The Effects of Performance Appraisals

2601 Words6 Pages
bulb-icon

Recommended: Implications of performance appraisal

CHAPTER 1 INTRODUCTION Background of the Study In today’s world where competition is clearly observed, the quality of an individual could be the one that determines one’s competitiveness. Performance appraisals can give you essential information on certain points, it is a method of assessing and communicating with an employee on how he or she is performing the job and forming plans of development depending on the result of the appraisal. Important usage of appraisal information is that it could be an input into human resource planning (Byars and Rue, 2008). Performance appraisal needs to be done in order for management to do certain courses of actions through the result of it. It is at the concern of an organization to conduct performance appraisal for the reason of ensuring that an employee is working towards the organization’s goals. Performance appraisal for a number of purposes is essential to the organization as well as its employees. It can give both negative and positive effects. A recent survey conducted at the Conference Board’s HR conference in New York City found that employees find performance appraisal into its negative effect, they think more about criticisms not into positive feedbacks specifically the need of development (French, 2007). Feedbacks into the performance appraisal will point out facts about its effects into one’s output and behavior that will probably lead into development plans and actions for improvement. There will be certain changes or improvements on how an individual reacts into performance appraisal and this will determines one’s perception and recognition of his or her job. Feedback unto the appraisal will eventually share something into one’s behavior and as we all know it can give such influ... ... middle of paper ... ...rd well. One in the authority will define their feedback on you through the result of the appraisal. More often than not, they come away dissatisfied, feeling the feedback was inadequate. For the management to recognize your worth and for an individual to let them have in mind that one is longing for a promotion, the appraisal itself should be looking forward to in order for appraisal information to make a decision about rewarding one by promotion. According to Zevallos (2013), an international survey of 240,000 by Barbara Annis shows that women is feeling left out in their workplaces and men remains unaware of it. By the way men show out courtesy unto women, it will lessen promotional opportunities unto women. It implies that actions shows by men over women, it will draw a picture that can be concluded that men is on top of women and has the larger opportunities.

Show More
Related

  • City Courier Case Study

    816 Words  | 2 Pages

    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,

    Read More

  • Walmart Performance Assessment

    1568 Words  | 4 Pages

    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

    Read More

  • Sexism and Stereotypes

    567 Words  | 2 Pages

    Sexism is a major factor in the workforce.Today male and female have a hard time breaking into the opposite gender dominated fields. This has happened because of the media, it has showed us that male have certain “right” jobs, as well as female. Female still dominate traditional female professions like cosmetology jobs are 92.9 percent women working them(Wolfe). If a man were to get into cosmetology they would most likely be judged for having that job, because we stereotype that they can't have a feminine job. Women have a harder time getting into high level positions. “Women make up only 21 of the S&P’s 500 CEOs,” (Berman). This has happened because the media has set in place stereotypes that it is wrong for women to have high level positions. It is getting better, in 2013 women chief financial officers increased 35 percent at large U.S. companies from 2012 (Frier and Hymowitz). The job market for men and women is still unfair but it is starting to get equal.

    Read More

  • Inequality In The Workplace

    783 Words  | 2 Pages

    For many decades, women have faced inequalities in the workforce. At one point, they were not allowed to work at all. Although women's rights have improved and are now able to work alongside men, they are still treated unfairly. According to the 2012 U.S. Census, women’s earnings were “76.5 percent of men’s” (1). In 2012, men, on average, earned $47,398 and women earned only $35,791. This is when comparing employees where both gender spend the same amount of time working. Not only do women encounter unfairness in work pay, they also face a “glass ceiling” on a promotional basis. This glass ceiling is a “promotion barrier that prevents woman’s upward ability” (2). For example, if a woman is able to enter a job traditionally for men, she will still not receive the same pay or experience the same increase in occupational ability. Gender typing plays a huge role in the workplace. It is the idea that women tend to hold jobs that are low paid with low status. Women are not highly considered in leadership positions because of social construction of gender. Society has given women the role of “caretakers” and sensitive individuals. Therefore, women are not depicted as authoritative figures, which is apparent with the absence of women in leadership roles in companies. Furthermore, sex segregation leads to occupations with either the emphasis of women in a certain job or men in a certain job. In 2009, occupations with the highest proportion of women included “secretary, child care worker, hair dresser, cashier, bookkeeper, etc.” (3). Male workers typically held job positions as construction workers, truck drivers, taxi drivers, etc. (3). Sex segregation represents inequality because the gender composition for these jobs depends on what ...

    Read More

  • Managers Guide to Performance Management

    1049 Words  | 3 Pages

    Section 1: The focus of many managers is most often on the wrong things. They focus on appraisal rather than planning. Performance appraisal is not performance management. Managers often focus on a one-way flow of words (manager to employee) rather than dialogue. Performance management and the end of the year appraisal are often seen as a necessary evil. They don’t realize that if carried out properly, performance management has the potential to fix many of the problems they’re facing.

