Evaluation of 360 Degree Performance Appraisal on Civil Servants’ Motivation in the Department of Tourism, Kenya

Abstract

Organizations with best systems of performance appraisal usually show higher growth, higher return per employee, less attrition rate and stable platform for new challenges. The purpose of this study will be to assess the influence of the performance appraisal techniques on civil servants’ motivation in the department of Tourism in Kenya. The study established the bearing of the 360 Degree Performance Appraisals on civil servants’ motivation. The study will benefit the, academicians, policymakers and community members. The study was guided by the Expectancy Theory. The study adopted a descriptive survey research design with a target population of 174 staffs of Job Group H and above. A sample size of 123 persons was utilized after being determined using Krejcie & Morgan table (1970). The study adopted a stratified random sampling technique to identify the respondents of the instruments. The study used structured questionnaires as the main tool of data collections. The instrument was validated by the supervisors. Reliability of the instrument was determined through a pilot study. Thereafter, Cronbach alpha coefficient of 0.801, 360 Degree Performance Appraisals on civil servants’ motivation was obtained from the instrument. This indicated that the instrument was reliable. Quantitative data was analyzed using descriptive statistics and inferential statistics and presented in tables. The study established that 360 Degree Performance Appraisals technique (p=0.000) significantly influenced civil servants’ motivation. It is concluded that the technique (360-degrees) of performance appraisal, influence civil servants’ motivation

Keywords: 360 Degree Performance Appraisal, civil servants’ motivation, Department of Tourism, Kenya.