EMPLOYEES’ PERFORMANCE APPRAISAL AS A TOOL FOR ORGANIZATION GROWTH: A STUDY OF THE NIGERIA BAG MANUFACTURING COMPANY (BAGCO) LAGOS
TABLE OF CONTENTS
Title Page
Certification/Declaration
Approval Page
Dedication
Acknowledgement
Abstract
Table of content
Chapter 1
Introduction
1:1 Introduction
1:2 Background of the Study
1:3 Statements of Problems
1:4 Objectives of the Study
1:5 Research Question
1:6 Study of the Hypothesis
1:7 Significance of the Study
1:8 Justification of the Study
1:9 Scope of the Study
1:10 Definition of Terms
Chapter 2
Literature Review
2:0 Introduction
2:1 Conceptual Clarification
2:2 Theoretical Framework
2:3 Literatures on the Subject Matter
Chapter 3
Research Methodology
3:0 Area of Study
3:1 Source of Data
3:2 Sampling Techniques
3:3 Method Data Collection
3:4 Method of Data Analysis
3:5 Reliability of Instrument
3:6 Validity of Instrument
3:7 Limitations of the Study
Chapter 4
Data Analysis
4:0 Introduction
4:1 Finding of the Study
4:2 Discussion of the Study
4:3 Summary
Chapter 5
Summary, Conclusion and Recommendation
5:0 Summary of Findings
5:1 Conclusion
5:2 Recommendations
5:3 Proposal for Further Studies
Appraisal theory is the theory in psychology that emotions are extracted from our evaluations (appraisals or estimates) of events that cause specific reactions in different people. Essentially, our appraisal of a situation causes an emotional, or affective, response that is going to be based on that appraisal. An example of this is going on a first date. If the date is perceived as positive, one might feel happiness, joy, giddiness, excitement, and/or anticipation, because they have appraised this event as one that could have positive long-term effects, i.e. starting a new relationship, engagement, or even marriage. On the other hand, if the date is perceived negatively, then our emotions, as a result, might include dejection, sadness, emptiness, or fear.