The Plan of the Research on the Employee Feedback

CHAPTER 1: INTRODUCTION (This is the beginning section of the research, which states its goals and purpose.)

Background of the Study (The study background need to show the root and cause of the problem under study, its scope and the manner in which past studies have tacked the area under study)

Problem Statement (The problem or issue are you confronting is to be talked about in the problem statement)

Purpose of the Study (What is the study purpose as it relays to the problem; are suggestions offered that solve the problem?)

Significance of the Research (State the reasons why the study is important and the manner in which it will help)

Contribution to Knowledge (How is the study going to supplement so as to understand the goal orientation, metacognitive knowledge, and the studys perceived feasibility.)

Assumption of the Study (Does the assumptions ideas or statements of the study Describe the feasibility study result for all identified alternate solution)

CHAPTER 2: LITERATURE REVIEW (Does the literature review provide an account of information that has been written on the study topic by accredited researchers and scholars? Does it include substantive, theoretical and methodological findings?)

2.1 Employee Feedback (Employee feedback provides professional, and personal development and employees normally crave feedback)

2.1.1 The Importance of Employee Feedback

2.1.1.1 Work Performance

2.1.1.2 Work Performance and Employee Feedback

2.1.2 Positive and Negative Feedback

2.1.2.1 Effects of Employee Feedback

2.2 Performance Evaluation or Appraisal

2.2.1 Performance appraisal or evaluation Satisfaction

2.2.2 The evaluation Process

2.2.3 The evaluation Interview

2.2.4 Evaluation out comes

Performance Evaluation satisfaction and Intentions to leave

CHAPTER THREE: METHODOLOGY

3.1: Research Questions and Hypotheses

3.2: Research Methodology and Design

3.3: Population and Sample Selection

3.4: Sources of Data and Data Collection Procedure

3.5: Data Analysis Procedure

3.6: Research Validity and Reliability

3.7: Ethical Considerations

3.8: Limitation of the Study

CHAPTER FOUR: RESULTS AND ANALYSIS

4.1: Preliminary Analysis

4.2: Factor Analysis

4.3: Demographic Variables

4.4: Hypothesis Testing

CHAPTER FIVE: DISCUSSION

5.1: Practical Findings and Implications

5.2: Limitations

5.3: Future Research

CHAPTER SIX: CONCLUSION AND RECOMMENDATIONS

References

Appendix

References

BIBLIOGRAPHY

Asumeng, M. (2013). The Effect of Employee Feedback-Seeking on Job Performance: An Empirical Study. International Journal of Management, 373.

Collins, & Brian. (2002). Meeting employee expectations: exploring change through employee feedback. Journal of environmental health, 30.

Devey, G. (2013). Giving Your First Employee Feedback: For New Managers. Australia: ImPackt Publishing.

Dignen, B. (2014, March 17). Five reasons why feedback may be the most important skill. Retrieved from http://www.cambridge.org: http://www.cambridge.org/elt/blog/2014/03/five-reasons-feedback-may-important-skill/

Donald, F. (2013). Impression Management: 20 Its Interpretative Role In The Supervisor-Employee Feedback Process. Impression management in the organization, 327.

Fisher, A. (2004). Turn star employees into superstars. fisher2004turn.

Marlinga, J. (2006, May). Continuous Feedback:An analysis of performance evaluation and employee. Retrieved from https://www.ncsc.org/~/media/Files/PDF/Education%20and%20Careers/CEDP%20Papers/2006/MarlingaJenniferCEDPFinal0506.ashx