Analyzing Michelle Neely Martinez’s article “Rewards Given the Right Way”
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)
To encourage open conversation managers have to remove the preconceived notions of their subordinates that the review process is a one-way dialogue. Using grading scales made the employees focus mainly on the marks they were receiving instead of involving themselves in what the marks meant. This caused employees to only argue their stance when there was a lower value assigned to their performance than they expected, thus eliminating productive conversation. Eliminating the grading system and introducing the Socratic Method to foster constructive collaboration between manager and subordinate creates a constructive and positive performance evaluation. The purpose of “broader two-way exchanges” Martinez explains, is “to focus more on development, as well as to initiate more open and honest conversations.” (p. 2)
Upon removing the grading systems and encouraging open dialogue the evaluation meetings co...
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...” (p. 106)
The innovative approach to employee reviews provided by Martinez creates a positive way to evaluate employees’ strengths and weaknesses. The process promotes open conversations, enhanced by the Socratic Method, to generate enthusiasm in both the manager and the subordinate. The fear of negative reactions becomes almost nonexistent because of the collaborative dialogue. Martinez successfully created a performance evaluation system that takes the dread out of employee evaluations.
Works Cited
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Martinez, M.N. (1997). Rewards given the right way. HR Magazine, 42(5), 109-115.
Welch, J. (2005). Winning (First Edition). New York, NY: HarperCollins
In a business or a workplace, it is essential for the organization, which consists of the employers, the managers, and their employees, to work towards reward programs within the human resources in order to create a healthy and cordial work environment and most importantly, to efficiently achieve business’ goals. In Carol Patton’s (2013) article, Rewarding Best Behaviors, she explains the importance of several companies that are beginning to recognize their employees, not just for the end-results, but for reflecting good behaviors towards the business’ values, such as demonstrating creativity on certain projects, problem solving towards certain issues, and also collaborating with fellow co-workers. Patton stresses that these reward programs could help suffice the overall being of a company as long as the rewarded behaviors correlate with the corporate strategy. Patton expresses that some things human resources must comprehend include “how its company creates success, what drives its business strategy and what behaviors are needed from employees to achieve that success” (Patton, 2013 para. 15). Moreover, the employee would be reflected as a role model for others and perhaps influence them to demonstrate comparable behaviors.
This article critique is on violence that is due to guns. It was written by Zoe Chance on October 10, 2017. Zoe Chance is a college professor and a mother of her daughter. She lives in a very safe neighborhood in Connecticut. Zoe has not been in a dangerous situation with guns herself, but the people that she is close with has. She would go to gun ranges to shoot for fun and she really enjoyed them. Zoe even went to shoot shotguns at her wedding still in her dress. It was only when her loved ones started to become victims that she began to have mixed feelings about them.
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