Abstract:
This study was carried out to establish the impact of performance appraisal and motivation on employee performance in the Ugandan police force. The study was conducted from Busia and Kanoni-Mpigi police stations for comparative purposes.
The study involved seventy respondents: fifty from the lower ranks, ten police officers and ten local council I leaders. These were selected using simple random sampling, and purposive sampling respectively. Data was collected mainly through the use of self- administered questionnaires and open-ended interviews. Documentary review of performance appraisal and motivation was also done.
The study findings revealed that performance appraisal consist of a wide range of planned activities aimed at determining how well employees do their jobs compared to the professional standards, but is constrained by lack of sufficient funds and manpower in the police force. There are no proper standards for performance appraisal and this lowers the personnel’s morale to execute their duties.
It was concluded that:
(i) Performance appraisal is poorly done in the Ugandan Police force. The exercise is done once a year for the purposes of effecting promotions.
(ii)There are no proper standards set for performance appraisal in the Ugandan Police force.
(iii)The Ugandan Police force is poorly motivated to effect their work roles.
(iv)There is a significant relationship between the levels of motivation and employee performance
(vii) In instances where motivation levels are high, employees become satisfied and get devoted to their work. This improves their performance.
Because the study findings could not have been generalized due to the geographical confinement and changes over time, recommendations and areas for further research were suggested as can be seen in chapter five. Overall, the recommendations and areas for further research point out the need for the need to all possible such that the police force can be motivated to effect their work roles.
