Questionnaire

On
Evaluation of Performance Appraisal of the Employee’s on Janata Bank Limited
(Only for Internship Report Purpose)

Organization Janata Bank Limited

Name

Description Evaluation of Performance Appraisal of the

Employee’s on Janata Bank Limited

Category Employee Survey

Dear Respondent,
I, student of Department of Management Studies, Comilla University, am conducting a
survey on Evaluation of Performance Appraisal of the Employee’s on Janata Bank Limited.
Kindly notice that this is an academic study and the findings will remain confined within
academic interests. No part of this study will be disclosed. Your kind cooperation will be
highly appreciated.

Read the questions carefully and consider that your chosen number corresponds with your
own opinion. The question corresponds are: (1= Strongly Disagreed; 2= Disagreed; 3=
Neutral; 4= Agreed; 5= Strongly Agreed).

Please indicate your honest details about the following statements:

Name ………………………………………………………………............................

Designation ……………………………………………………........................................

Gender: Male Female

Age: 22– 29 30 – 39 40 – 55 55+ years

1. How many years you are working in the current organization?

 Less than 1 1–3 3-6  6-9

2. Do you complete a Performance Appraisal Process?

 Yes  No
3. If yes, when did you have an appraisal last?

 Within the last 12 months

 Others
4. How often is appraisal carried out in your department?

 Every 6 months
 Every 12 months
 Others
5. In your Opinion Performance Appraisal is?

 Evaluation of Employees
 Promotion of Employees
 Job Satisfaction of Employees
 Motivation
6. Do you agree that it is necessary for Performance Appraisal to be conducted in an
organization?

 I fully agree
 I partially agree
 I don't agree
7. How would you rate the Performance Appraisal method in your organization?

 Easy  Efficient
 Complicated  Inefficient

8. Which method of performance appraisal is implemented in the organization?

 Merit
 Grading
 Others
9. Do you think performance appraisal improves motivation and job Satisfaction?

 Yes
 No
10. What type of training is provided to the employee?

 On the job training

 Of the job training

11. If on the job training is provided, what method is used?

 Coaching  Understudy method

 Job rotation  Others
12. If off the job training method is used, what method is chosen?

 Vestibule training  Lecture method

 Role playing  Others
13. In your opinion, what does your organization strive to achieve through Performance
Appraisal?

 To determine training and development needs

 To determine upgrading and promotion
 To determine payment and rewards
 To review performance
 To set targets for future performance
 To provide basis for disciplinary actions
 Others

14. Please place a tick &indicate the extent to which you agree with the following
statements:
Criteria Strongly Disagre Neutral Agree Strongly
Disagreed ed d Agreed
i. Recruitment and Selection
process help the Performance
appraisal system.
ii. Quality of Training and
Development program
improve Performance
appraisal.
iii. Reward system affects
performance appraisal
system.
iv. Quality of Performance
Appraisal system (ACR)
v. Rules and regulations of
Promotion Policy improve
performance appraisal
 system.
vi. Posting and Transfer system
affect performance appraisal
process.
vii. Compensation package
improve performance
appraisal.
viii. Satisfied with Incentive
plans improve performance
appraisal.
ix. Working environment and
Disciplinary system improve
performance appraisal
process.
x. Satisfaction of HR practices
improve performance
appraisal.
xi. Retirement plan affect
performance appraisal
system.

15. Do you have any further issues about human resource practices of your organization that
you would like to comment on?

……………………………………………………………………………………………………………
…………………………………………………………………………………………………....………

………………………………………………………

Date & Signature of Respondent

 Questionnaire
On
Impacts of Emotional Intelligence: A Study from the Perspective of the Organizational
Performance in Bangladesh
PART: A

Name (optional): Name of the Bank/Organization:

Disclaimer: Data are collected for research work and the information collected from respondents
would be kept confidential.
If you need further assistance please contact with the researcher by email: rebaka.cou@gmail.com
Thank you for your kind cooperation.

1. Demographic information of the respondent:

Serial Question Answer/Code

1.1 Sex of the respondent Male=1 Female=2
1.2 Age of the respondent a) 25-35 b) 35-45 c) 45-55 d) 55-above
(years)
1.3 Designation of the
respondent
1.4 Educational qualification Bachelor=1 Master=2 PhD=3 Others=4
1.5 Total job experience (years)

PART: B

Read the questions carefully and consider that your chosen number corresponds with your
own opinion. The question corresponds are: (Strongly Agreed=5; Agreed=4; Neutral=3;
Disagreed=2; Strongly Disagreed=1).

[Please tick (√) one cell for each statement]

Sl. Statements Code

No
a) Interpersonal Competence
1 Interpersonal sensitivity 5 4 3 2 1
Showing sensitivity and empathy towards others, particularly
considering their needs and feelings.
2 Emotional resilience 5 4 3 2 1
Being able to maintain your performance, especially when
under great pressure or when being challenged or criticized.
3 Intuitiveness 5 4 3 2 1
 Ability to make decisions, using reason and logic when faced
with incomplete or questionable information.
4 Conscientious 5 4 3 2 1
Being consistent in your words and actions, and showing
integrity.
b) Job Performance
5 Reading people 5 4 3 2 1
Analyze own emotions and recognize how others are feeling in
different situations.
6 Using emotions 5 4 3 2 1
Use emotional states to facilitate judgment, decision making,
problem solving and creativity.
7 Understanding emotions 5 4 3 2 1
Understand the root causes of positive and negative emotions.
8 Managing emotions 5 4 3 2 1
Handle own and others emotional state sensitivity and
effectively.
c) Effective Leadership
9 Self-awareness 5 4 3 2 1
Ability to recognize how your emotions affect your behavior
and performance.
10 Controlling emotions 5 4 3 2 1
Ability to control own emotional state and save you from hasty
decisions that you later regret.
11 Motivating oneself 5 4 3 2 1
Ability to use your deepest emotions to move and guide you
towards your goals.
12 Empathy 5 4 3 2 1
Ability to sense, understand and respond other people feeling.
d) Motivation and Creativity
13 Optimistic 5 4 3 2 1
Having a positive outlook and look at the brighter side of life
14 Creative 5 4 3 2 1
Create positive work environment and brings healthy job
attitudes.
15 Better personality 5 4 3 2 1
Motivate own and others which produces better results at work
and in personal life.
e) Decision Making
16 Effective decision 5 4 3 2 1
Positive moods and emotions help for better decision making.
17 Problem solving 5 4 3 2 1
Positive emotions people solving own problems and take good
decisions quickly.
18 Negotiation 5 4 3 2 1
Manage conflict and stressful situations having an active
listening techniques and skill of reading non-verbal cues.
f) Social Competence
19 Social awareness 5 4 3 2 1
 Ability to sense, understand and react to others' emotions while
comprehending social networks.
20 Social responsibility 5 4 3 2 1
Identifying and feeling part of our social groups

21 Social relationship 5 4 3 2 1
Ability to manage emotions in relationships and develop others
while managing conflict.
g) Overall Management Effectiveness/Organizational
Performance
22 Emotional management 5 4 3 2 1
Managing internal emotional states and adapt to changing
circumstances.
23 Relationship management 5 4 3 2 1
Ability to inspire, influence, and connect to others and to
manage conflict.
24 Adaptability 5 4 3 2 1
Coping with and adapting to change in our daily life.
25 Stress management 5 4 3 2 1
Effectively and constructively managing our emotions and
control.

References:

 THE GOLEMAN FRAMEWORK: EI – Four Learned Competencies, Bradbery, T

and Greaves, J. The Emotional Intelligence Quickbook, Talent Smart, 2003.