More handpicked essays just for you.
Case study on performance appraisals
Case study on performance appraisals
Case study on performance appraisals
Don’t take our word for it - see why 10 million students trust us with their essay needs.
Introduction
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.
…show more content…
According to a research in neuroscience, during performance appraisals, the appraiser inevitably projects his biases onto the process and its subjects. Broad category of biases affecting the appraisal systems are as follows.
Rater Bias
It is observed that raters adopt a different approach while rating women and men. For example, it
…show more content…
The curve can accommodate only a few people at the top. For this, during performance appraisal, relative appraisal mechanisms are employed, wherein an employees’ performance is benchmarked against that of a group of people. When performance appraisals for an employee are done with respect to a group’s performance, biases can be formed about the group’s dominant behavioral characteristic and the employee’s assessment could be calibrated with respect to that
Thought processes can greatly influence people's social interactions, and the way that they live their lives. Cognitions develop how people perceive themselves and others on a daily basis. It is important to investigate how people attribute actions and behaviors exhibited, not only by themselves, but also those around them. These attributions shape the way an observer feels and reacts to others, and how people feel about themselves due to their own actions. The correspondence bias (fundamental attribution error) and the self-serving bias are two errors made in attribution by virtually every human being (Baron & Byrne, 2000). Both of these biases can be shown not only in adults, but also children (Guern, 1999). Even sport spectators display these biases when watching their favorite teams (Wann & Schrader, 2000). When the self-serving bias is absent in people's cognitions, they will show the self-defeating attributions. It is important to study people that demonstrate self-defeating attributions, because these individuals also show symptoms of depression (Wall & Hayes, 2000). Clearly, attributions are an imperative aspect of social cognition. Attributional bias is discussed by Marie Beesley. It is also important to investigate the factors that affect people's judgment biases in decision making and reasoning skills, which is explored by Amanda Wheeler. Because these two processes are so vital to the way in which people perceive themselves and others, and to the way a person chooses to behave, it is important to understand the factors that can cause inaccurate judgments. Judgment biases affect the way people form conclusions and make attributions about others, as well as abou...
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,
Halo has traditionally been considered a serious problem for the effectiveness of an appraisal system. Cleveland, Murphy, and Williams, (2009) organizations generally use performance evaluations to make some sort of decision about a worker and his job When evaluating a person, the organization attempts to measure the worker on several different criteria. In this way, the worker, with the help of the organization, is able to be aware of his strengths and can target areas for improvement. Halo eliminates the varian...
Why is it so important to understand the differences between men and women’s communication? Being able to understand and identify the differences between men and women’s communication will help initiate and maintain healthy relationships. For example, men and women have different ideas of what is an “effective” first impression. Women tended to use “appearance enhancing strategies” to attract attention; men rated theses attempts as most effective (Frisbee, Dillow, Gaughan, & Norlund, 2009). However, men also used “appearance enhancing strategies” (Toma & Hancock, 2009) but women rated “using resource enhancing tactics or dominance over the competition” as most effective (Frisbee, Dillow, Gaughan, & Norlund, 2009).
There is an array of key components and factors involved in making an organization a successful business. One of those elements consists on evaluating employee’s performance; this sole component is critical in determining how effective is the organization’s productivity and which are the necessary steps to ensure proper functioning. “The performance appraisal may be one of the few times during the year where an employee and the reviewer, typically the employee's supervisor, can sit down and have a lengthy face-to-face discussion about all aspects of the job” (Joseph, 2016). Employees’ performance assessment serves as an instrument to gather important information as to which areas of the job description are being performed according to standards
Students should be pressed to consider the pros and cons of Henkel’s new performance appraisal system, which is metrics-driven, appears to be using a “forced curve”, and has already led to the departures of several long-time
1. My result for hostile sexism was between zero and one, while my score for benevolent sexism was between one and two. My scores were closest to the average female and male in England and Australia for benevolent sexism. However, my hostile sexism was very low compared to all the countries that were listed. My scores surprised me, because I did not expect my benevolent sexism score to be closest to England or Australia. More simply, I did not expect other females and males to have similar scores, so the graphs were shocking. My results were furthest from Cuba, Nigeria, and Syria. My scores for hostile and benevolent sexism were very low compared to average women and men in Nigeria, Syria, and Cuba. I was not surprised by these results, because these countries are known to practice traditional gender roles. In other words, I was not surprised that
Low and medium level performers improved and high performers reduced over time. It is due to supervisors who received evaluation were no more likely to improve performance than managers who did not receive feedback; people who gave themselves higher self-rating than the ratings their subordi...
