in the Local Municipality of Gauteng Province in South Africa

“…An effective performance appraisal system requires that employees' roles and responsibilities be clarified beforehand so that it could be explained how the roles and responsibilities contribute to wider team or organisational goals. This practice creates linkages between individual employee performance with organisational goals without which, entropy and not synergy, becomes the order of the day (Tuytens & Devos, 2012). According to Robbins (2001), supervisors, peers, self or others, depending on the organisation, can conduct a performance review.…”

“…Apparent from the empirical data is that the job responsibilities and duties are not clearly specified and clearly defined in the demarcated area of study. Tuytens and Devos (2012) propose that employees' roles and responsibilities should be properly identified after which they should be used as a predication against which their performance will be appraised. To enhance the effectiveness of the performance appraisal, employees' roles and responsibilities should be clearly specified and defined.…”

Relationship BetweenTeacher Motivation and Organizational Variables: ALiterature Review

“…Aguinis, Joo, and Gottfredson (2011) found that while performance appraisal was utilized in the majority of organizations, 70% of employees felt that these appraisals did not contribute to their professional development. Darling-Hammond, Newton, and Wei (2013) and Firestone (2014) believed that though modest progress has been made in this field, teacher performance appraisal is essential in estimating the quality of teaching and students' learning (Tuytens & Devos, 2012;Wang, Tseng, Yen, & Huang, 2011). Due to the inconsistencies in many current teacher appraisal processes, teachers tend to view them negatively (O'Pry & Schumacher, 2012).…”