Throughout life, people inevitably are evaluated based on their different positions, duties, and situations. As a student studying at school, school performance directly affects the level of academic achievement, while job performance strongly influences the livelihood and financial income of a hired employee. Every person in society is closely subjected to performance appraisal, which is the measurement of performance among individuals. In order to measure peoples’ performance, there are many different kinds of performance appraisals that evaluate how well people are doing with their tasks, and their performance can be rated by everyone including the workers themselves. It is clear that our performance of different tasks deeply influences our life prospects and choices. Nonetheless, raters are humans, who cannot prevent bias and errors which can lead to unfair evaluations. Also, evaluators are not always clear on the standard of evaluation (e.g. Different evaluators can have various ways of ratings on the same person). The study of performance appraisal helps to reduce raters’ bias and errors by improving the accuracy of performance measurements. For organizations, accurate performance appraisals can guide the direction of development and quality control, meanwhile, strengthening the communication between employers and employees. The purpose of this study is to inspect the valid and biased predictors of employee and student performance. Performance Definition In order to examine employee and student performance, it is important to clarify what performance truly stands for. According to Campbell, McCloy, Oppler and Sager (1993), job performance is an observable action based on meeting organization goals. The Campbell’s Performan... ... middle of paper ... ...and rater leniency: Comparison of broad and narrow measures of conscientiousness and agreeableness.(Master's thesis). Retrived: http://digital.library.unt.edu/ark:/67531/metadc3668/m2/1/high_res_d/thesis.pdf Investopedia. (2014). Retrieved from Investopedia website: http://www.investopedia.com/terms/u/unbiased-predictor.asp Levy, P. E. (2010). Chapter 4: Criterion measurement. In Industrial Organizational Psychology: Understanding the Workplace (3rd ed., pp. 81-101). New York: Worth Publishers. Levy, P. E. (2010). Chapter 5: Performance appraisal. In Industrial Organizational Psychology: Understanding the Workplace (pp. 104-130). New York: Worth Publishers. Witt, L. A., Burke, L. A., Barrick, M. R., & Mount, K. M. (2002). Research reports. The Interactive Effects of Conscientiousness and Agreeableness on Job Performance, 87, 164-169. doi:10.1037//0021-9010.87.1.164
Miller, C. E., & Thornton, C. L. (2006). How Accurate Are Your Performance Appraisals? Public Personnel Management, 35(2), 153-162.
The performance assessment and appraisal forms are crucial within the performance management system (Aguinis, 2014). However, the appraisal form within the case study provided is designed for the supervisor’s use thus missing one vital factor throughout the entire process, employee participation. Thus, questioning the validity and reliability of the process. This is especially concerning as the bottom 10 per cent of employees are being fired and the top 20 per cent are being rewarded with $5,000.00 based on what their supervisor records on the form without consultation with employees. Thus, supervisors may not provide accurate scores as they do not have to justify their responses (Aguinis,
pp. 146-170. Kreitner, R., & Kinicki, A., (2004). Organizational Behavior (6th ed.). New York: McGraw-Hill/Irwin.
Cognitively, these behaviors may influence how individuals understand the characteristics of their jobs, as is the situation when individuals with optimistic core self-evaluation understand intrinsic job features more completely, even controlling for real job complexity. Affectively, these personalities might stimulate job satisfaction through their outcome on mood or mood at the organization. Lastly, employees who are emotionally steady, extroverted and conscientious may be better-off at work because they are more possible to achieve sustaining results at work. Part of this outcome may operate through job presentation, such that conscientious employees achieve better and are more content with their jobs because of the intrinsic ...
Discussed below are different researchers’ arguments and explanations on how personality predicts employee performance. This essay will explore both negative and positive ways in which personality can predict the performance, as well as explaining what personality is. Past research has “demonstrated that personality constructs are associated with work performance, with some traits like conscientiousness predicting success around jobs. Other linked with specific occupations e.g. extraversion correlates with success in sales and management as well as training performance supporting”, (Barrick et al., 2002, 87: p.43).