The same words used to describe a person could produce very different ratings of that person depending on the order in which the words were presented. When adjectives with more positive meaning were given first followed by words with less positive meaning, the participants tended to rate that person more positively, but when t...
Additional studies found no correlation between an employee's multi-rater assessment scores and his or her top-down performance appraisal scores (provided by the person's supervisor), and advised that although multi-rater feedback can be effectively used for appraisal, care should be taken in its implementation. This research suggests that 360-degree feedback and performance appraisals get at different outcomes, and that both 360-degree feedback and traditional performance appraisals should be used in evaluating overall performance.
All humans are biased in one way or another, it is human nature. Bias is when one thinks their way is the only way, and has no care about others beliefs. Bias is thinking people who do not share the same views are wrong. Bias can be based on multiple things. Bias just comes down to the person. When someone is bias arguments have no end because a person has already made a judgement and will stick to it. People who are bias think it is their way or the highway. When bias is brought into the real world it can cause problems with unseen effects and in the media frenzy that has dominated news for years bias gets in the way of informative news.
Table 2 specifies that people strongly believe that women are portrayed in advertisement even if it is not needed. In fact all of the factors fall in a high level of agreement as all figures are above 3 on a scale of 5. Which shows people feel that women are not depicted in a highly graceful manner in
Researchers combined the data together for males and females as the results for both genders showed no significant difference. Researchers did not inform the students of the actual hypothesis (as stated above) to ensure genuine and unbiased responses. Students were informed that researchers were interested in knowing whether student’s initial evaluations of a professor were identical to evaluations students had reported after spending an entire semester with him. The independent variable of interest was the psychology professor whom was manipulated to play the role of a likeable, respectful, flexible and enthusiastic professor in interview number one, and an unlikeable, cold, untrusting and dictative professor in interview number two. To ensure a baseline for appearance in both interviews the researchers showed participants either tape one or tape two interviews without any sound. Students were asked to rate his physical appearance and only a miniscule difference was noted. Interview questions were also operationalized to be the same in both interviews to avoid inconsistency. Students were split into groups to watch one of the two interviews containing the same professor. The dependent variables used included the professor’s perceived likeability, and characteristics including physical appearance, mannerisms and accent which were measured
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
Organization is a group of people brought to gather to achieve specific goals. Goals can be achieved if team member are performing well. Performance is the results of activities given to the employees in an organization to be achieved within specific period of time. Evaluating the current performance of employees against past performances and organizational standards is known as Performance Appraisal (Dessler, 2005). Furthermore performance appraisal helps the company know how individual employees are performing and how to improve their performance thus improving the performance of the company (Grubb, 2007). A performance appraisal is propose in which the performance management system in an organizations set work goals, determine performance standards, provide performance feedback, determine training and development needs and distribute rewards as well as evaluating an employee’s job performance during a period of time. The performance of team member is much more than appraising individuals’ works, it is managing the business, so the performance of an employee is influences by the performance of an organization. It is target to achieve the best results for the planned strategic by managing activities of employees. There are many different opinions on the performance appraisals, some organizations do performance appraisals without any aim just follow others., where some organizations do performance appraisals to make sure they have a record of a piece of paper in the employee’s file – they are careless about do corrective action. But successful organizations understand the importance of combining performance appraisals into their performance management process and strategy plan as the success of any organizatio...