Employee Performance Evaluations

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A. Employee performance evaluations and how they are handled can be important in influencing an employee’s behavior. In the scenario given, the manager evaluated the engineer on three criteria last year, friendliness, neatness of workspace, and attitude. These criteria are concerning because there is little that can be accurately measured. The criteria rely heavily on relationships and personal characteristics. The engineer is judged on friendliness and given a medium rating. The engineer is said to be standoffish with coworkers, even though the coworkers are playing practical jokes on the engineer. Secondly, the engineer is judged on neatness of workspace. The engineer is given a low-medium score due to clutter and piles of papers. Lastly, the engineer is judged on attitude where he is again given a low-medium score. This is due to his poor attitude towards coworkers and not paying close attention when the manager is speaking.

A1. In order to influence the engineer’s behavior the manager should be using the three most considered criteria in performance evaluations. These are individual task outcomes, behaviors, and traits. Individual task outcomes can be used to determine productivity, sales, revenue generated, accuracy, and anything under the employee’s control that can be measured. Behaviors are often evaluated when employees work as a team and it is difficult to distinguish individual performance. Behaviors evaluated may include promptness, leadership ability, volunteering, and number of sick days used. The last criteria often used in performance evaluations are traits. Traits are often evaluated even though they do not have much to do with the performance of the job itself. “Traits such as having a good attitude, showing ...

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...ores (Rivera).

G. In the given scenario, the manager should adopt a new performance evaluation system. He should use one consistent set of performance measurement across all employees. The manager should apply the most common criteria found in performance evaluations, individual task outcomes, behaviors, and traits. Also the manager should use the critical incidents method. This would allow the manager to address specific instances of effective and ineffective behavior which would allow the engineer to see what habits are desirable and which can be improved upon.

References

Rivera, E. (n.d.). 9 common errors in performance appraisals. Retrieved from http://www.ehow.com/list_6499538_9-common-errors-performance-appraisals.html

Robbins, S. P. & Judge, T. A., (2007). Organizational behavior. (12th ed.). Upper Saddle

River, NJ: Pearson Prentice Hall.
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