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Ethics and Social Responsibility
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Institution Affiliation
Ethics/ Social Responsibility
Do you think that forced ranking is a good performance evaluation system? Why or Why not?
No. I do not think that forced ranking is a good performance management system because of many reasons. Forced performance ranking gives emphasis to individual performance rather than teamwork. For organizations to succeed there is the need for teamwork to be employed so that employees can share ideas, correct each other and come up with creative ideas relevant for organizational success. Forced ranking causes employees to dwell on their individual performances and as a result, employees shy away from assisting others within the organization (Alsever, 2007)
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Conversely, it rewards individuals for being better than the rest in the organization. Another reason as to why I believe forced ranking is not a good performance management system is because it may lead to legal consequences for a company which uses the method. Aggrieved parties may file lawsuits alleging discrimination in the workplace. Such complainants may argue that the organizations used the forced ranking mechanism to discriminate them based on factors such as nationality, gender, race or age. Forced ranking is also not a good strategy for performance management as it is harmful to morale. When using such a method in the workplace, there is a high likelihood that employees will not be motivated to come to work. As a consequence, the overall performance of the organization will be affected. Lack of motivation due to the forced ranking system also leads to a high degree of turnover within an organization. Employees will not be comfortable to work in such an organization. They will seek employment opportunities in organizations that tend to favor …show more content…
It is possible to devise an absolute ranking system that can guarantee differentiation among workers. It is easy to do so by ensuring that the criterion for evaluation does not compare the employees in the organization. A manager can, therefore, opt for an absolute ranking method that best suits an employee. In practice, there are various ways in which a manager can conduct the absolute ranking method of evaluating performance. The graphic rating evaluation method is one such way of ensuring an absolute analysis of employees in the workplace. It is a common method employed by many organizations. Under this particular method, employees work skills such as reliability, communication, focus, and behavior are looked into by the manager conducting the process.
Apart from graphic rating, an employee’s performance may be evaluated through the use of a checklist created by the manager in the organization. The checklist in this regard contains a record of the employees past and current performance. The highs and lows of the employees are then evaluated before the employee is rated overall. In this regard then, it is possible to come up with an absolute rating system that does not have to compare an employee with others within the
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,
When using a graphical rating scale, this allows the evaluator to use the scale to pin-point a level that a particular trait, behavior, or performance is displayed. Rating forms are useful to connect job performance and integrate performance scales, to certain jobs. The rating scale is set on a continuum ranging from low to high, least effective to the most effective, excellent to poor. Graphical scales range usually between five to seven points.
Performance appraisal system serves as a tool to assess employees’ performance and helps to plan and measure the organization’s goals accomplishment. Luthy (1998) suggested that “individual contributions must be based on clear direction, personal planning, individual and team assignments, and well-articulated knowledge, skills, and personal attributes”, to give employees expectations to meet and information that establish the organization performance standard.
When developing a performance based appraisal system it is important for the company to clearly outline how the scale works and what the benefits are of following the scale. This type of system is all about accessing and recording performances in order to reward the employee for his or her stellar performance. Like I stated within the reinforcement theory section that any time rewards are given can lead to a negative outcome. This is my opinion of course but I’ve seen performance appraisal backfire in the same manner. A company may be in a position at one time to reward employees a certain way for completing a task in a certain manner however this is not always the case. When a company begins this approach in many cases there is no coming back. The employees will always expect the same recognition and reward for that particular job. This can lead to an employee feeling entitled which can lead to a narcissistic attitude within the job. This particular approach backfired on me when I was first made platoon sergeant and I rewarded my soldiers for being on time and improving themselves both mentally and physically, example like scoring higher on their pt test. When a particular soldier was asked why they were trying so hard the soldier answered with, “The sergeant has promised fewer duties for the top soldiers that improves the most.” As you can imagine this did not go over well with my superiors because they
This rating system is constructed with specific criteria such as participation, teamwork, communication, professionalism, cultural sensitivity, and time management; however,
The current evaluation has review items of friendliness, neatness, and attitude. The criteria may be useful in another style of business, such as a service sector worker, but is unfair to the review of all the employees in a manufacturing facility. If a change is made to use the three most commonly used criteria, the review would focus on traits, behavior, and ability and knowledge it would create a more even approach to reviewing performance of the engineer and all other staff.
For the personnel administration, this will be meet because this system will allow management to make decisions about their employees based on an objective and subjective evaluation system thus giving the most information to management to back up their decision. The absolute approach provides a subjective perspective to evaluate based on management’s personal judgment of good or bad behavior. The results approach is the objective method to directly compare the original goals with employees’ behavior to decide if achieve or
The company I worked for did do performance evaluations on their employees. It is my belief that the favorites, who did as little as possible in their job, had the better performance evaluations with incentive increase while those that worked hard and did their job beyond their job description were given an average evaluation with little or no incentive increase in salary. Therefore, those with the low evaluation actually did nothing to increase their value in the work place. The company has a very high turnover rate of employees
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.
Network Solutions, Inc. is a worldwide leader in hardware, software, and services essential to computer networking (Aguinis, 2013, p.31). In the past, this company has used over 50 different systems to measure performance management. Even with the large amounts of different systems to measure performance, only a fraction of employees were receiving performance reviews, and less than 5% of employees received the lowest category of ratings. Also, the organization had no recognition program for employees with a higher category of ratings. In addition to the lack of employees not receiving reviews, it was noticed in the organization that performance problems were not being addressed or resolved.
For our system to become more ideal we should develop a rating system that minimizes subjective aspects and does not rely so heavily of human judgement. We should also develop an appeals process that is formal in which employee that feel an error has been made may be able to challenge unjust decisions and correct errors. (Aguinis, 2009)
Performance management is used for the basis of promotion, reduction in force purposes (talent management), gives transparency of what an organization is looking for, merit increases, and lastly it provides protection against lawsuits for unlawful termination by keeping written documentation. Performance evaluations are advantageous to both the organization and the employee. A leading advantage of performance evaluations is it gives the employee an opportunity to create and achieve smart goals. Although performance evaluations primary function is to measure whether an employee is a good fit or a bad fit for the organization, its function is so much a broader. Performance management is tool purposely used to motivate employees to examine themselves and determine if they have selected the profession that is best for them; consequently the feedback an employee receives from their superior supports them with increase their knowledge and
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...
First, it can create and sustain a high performance culture. Therefore, turnover is managed by eliminating low performers (Sprenkle, 2002). Second, the system creates a high return to shareholders. Having managers that communicate individual goals and objectives effectively while providing feedback are more successful than organizations that only focus on the overall company performance (Sprenlke, 2002). Third, it establishes well-defined consequences. Therefore, top performing employees receive larger rewards such as, bonuses, stock options, and salary increases (Sprenkle, 2002). Finally, forced distribution lets employees know where they stand, by sending a clear message as to how their performance affects the organization (Sprenkle,
The foundation for effective job performance and compensation system can be traced to effective job analysis process. Fundamentally, a job analysis should consist of a thorough examination of the job 's duties and knowledge, skills, abilities, and qualities that are required in order to be successful in a specific position, upon which appropriate rewards or compensation can be determined. For many perspectives, jobs are usually made up of requirements and rewards, where rewards may be regarded as a major recruitment strategy for motivating potential employees in order to influence them to stay the organization for a longer period as well as enhance their performance. The most common or basic form of rewards which attracts employees is extrinsic