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Managers are not equipped with the necessary tools to conduct a meaningful appraisal (Breadwell, Holden, Claydon , 2004)

Performance is often neglected until the end of the year appraisal.

Individual performance is not linked to the ministry's overall performance.

The Ministry's vision, mission and objectives are not communicated to staff.

4.8 Conclusion

Based on this research and the objectives of this research,, which aligned the current practices of Performance management to theory, it can be concluded that the Performance management system is not effective.

RECOMMENDATIONS & CONCLUSIONS:

5.1 Recommendations

The following recommendations are based on the descriptive and inferential reviews discussed in the previous chapters.

It is recommended that a structured/formal process of managing performance be developed to support the staff component and thereby have a meaningful contribution towards organisational development.

Training and development across the border to include Managers to better prepare them for conducting meaningful appraisals, and to develop the performance of employees that will impact positively on the performance of the Ministry.

Send staff on retreats to keep them informed of the ministry's strategy. This will also give them a sense of belonging that will foster improvements in their overall performance.

Reward and recognition strategies could be implemented to reward workers and foster an organisational culture committed to rewarding and recognising performances, whilst at the same time developing strategies to manage poor performances.

5.2 CONCLUSION

This chapter gave recommendations about performance management based on the empirical research conducted as well as theory and good practice on the topic. Although the response rate was somewhat low for known reasons, it was however encouraging to note that the organisational climate and culture at MCDCGA was quite receptive to performance management.

The research has identified deficiencies in the current performance management system that is in need of being addressed. It is with much hope that the issues addressed in the recommendations be put to use to curb these issues and develop an environment which contributes highly towards high levels of performance, both and the individual and organisational levels.