Abstract:
The purpose of this study is to ascertain the fairness of the performance appraisal system of Unilever
Ghana Limited. The purposive sampling method was employed in the selection of supervisors of the
employees. A total of twelve (12) supervisors were selected for the study. Simple random sampling
technique was used to select six hundred (600) employee respondents from all departments of Unilever
Ghana Limited. The results from this study show that the appraisal system is not tied to the reward and
does not auger well for the organization. Employees that are much productive do not get pay
commensurate with their efforts and supervisors/managers are usually interested of the wrongs of
employees. And employee resistance was not found to be drawback in employee appraisal. It was
recommended that Unilever Ghana should adopt other employee appraisal methods in addition to the
management by objective method. This will ensure that the shortcomings of management by objective
can be controlled through the use of other methods such as 360 degrees appraisal.