    Read More

  • Importance Of Biases In Performance Appraisal

    900 Words  | 2 Pages

    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.

    Read More

  • Communication Differences between Men and Women in the Workplace

    2289 Words  | 5 Pages

    Men have dominated the workforce for most of civilization up until their patriotic duties called away to war. All of a sudden, the women were responsible for providing for their family while the men were away. Women went to work all over America to earn an income to insure their family’s survival. Women took all sorts of jobs including assembly line positions, office jobs, and even playing professional baseball. When the men returned home from war, the women were expected to resume their place as housewives. The women who had gotten a taste of the professional life decided that they wanted to continue working. Thus, the introduction to women in a man’s working environment began. Women were not taken seriously at first, because they were stepping into a “man’s world”.

    Read More

  • Women in the Workplace

    1106 Words  | 3 Pages

    Men are traditionally seen as being in the "supervisor" position in the home. They are the heads of the household, the breadwinners, and the women are behind the scenes, like the threads that hold everything together. The same can be said about the workplace. Men tend to hold administrative positions, while women usually have the positions that support the administrator. They are the secretaries and assistants that do the work for their male bosses and prepare things for them that later on only the administrator may receive credit for. " ‘Where,' asks the Englishman who is prominent in social welfare, 'are you're men? We see their names on the letter-heads of organizations, but when we go to international conferences, we meet almost entirely women.' 'Our men-oh, they are the chairmen of boards, they determine the financial policy of our agencies, but they leave the practice to women. They are too busy to go to conferences.'" (Mead 304).

    Read More

  • Feedback In Human Resource Performance

    540 Words  | 2 Pages

    In classical performance appraisal the performance is measured against the organizational standards. It has many pitfalls like it is based on single evaluator, addresses only formal aspects of the job performance etc.. Supervisor is responsible for the feedback. Even though he takes inputs from others, the final call stays with him.

    Read More

  • Performance appraisal in relation to employee and employers

    2501 Words  | 6 Pages

    Hendry et al (2000) suggest that appraisal is a “misused” process, designed to control employees’ activities. Nevertheless, past and recent scholars have regarded performance appraisals as a strategic and integral part of an organization (Longenecker and Goff 1992; Coutts and Schneider 2004). Performance appraisal is referred as two simple terms that provoke and propel strong responses, sentiments, opinions and judgment in the organizational context of formal appraisal procedure when mutually used together (Pettijohn L. et al 2001 and Kumar 2005). Most organizations of the world, irrespective of its size, type and product distinction employ the use of performance appraisal; but with different level of accomplishment as an instrument used to drive a mixture of human resource management purpose (Pettijohn L. et al 2001). Past literatures’ suggested that performance appraisal existed based on several rationales which includes making provision for selection decisions, a yardstick for salary increment, a medium for providing feed-back among managers and employees and facilitation of employee development (Mount 1984). Research was focused toward establishing systems for improving the psychometric properties of performance ratings (Mount 1984, Fombrun and Laud 1983). However, future research has attributed development changes in recent performance appraisal system to large scale organisations rather than advances in theory (Redman and Wilkinson 2006).

    Read More

  • The Importance Of Performance Appraisal Cycle

    906 Words  | 2 Pages

    How much traditional performance methods help in employee development is somewhat unclear for employees as well as organizations. Performance appraisal is about the past, which means how the employee has performed in past period that is being reviewed for a particular performance cycle. They rarely focus on developing the employee’s skills and abilities.

    Read More

  • Human Resource Management In The Workplace

    796 Words  | 2 Pages

    The manager communicates with the members of staff individually on a regular basis providing all the necessary information about the employee’s overall performance as it relates to their roles in the workplace. This performance appraisal is beneficial to employees as it allows them to create an outline for their goals with the greatest effort it should not be used to lower the employee’s level of motivation but seek to increase it.

    Read More

  • The Challenges Faced By Women

    1571 Words  | 4 Pages

    It can be concluded that women are treated in terms of stereotyped impressions of being the lowest class and greater evidence can be found that there are large disparities between the women and the men 's class. It can be seen that women are more likely to play casual roles as they are most likely to take seasonal and part time work so that they can work according to their needs. They are hampered from progressing upward into the organizations as they face problems like lack of health insurance, sexual harassments, lower wage rates, gender biases and attitudes of negative behavior. However, this wouldn’t have hampered the participation of the women in the work force and they continue to increase their efforts which is highly evident in the occupational and job ratios of females in the industry.

    Read More

  • The Importance of Performance Appraisals

    1400 Words  | 3 Pages

    Grubb, T. (2007). "Performance Appraisal Reappraised: It's Not All Positive." Journal of Human Resource Education. Vol. 1, (No. 1,): 1-22.

    Read More

  • The Importance Of Performance Evaluation

    896 Words  | 2 Pages

    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

    Read More

More about The Effects of Performance Appraisals

Open Document