Abstract:
The purpose of this study was to examine the effect of performance management practices on employee
motivation in Liban Jawi Secondary school, West Shoa Zone, Oromia National Regional State. In
order to fulfill the objective this study used a mixed research approach was employed. Cross sectional
Survey questionnaire was employed taking a sample of 158 from respondent teachers through simple
random sampling technique (lottery method) to collect data. Besides, semi- structured interview was
used to consolidate and verify the information. Descriptive statistics, correlations and multiple
regressions analysis were performed to analyze quantitative data, using statically package for social
science (SPSS) version 23 and qualitative data analysis in narrative form. The descriptive result show
that almost all practices of performance management rated below moderate, except knowledge of
performance management. The result also indicated that the school employers were not in good
position in motivation. The results from Pearson’s correlation indicates that except knowledge of
performance management and involvement of employees in performance planning other practices of
performance management have positive and significant relationship with overall employees’
motivation. The result of multiple regression analysis shows that performance execution, performance
assessment, managing and reviewing performance, performance renewal and re-constructing
positively and significantly contribute on employees’ motivation 53.7%. It is recommended that the
Liban Jawi measuring and developing the performance of employees to enhance employees’
motivation. It is also recommended that secondary school should practice different financial and non financial incentive in addition to the existing motivational practices that are related to employees’
performance to enhance the employees’ extrinsic and intrinsic level of motivation.
The finding with respect to the implementation of Performance Management Practice indicates that
the average mean values for the practices of Performance management ranges between the lower (M =
2.578, SD = 1.149) for performance assessment and the higher (M = 3.864, SD = 1.096) for knowledge
of performance management. Finally, the school should give attention to performance execution,
assessment, managing and review and renewal and re-constructing to enhance employees
performance and motivation.
