Professional Documents
Culture Documents
rating. Law (2007, p.18) states that the company`s aim was to rate their
the problem or part of the solution in organisations. They are the ways of
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human error, as the human being itself is not perfect. In this paper,
are plenty of appraisal methods and discussions about the topic, one cannot
these are often overlooked by many mangers. Stone (2008, p.296) states
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Instead of just talking to employees and being critical when giving feedback,
appraisal system for their type of organization. This should be done after
status and other business objectives. Since managers understand how the
company is run and what key objectives of the organization are, they play
former systems are as stated by Schraeder, Becton & Portis (2007, p. 20-21)
between managers and employees and what is expected from them. When a
greater trust within the organisation. They can provide a means for the
employee to discuss issues they have or things that they are uncertain of
The systems do not give a clear indication of the set criteria in which to rate
received a certain rating. One article indicates that problem with giving an
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good (halo effect) and so ignores evidence that might suggest otherwise.
Another problem is legal issues. Poor ratings resulting dismiss without a clear
forward looking through the use of goal setting. Hansen`s opinions seems
still valid where most of the journal articles, reports addresses the same
problem.
Even though fifteen years have passed since this report was released, it
appears that we are still experiencing the same problems and concerns.
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it gives a means for communication to let employees know how well their
years,
satisfying that important objective has not been changed. Mainly this is due
consuming on their behalf. Most of the managers do not spend enough time
Despite the fact that the articles that are referred in this work likely reflects
For instance, the essay method is one of the traditional methods and is
highly subjective where the appraisals should only concern about the
because it is too time consuming, demanding, lacks objectivity and far way
these smaller companies, there are fewer employees therefore the managers
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have more time to complete these and also, have more personal relationship
appraisals.
Also, instead of numerical ratings, some systems also use common words
such as “excellent”, “very good” or “keep doing what you are doing”,
therefore it is too general for the employee and does not provide
clearly outlined in the job description. Schermerhorn, Campling J., Poole, D.,
& Wiesner (2004, p.327) describes job description as: “Job description is a
the results displayed within the appraisal. Therefore managers should not
be a response like“I didn’t know that I was expected to perform that duty”. In
order to avoid that, managers need to communicate more and need to show
employees that they are interested in their work, so that employees will feel
valued, and in turn they will perform at a higher rate thus the performance
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becoming increasingly popular. The main reason for this increasing use is
that it is not biased and not based purely on the manager`s rating. This
and skills.
prolonged route which requires the input of many people. Due to the fact
that the questionnaires often long, people may suffer from exhaustion
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that too much information about each employee can be given away in this
the commitment within the workplace because not everyone would see them
or the CEO who would be too busy to view all employees on a day-to-day
basis.
commonly used than the traditional methods. A reason why this change has
higher focus on tasks. This minimises the one of the inherited problems with
leadership and team based system for performance appraisals. The MBO
Style of performance appraisals are more suited to the modern world as they
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W.Edwards Deming is probably the most famous and harsh critic against
and politics, leaving people bitter, battered, desolate, despondent, unfit for
work for weeks after receipt of rating, unable to comprehend why they are
Conclusion
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the organization`s culture and pre-set objectives. Critics may have valid
points against the system itself; however they also assume some conditions
and circumstances. Hence, organizations sooner or later can create an
appropriate performance appraisal method that fits their objectives and
culture, along with good communication.
REFERENCES
Hansen, D.A (n.d.). Performance Appraisal Tips. Retrived April 23, 2009 from
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http://iso9k1.home.att.net/pa/performance_appraisal.html
Deming, W.E. (2000). Out of the Crisis. Cambridge, MA: M.I.T. Center for
Advanced Educational Services.
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