A Comparative Study of Employees’ Perception Relating to Performance Appraisal Practices in the Public and Private Banking Sector of Sindh

Performance appraisal is a key human resource practice and source of a motivation for an employee and its success depends on justice perception of an employee towards performance appraisal system. Pakistani banking sector is playing a vital role in the economic growth of the country. Private Banks are innovative and effective in their approach as compared to the public banks. Past studies have compared the public and private banks and found that new private banks are more effective than public banks in terms of technical and economic efficiency. However, there are meager studies available in the context of justice perception of performance appraisal practices in the public and private banks. Data were collected through five-point Likert scale and analyzed with SPSS 24.0 versions. In the result difference of justice is measured by mean differences and independent sample t-test. However, it is found that employees of private banks perceive greater justice as compared to public banks. This study emphasizes the importance of fairness perception of employees in the context of performance appraisal practices and could be used to better understand the problems associated with appraisal practices in public and private banks.

Exploring the Process of Progression Towards Senior Leadership

The availability of competent leaders for the sustainability of school improvement requires the development of potential leaders for the senior leadership positions. Mostly professional development of leaders is focused in the research studies (Turner, 2007) but the process of progression to senior leadership and factors affecting that process remain unpacked and unobserved, which create uncertainty and confusion for the potential leaders about their standing position in the process of progression. The purpose of this study was to explore the process of progression to senior leadership in a community based school in Karachi and to highlight the perception of teachers about the existing process of progression. Two phase sequential mixed method study was conducted to present a holistic picture of progression towards senior leadership. In the first phase through, interviews of a senior leader, the head of section and a class teacher; observations and document analysis, emerging themes about existing process were highlighted. A linear process of progression was identified within supporting and hindering factors' In the second phase, a five point rating scale survey questionnaire based on the emerging themes from phase one and research literature was used to gather teachers' perceptions about the existing process of progression, supporting factors, hindering factors and the teachers' satisfaction with the process. Survey findings were helpful to understand the teachers' perceptions about the process' A general agreement was observed among the teachers about the process of progression to leadership in the school. Their perceptions were similar to the leadership perceptions regarding process of progression and affecting factors. The dissertation also presents implications and recommendations for the future research in the area of leadership development' This study is helpful to potential leaders including teachers to plan their progression' It is also useful for the school leadership to enhance enabling factors and control the hindering factors involved in the process of progression.