Numerous studies have been conducted on each factor and their subsets within the Five Factor Model; however, most studies have focused on extraversion, neuroticism, and their contributions to understanding an aspect of personality due to the ease in which each factor can be observed. The study of the Five Factor Model personality trait, conscientiousness, and its sub factors began to gain recognition as a meaningful and practical personality trait in the 1990s, and have been extensively studied and will continue to be studied throughout the twenty-first century. This paper examines how conscientiousness and its sub factors affect personality psychology based on scholarly literature and scientific research that thoroughly explains the role
Preview: This book provides a lengthy indoctrination of the what and why of performance management. This summary will cover both the pragmatic and practical pieces of the text; while excluding some of the specific instruction for those who oversee the overall orchestration of performance management in the workplace. The purpose of this paper is to allow its readers to grasp some main themes of performance management and develop a vocabulary for discussion and debate of the topic.
Levy, Paul E. Industrial Organizational Psychology. New York: Worth, 2013. Print. The. Laird, Dugan, Sharon S. Naquin, and Elwood F. Holton.
Performance appraisal is perceived by most as a tool to reward or penalize employees for their good or bad work respectively by the end of a year. This notion is a challenge in itself to deal with. The whole exercise becomes dull for both supervisors and their subordinates and they tend to look at it as an additional responsibility which they have to finish. In the end, there is little or no value addition for either the employee or the organization. There are, however, better ways of looking at and conducting performance appraisals. It can give much needed feedback to both performers and laggards to improve upon and if done properly can even boost their motivation. More importantly, they provide a chance to employees to have a say in their goal setting and thus aligning it with the departmental and organizational goals. Also, the process itself has a value in team making.
Allport defines personality as ‘the dynamic organisation within the individual of those psychological systems that determine his unique adjustment to his environment’ (Allport, 1937). An individual’s unique personality traits and attributes are a powerful indicator of how he/she will interact with the work environment. The difference between average and outstanding employees can often be solely personality related. As the employee is the most valuable asset to the company, ‘selecting the right employee during the process is critical’ (Carbery and Cross, 2013, pp. 41-53)
Stephen P. Robbins and Timothy A. Judge in "Organizational Behavior", 12th ed. Upper Saddle River, New Jersey, 2005, p. 407
There exists positive relationship between agreeableness and discipline, conscientiousness and discipline and between openness to experience and discipline. This implies that individuals with agreeableness as their personality type adjust their behavior to suit others. High scorers are typically polite and like people. Low scorers tend to 'tell it like it is'. On the other hand individuals who fall into the category of conscientiousness personality type are honest and hardworking and hence more disciplined.
One of the most prominent trends in organization today is the use of team to accomplish the work, which have assigned to an individual. Every team is made up of specific individuals and they are specialized in certain area of interest. If one of the specifications is missing It can be reflected on their performance. It indicates that, every individual is important for the organization. An individual’s performance within an organization and its relationship with its subordinates and coworkers is highly influenced by the Big Five personality traits. My Big five test results depicted that I am traditional/conventional individual with significantly high percentile of conscientiousness and agreeableness. I also have lower neuroticism and slightly
Grubb, T. (2007). "Performance Appraisal Reappraised: It's Not All Positive." Journal of Human Resource Education. Vol. 1, (No. 1,): 1-22.
Although performance is a major objective at top organizations, successfully addressing poor performance is also a key focus. Although many employees feel or dread performance appraisals they are directed to enforce clarity with individual employees day-to-day work-load, performance appraisals develops responsibility while making employees accountable for performance expectations, reinforces future career planning, helps the organization with determining training needs, and provides a stem of documentation for legality purposes. Performance management in detail is much broader than many employers, and employees assume and necessitates so much more. Proficient appraisals should represent a summary of on-going dialogue. Focusing only on an annual performance evaluation leads to misrepresentation of the performance management process in its