GR Semicolon EN

Show simple item record

dc.contributor.author
Toukmenidou, Eleni
en
dc.date.accessioned
2015-06-13T10:54:32Z
dc.date.available
2015-09-27T05:57:25Z
dc.date.issued
2015-06-13
dc.identifier.uri
https://repository.ihu.edu.gr//xmlui/handle/11544/312
dc.rights
Default License
dc.title
Employee Attitudes Towards Performance Appraisal Systems
en
heal.type
masterThesis
heal.secondaryTitle
A Greek Case
en
heal.language
en
heal.access
free
el
heal.license
http://creativecommons.org/licenses/by-nc/4.0
heal.recordProvider
School of Economics, Business Administration and Legal Studies, MSc in Management
heal.publicationDate
2010-10-15
heal.bibliographicCitation
Toukmenidou Eleni ,2010 ,Employee Attitudes Towards Performance Appraisal Systems: A Greek Case, Master's Dissertation, International Hellenic University
en
heal.abstract
The purpose of this paper is to estimate the employees’ perceptions of a big Greek corporation, about the upcoming introduction of a performance appraisal system. Two methods are used in order to perform this research. First, an interview with the HR director of the company and second a questionnaire survey on the employees. By combining these two methods the following research question is going to be answered: “Which are the employees’ perceptions for an upcoming introduction of a performance appraisal system?” The research is conducted in the Greek industry MEL (Macedonian Paper Mills), located outside Thessaloniki. The results of the research show that the organization faced some problems in the past with the HR department and its concentrated functions. The employees of the company are not aware of the organizational goals and targets and are not aware of what a performance appraisal system is. The relations of the employees with their supervisors can be characterized as sufficient at this point. However, this relationship needs improvement. Additionally, enhancement of the role of managers in the organization is needed, in order to have a well-functioning performance appraisal system. Finally, the perceptions and preferences of the employees between financial and non-financial incentives are highly depended on their job position and their educational background. It is also recommended to the company to improve the communication of its culture and create awareness of such systems before and during the introduction. In this way, and by creating an effective reward system that detects also the specific needs for each job position, the company will apparently improve its HR function and its overall performance. Moreover, this paper can inspire other researchers for further expansion of the research on a bigger number of companies of different fields and locations.
en
heal.tableOfContents
1. Introduction ............................................................................................................ 6 2. Literature Review....................................................................................................... 8 2.1. The Performance Appraisal Systems .................................................................. 8 2.1.1. The importance of Performance Appraisal Systems .................................... 8 2.1.2. Elements of a Performance Appraisal System ........................................... 10 2.2. Financial and non-financial incentives .............................................................. 11 2.2.1. Non-financial incentives ............................................................................. 11 2.2.2. Financial Incentives .................................................................................... 13 2.3. Research aims .................................................................................................... 15 3. Research Design....................................................................................................... 15 3.1. Approaches of empirical research ..................................................................... 15 3.2. Survey................................................................................................................ 17 4. Data Analysis ........................................................................................................... 19 4.1. Interview Analysis............................................................................................. 19 4.2. Survey Analysis................................................................................................. 21 4.2.1. Characteristics of the sample ...................................................................... 21 4.2.2. General Attitudes to Appraisal ................................................................... 23 4.2.3. Corporate Culture on Performance Assessment ......................................... 25 4.2.4. Assessment Criteria .................................................................................... 26 4.2.5. Supervisor-Subordinate relationship .......................................................... 28 4.2.6. Non-Monetary Incentives ........................................................................... 30 4.2.7. Monetary Incentives ................................................................................... 32 5. Discussion ................................................................................................................ 35 5.1 Characteristics of the sample.............................................................................. 35 5.2 General Attitudes to Appraisal ........................................................................... 36 5.3 Corporate Culture on Performance Assessment................................................. 37 5.4. Assessment Criteria ........................................................................................... 38 5.5. Supervisor-Subordinate Relationship ................................................................ 40 5.6. Non-Monetary Incentives .................................................................................. 42 5.7. Monetary Incentives .......................................................................................... 43 6. Conclusion and Recommendations .......................................................................... 45 6.1. Conclusion ......................................................................................................... 45 6.2. Policy Recommendations .................................................................................. 48 6.3. Further Research Recommendations ................................................................. 49 6.4. Study Limitations .............................................................................................. 49 References .................................................................................................................... 50 Appendix A .................................................................................................................. 52 Appendix B .................................................................................................................. 57
en
heal.advisorName
Mihail, Dimitrios
en
heal.committeeMemberName
Mihail, Dimitrios
en
heal.committeeMemberName
Petridou, Evgenia
en
heal.committeeMemberName
Katsaliaki, Korina
en
heal.academicPublisher
School of Economics, Business Administration and Legal Studies, MSc in Management
en
heal.academicPublisherID
ihu
heal.numberOfPages
58
heal.fullTextAvailability
true


This item appears in the following Collection(s)

Show simple item record

Related Items