A Discussion of the Orthodox and Radical Critiques of

1941 Words Nov 15th, 2010 8 Pages
Though performance appraisal has become an integral part of modern organizations and a crucial aspect in performance management in assessing their effectiveness and efficiency. Its critiques have continued as appraisals have increase in use and scope across sectors and occupation. The two dominant schools have been that of orthodox and radical critiques. This paper will discuss some of the orthodox and radical critiques of performance appraisal and evaluates the recent innovation of 360 degree feedback to see if it has been able to overcome the traditional limitations of appraisal systems. This paper will first define performance appraisal, then discuss the orthodox critiques of performance appraisal. This will be followed by the …show more content…
Fifthly, managers tend to appraise wrong features such that too stress is put on easily identifiable things like timekeeping, looking busy, being pleasant and so on that are not the core functions of the job. Sixthly, the problem of context, whereby its difficulty to distinguish the work of appraises from the context in which they work, especially when there is a degree of comparison with other appraises. Lastly, the variety of other distortions associated with the performance appraisal interviews which includes the problems of halo and horn effect (this where a manager rates employees on the basis of their personal relationships rather than by objective measure of their competencies and abilities i.e. one attribute of an individual is used as the basis to rate the overall performance of a person, irrespective of the stated criterion), the problem of manager’s reluctance to be harsh or overly lenient, which result in an error of central tendency in which everybody is rated as average, the problem of recent bias whereby recent behavior act as the basis of appraisal. Since managers rarely keep detailed notes about their appraises, and are not very precise about rating all the behaviors they are required to judge, there is a tendency to base their appraisals on the recent past, regardless of how representative it is of the performance over the year (Dessler, 1999).

These orthodox

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