In practice, there are two types of performance appraisal for instance, in appraising the lower level mangers, majority of firms utilizes traditional performance appraisal technique. A check list and rating system were designed, and the immediate supervisors make arbitrary assessments of performance though the upper level mangers are conversant with the concept of management by objectives.
Secondly, the upper level manager’s performance is also evaluated.
For example, when evaluating the performance of a district manger, say the performance of the districted is evaluation and this becomes the determinant of the evaluation of the manger. Furthermore, the evaluation performance of management as a whole is usually based purely on an analysis of financial accounting data exclusively.
One obvious reason for this occurrence is the lack of
agreement on a reliably tool for measurement of performance of management other than with the use of accounting data.
Recently, many have contended that in order to appraise the value of management, calculations must be made in addition to those prepare for financial ratio analysis.
It is in the context that the management audit started.
1.1 BACKGROUND OF THE STUDY
Management audit attempted to aid he management of the organisation by providing it with information and analysis useful in the process of control. Management audit can also be significant in
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