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The value of assessing performance
Essay on types of evaluation
Essay on types of evaluation
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Performance Evaluations as an Effective Measuring Tool
There are several types of evaluations used by public and non-public organizations. Unusually, performance evaluations consist of the employee and the supervisor. However, the 360 Degree Performance requires more than the supervisor’s perspective. It should also include the co-worker’s point of view (by answering a simple set of questions). This evaluation enforces accountability and produces self-worth and a sense of fairness. Many performance evaluations are limited. However, in using the 360 Degree Performance as a measuring tool, it has been found to be a more accurate way to evaluate an employee’s work performance.
The issue is whether or not performance evaluations are an effective measuring tool for evaluating an employee’s knowledge and skills within the organization. Better yet, should employers use performance evaluations at all, or should they design personal organizational goals for each employee? This research paper will examine the effectiveness of performance evaluations, from a narrow point of view (standardize evaluation) to a boarder outlook (360 degree performance evaluation), and by enforcing the accountability from management and the staff, in meeting the overall organizational goal.
Article 27 (1) http://www.upte.org/tx/contract/art27perfeval.html defines performance evaluation as “a constructive process to acknowledge the performance of a non-probationary career employee. An employee’s evaluation shall be sufficiently specific to inform and guide the employee in the performance of her/his duties. Performance evaluation is not in and of itself a disciplinary procedure.” This procedure is usually provided by the Human Resource Depa...
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Drucker, Peter F. (1993). Post-Capitalist Society. New York: HarperCollins
Fox J. & Klein, C. (1996). The 360-Degree Evaluation: If You Pay for Performance, Get Co-Workers in On Performance Reviews. Public Management,78 (11),p20.
Hayward, Charles, Center for Leadership Development, “Philosophy and Approach”. Web 13 April 2015
http://www.teamcld.com/Philosophy.htm
Mason and Hanger-Silas Mason Co., Inc. – Middletown, “Best Practice: 360 Degree Feedback Performance Appraisal/Merit System, December 17, 1999. Web 13 April 2015
http://www.bmpcoe.org/bestpractices/external/mash/mash_18.html
Panoramic Feedback, “Objectives of Multi-Source Feedback”, 1998-2000. Web 13 April 2015
http://www.panoramicfeedback.com/internal/objective.htm
Quinn, S. (1998). Putting the Human Back into Human Resources. Public Management, 80(9),p23.
In Europe, there were several advances being made that would affect our society today. However, simultaneously, societies across the world in the Americas would too be making these types of advances as well. One society in particular were the Maya. These people made technological strides that the Europeans themselves could not even fathom. But, what was their most remarkable achievement? One will find that their achievements of their trade network, a convenient method of transporting goods and messages; architecture, intricate buildings built in large cities on a massive scale; and number system, which takes into consideration some of our key principles in today’s math, have a momentous buildup to the Maya’s most remarkable achievement—their complex calendar, an astonishing nearly accurate calendar that governed Mayan society and is still seen in our own society today.
Mujtaba, B. G., & Shuaib, S. (2010). An Equitable Total Rewards Approach to Pay for Performance Management. Journal of Management Policy and Practice vol. II (4), 111-121.
Ever dreaded the annual performance review? Once a year companies try to evaluate their workforce with a standard form containing generalities that are supposed to define whether each employee was successful over the previous year. The grading systems, one-way communication, and lack of collaborative effort create a dreaded process for all parties involved. To combat this loathsome process, Michelle Neely Martinez, in her article “Rewards given the right way”, explores a new design for performance appraisals that promotes open conversation regarding company and personal goals, avoids the negative reactions caused by constructive criticism, and creates positive evaluation of employees’ strengths and weaknesses to inspire “development and improvement.” (p. 2)
Hermine BALLO – The Zinacantecos of Mexico, A Modern Maya Way of Life, Evon Z.Zogt, 1990
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,
The European and Mayan civilizations had inverse experiences during the Classical era, but they were similar in some aspects. While the Mayans were basking in their glorious success as a civilization, the Europeans stood in their shadow. However, after the Renaissance Era, it was as if the Mayans stood in the shadow of the European revival. These two societies have a definite inverse relationship, in that while one was succeeding, the other was squandering. For example, the forward thinking of the Mayans and their knowledge of arithmetic and science was overshadowed by the revolutionary ideas created by European scientists, the fact that the Mayans had created a complex, and accurate calendar wasn’t nearly as celebrated as a European man who got hit by an apple.
