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The major purpose of this research is to investigate student and teacher performance evaluations, as well as their consequences on pupils in Bwari Area Council, Abuja. The study employed survey research methodology, with sixty (60) teachers and students chosen as study participants using simple sampling. The data was gathered from both primary and secondary sources, with questionnaires serving as a mechanism to get the necessary information.

Following administration, the questionnaires were properly filled and so served as the foundation for collecting primary data.The hypothesis was tested using the SPSS v.2.3 chi-square test statistical tool, and the results were consistent with the questionnaire responses.

According to the study’s conclusions, it is vital to compare what employees should accomplish based on performance criteria with what they actually do.

According to the findings of the study, informing workers of their rating will help encourage them and enable them to improve their performance. As a result, the researcher suggests that Human Resource Managers provide continuous performance feedback to employees as a tool for behaviour change and performance enhancement.




1.1 Background of The Study

Performance appraisal is a hotly discussed topic in the field of performance management. The importance of performance appraisal systems stems in part from today’s business environment, which is characterised by the need to achieve organisational goals while also remaining competitive in highly competitive markets through excellent employee performance (Chen and Eldridge, 2012).

According to many research, companies have minimal influence over their employees’ behaviour in this situation (Attorney, 2007). Organisations, on the other hand, have control over how employees carry out their responsibilities. Furthermore, performance appraisal study shows that a big majority of employees want to do a good job as part of their personal goals and as a mark of dedication to the firm (Wright & Cheung, 2007).

It is claimed that the ability to provide workers with an adequate working environment is the key to ensuring that they perform effectively. Such an environment is characterised by fair treatment, support, effective communication, and cooperation.

According to Maley (2013), these are the qualities of a successful performance appraisal system. While focusing on performance appraisal as a motivational tool, research indicates that performance appraisal systems can be used to increase motivation (Chen & Eldridge, 2010; Appelbaum et al., 2011).

However, because the relationship between performance evaluation and employee motivation has been studied in a conventional or broad manner, it is frequently confusing. Traditional performance evaluation has been admonished for rewarding win-lose outcomes rather than win-win outcomes, which foster helpful and cooperative behaviour (Rowland & Hall, 2012).

The (1)-6-3-3-4 formula governs Nigeria’s educational system: one year of pre-primary education, six years of primary school, three years of junior secondary education, three years of senior secondary education, and a minimum of four years of higher education. Prior to Nigeria’s adoption in 1989, the concept had been successfully applied in China, Germany, and Ghana.

It was, however, never fully implemented in Nigeria. Despite the fact that consecutive administrations ostensibly endorsed the policy’s goals, none were able to put them into action. Infrastructure deterioration, incompetence, resource waste, and awful working conditions plague Nigeria’s educational system; instructors are underpaid. The aforementioned elements all boil down to a teacher’s ability to function well in the face of a difficult working environment. Brownyn(2001).

Teacher performance assessment refers to the process of evaluating an individual teacher’s performance against the backdrop of his work environment and future potential for the educational system. It is a complete personnel evaluation that typically lasts a year or more. Ajie, C. A. (2006). The primary focus of the appraisal is job evaluation and incentive for teachers who have performed effectively in the course of their obligations.

These incentives could include money, promotion, or the giving of an achievement award, among other things. However, it is unclear whether the Nigerian ministry of education has created an evaluation system to measure the effectiveness of teachers’ work and to recognise those who have properly carried out their duties. The performance evaluation includes all information concerning a teacher’s work performance.

It is widely acknowledged that effective teacher self-evaluation is crucial to the growth of educational systems. Teachers, on the other hand, are wired to reflect on their work, evaluate it, and seek ways to improve it. However, if the Nigerian educational system does not establish a system of evaluation and motivation. There will be nothing to inspire the teacher, resulting in ineffective performance.

1.2 statement of the Research problem

A teacher is a person or group who imparts information to others. In Nigeria, we have teachers in primary, secondary, and tertiary universities.

An appraisal system is a technique used to inspire workers; however, it is unclear whether an appraisal system exists in today’s educational system to motivate both instructors who have properly executed their obligations and teachers who have not. Either in terms of money, advancement, job stability, dismissal, questioning, and so on.

The appraisal system, on the other hand, will be effective in assessing the performance of both good and bad teachers. A successful assessment system should be capable of distinguishing between effective and ineffective teacher performance, measuring teacher quality, and assisting in the development of a highly qualified teaching workforce.

However, it is unclear whether Nigeria’s educational system inspires teachers or whether appraisal has an impact on teacher performance. As a result, the study will look at the Nigerian education system’s performance appraisal system and its impact on teacher performance.

1.3 objectives of The study

The study’s principal goal is as follows:

Find out if there is an evaluation mechanism in place to motivate teachers.
to learn about the tactics used in the performance appraisal system used to encourage
How frequently teachers’ competency assessment procedures are used.

1.4 research Hypothesis

H0: There is no evaluation system in place to incentivize teachers.

H1: There is an evaluation system in place to inspire teachers.

H0: There are no tactics used in the performance appraisal system to encourage teachers.

H1:There are approaches used in the performance appraisal system to promote teachers.

1.5 Importance of the research

The importance of this study cannot be overstated because:

An Investigation Of Child Friendly School Environment And Social Relationship: Its Effect On Academic Achievement Of Public Primary School Children will be investigated in this study.
The research findings will surely provide much needed information to government organisations, the ministry of education, and academics.

1.6 Scope of The Study

This study investigates the Nigerian education system’s performance appraisal system and its impact on teacher performance. As a result, secondary schools in owerri municipal, Imo state, will serve as case studies.

1.7 limitations of the Research

A variety of difficulties hampered this investigation, which are as follows:

just like any other research, from a lack of needed precise materials on the issue under study to an inability to obtain data

The researcher faced financial constraints in obtaining essential materials as well as printing and collating surveys.

Time limitation: Another constraint is time, which makes it difficult for the researcher to juggle between producing the research and engaging in other academic activity.

1.8 operational definition of Term

A performance assessment system is a systematic process in which a supervisor or manager evaluates an employee’s personality and performance against predetermined standards.

Effective: producing the desired or planned consequence.

The act of delivering a play, concert, or other type of entertainment is known as performance.

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