Before the Europeans had discovered the “New World,” some of the world’s largest cities such as Teotihuacan flourished the Western Hemisphere and heavily influenced Mesoamerica as a whole. A civilization known as the Maya was one of the most famous in America before the 1300s, and were renowned for their capabilities in construction of temple-pyramids, mathematics, astronomy, complex written language, and even historical records. Chichen Itza is one of the most preserved locations of this civilization, which resides on the Yucatan Peninsula. The Mayan culture was respectfully dated to the Postclassic period beginning in 900 CE. Along the Chichen Itza’s northern plaza is a pyramid-like temple dedicated to the feathered-serpent god of Kukulcan. The Mayan’s used astronomical knowledge in order for the illusion
In order to remain as one of the most competitive organizations in the retailer world, Walmart has to evaluate its workforce performance on regular basis in order to make sure they are performing at the required level. Ignoring or diminishing the importance of performance management can prevent employees and the organization itself, from growing and advancing. It is said that the lack of frequent job reviews and evaluations among Walmart’ employees is affecting the organization overall performance. This week’s case study presents several issues regarding the way they company approaches these appraisals. The purpose of this analysis is to address this problem and suggest a better approach for Walmart
The ancient Mayans were an ancient civilization indigenous to Mexico and Central America, specifically the lands comprised of modern day Yucatan, Quintana Roo, Campeche, Tabasco, and Chiapas in Mexico and southward through Guatemala, Belize, El Salvador and Honduras. Their origins are still being debated and no one knows for sure how they came to be but Dr.Takeshi Inomata says the most likely explanation is “Mayan culture developed as part of a broader social movement that unfurled across Mesoamerica — a region extending from central Mexico to Central America — between the years 1500 and 800 BC.”
It’s long been one of ancient history’s most intriguing mysteries: Why did the Maya, a remarkably sophisticated civilization made up of more than 19 million people, suddenly collapse sometime during the 8th or 9th centuries? Although the Mayan people never entirely disappeared—their descendants still live across Central America—dozens of core urban areas in the lowlands of the Yucatan peninsula, such as Tikal, went from bustling cities to abandoned ruins over the course of roughly a hundred years.
Ancient Maya has long stood a civilization cloaked with an aire of mystery and intrigue, its secrets having become the tantalizing object of fascination and enchantment for many. The culture, tradition, and superstitious beliefs of the ancient Mayans have all but left the world mystified, as it seems, intrigued by its extraordinary complexity and particularly shrouded nature. Much of this fascination lies with the uniquely intricate theological beliefs of ancient Maya, beliefs that came to shape and influence much of the great civilization’s culture; this impact can be seen throughout several different aspects of Mayan life, including art, architecture, ritual practice, government, social class, and even scientific beliefs and
Performance Appraisals are integrative assessment tools which are advantageous to organizational effectiveness. The administrators of the performance appraisals usually are managers or human resource professionals. Making sure the appraisal tool is valid, reliable, standardized, and appropriate for the position is only part of the process. Unfortunately it’s not uncommon for employees to be in the dark regarding their performance, or areas of weakness, if a lack of communication exists. The ability to be proactive with one’s employees is where I feel the success lies. “Research shows that managers with poor communication or interpersonal skills are often the downfall of a company's otherwise sound performance management program (“Setting up a performance management system”, 1999). Communication skills are of high importance when communicating scoring results and giving constructive feedback. When constructive feedback is handled professionally and with empathy, employees build trust and are more eager to improve on areas of weakness. Training, workshops, and shadowing others can help with both weaknesses and strengths. The performance appraisal tool can provide insight into strengths that can be of importance to the organization. Strengths can be honed in on, and often an employee can be an asset within another position or department within the organization.
One would believe that a life of glamorous hair and make-up, beautiful gowns, and sparkling tiaras would be every young girls dream, unfortunately, for numerous, this dream often turns into a nightmare. In today’s world, little girls are being subjected to the world of pageantry. Beauty pageants in America have seemed to multiply over the years. Now, these pageants are so popular with little girls. They will do anything and everything they can to do pageants. Although the kid may want to enter, the parents take as much blame as the children do. Numerous parents fall in love with the idea of their children being in pageants. So is it really the child who wants to participate in such a demanding lifestyle?
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