Carrie Met With Helen Case Study

An appraisal is one of the most commonly used methods of formal assessment and is used to evaluate and assess the performance of an employee against agreed targets and objectives, with the aim of improving employee performance. Where an employee has been able to achieve their targets, the appraisal can be used to recognise successes. This often helps to increase an employee’s confidence and motivation and can lead to better organisational performance. Many organisations will use the outcomes of an appraisal to identify potential candidates for promotions or even an increase in pay. At the same time, an appraisal meeting may include discussions on underperformance, identifying why this has occurred and how this can be avoided in the future.

Performance appraisal is a method which is increasingly used to evaluate employees to determine the degree to which they are performing effectively and encourage them to direct their energies towards organizational performance. Although the appraisal is being practiced, there are criticisms made against the system which generally arise from within the Orthodox and radical management frame work.

A performance appraisal helps with developing information on an employee, which will help determine if the objectives that were set forth have been met, and what needs to be improved to help with the success of the company. This evaluation happens once a year to help the employer determine whether or not an employee is a great asset for the company. Performance appraisal is very important for staff motivation, communicating, and an individual’s contribution towards the company success. Each performance appraisal must be accurate, and thought through to ensure that appraisals is effective, and to help

Performance Appraisals will help to monitor standards, objectives, expectations, responsibilities, tasks, training needs and career succession planning. Also the employee appraisals are used for the evaluation of annual pay and grading reviews, which also coincides with the next year business planning.

Recently we had an Alumni professor come and speak at colloquium, he went by the name Monte. When he attended Pacific Union College, he was a teaching in the social work and psychology department. He spoke about the living in Angwin for 18 years before moving to Loma Linda to teach in the master’s program. His main goal of the presentation was to show the students and staff the new research he was working on in Loma Linda. He is it was the 74,973 dollar question. What a precise amount, however, this example was shown to bring light in the problems of Medicare.

The job description for each position is different and so should the evaluation process and questioner. Each department in an organization needs to have guidelines set forth outlining the duites, expectations, training model, and professional code and consistency among employees are critical to the professional appraisal evaluation process. Each employee must be held to the same accountability or the evaluation process becomes tainted by lack of consistency. Management should always focus on the appraisal process as another of their job duties instead of over thinking the task and rating an employee out of fear and retaliation or to prevent an employee from receiving a raise or promotion. In addition, the for the appraisal process to be beneficial to the company the outcome has to be to protect the company from liability or litigation from a disgruntled employee and to boost the companies overall productivity ratings. When an employee believes he or she has a hand in creating the plan to evaluate and change his or her performance the changes are more likely to last rather than being told what changes need to

In a conclusion, strengths of the negotiated performance appraisal are its ability to promote candid two-way communication between the supervisor and the person being appraised and to help the latter take more responsibility for improving performance. In contrast, in this case, the supervisor acts more as a judge of employee performance than as a coach. By so doing, unfortunately, the focus is on blame rather than on helping the employee assume responsibility for improvement.

A commanding performance evaluation is obtained from several different resources. A proper evaluation is not issued only from management but also with input from peers and subordinates. It is also not uncommon to have customers; both internal and external contribute to the appraisal process. Self-appraisal is also an effective tool for appraisal as it can assist with establishing goals for the future. This type of 360º degree appraisal process can provide a complete assessment of the employee’s strengths and weaknesses. Often times, this type of appraisal process can assist to identify area of concern that traditionally would not have been recorded. All evaluations should be recognized for their source. A self evaluation may be slightly biased and not overly critical where an appraisal from a peer could be affected by the employee’s willingness to properly cooperate with the process. The self evaluation has a tendency not to be objective in relation to the requirements of the position. An affective self evaluation must be based on the requirements of the position and not based on the judgment of the individual performing the activity.

Helen didn’t trust Sullivan at first. She would scream and punch and kick Sullivan because she didn’t know her that well. Helen had a hard time making the connection between the

Helen was created with emotions, hormones, and built to function as a real human unlike their previous model Lena. Even though she was created for the sole purpose of serving as a robotic maid, she grew to be treated as every bit an equal. “We went trout fishing for a day, where she proved to be as good a sport and as sensibly silent as a man.” (Ray 63) Helen had never adhered to the notion that woman of that era were only supposed to love shopping and feminine activities, and not fishing for it was a sport for the

Performance appraisals are used to monitor a person’s performance or ability on how they do their job at work or even on a sports team. “The performance appraisal should be based on the specific tasks the employee accomplishes or fails to accomplish, and where appropriate, the behaviors identified as necessary to perform the job during the rating period. Thus the rating technique, or combination of techniques, used by the organization should provide a measurement of the employee's job performance that is as accurate as possible” (Martin, Bartol). In our fieldwork assignment we watched the Hiwassee boys soccer team play. We each picked one individual, who will remain unidentified, and graded them on the following: fitness level, coach ability, work ethics, sportsmanship, communication, leadership, sport specific athletic ability, and commitment to excellence. The Hiwassee athlete I observed, who will be referred to as “tiger”, scored high in all categories. In the categories tiger scored according to the following, fitness level, a 4 (which is above average ability), coach ability a 3 (average ability), work ethics a 4 (above average), sportsmanship a 5 (Excellent), communication a 3 (average ability), leadership a 3 (average ability),

Carrie Mathieson works as a CIA officer in the American TV-series, Homeland. Throughout the episodes Carrie tries to resolve a case about Nicholas Brody, who is a US Marine platoon ser-geant. Brody has returned to the United States after 8 years in captivity in Iraq held by the terrorist group Al-Qaeda. Carrie suspects that he has been brainwashed by Al-Qaeda to com-mit a terrorist attack. She constantly tries to convince her boss in the CIA, Saul, about the fact that Brody is a terrorist and converted to Islam.

Performance evaluations should focus on the individual’s job performance and not the individual. The four managers all have the same goal when it comes to their perspectives on performance appraisals and that is, they want to do what is best for their subordinates to motivate them to perform in their department’s best interest. Tom has a top priority to provide true and accurate feedback so employees know exactly where they stand. While I agree that evaluations definitely need to have a base of accuracy, I like Max’s view that most of good management is psychology. To know to act to do what is in the individual’s and department’s best interest, a manager needs to understanding people’s strengths and faults, and know how to motivate and reward employees. If that means a little fine-tuning, then so be it. Lynne, on the other hand, contaminated one of her workers evaluations by considering the individuals personal issues and inflated her rating to encourage and support her. Personally I don’t think it should have been a consideration in the evaluation however, supporting and encouraging the employee in other ways may be a more

On the other hand, poor performance, or mediocre performance may lead to negative appraisals and consequences, including job termination or withholding of bonuses, awards, and promotions. Performance appraisals are a systemic means of ensuring quality of work performance, and thus achieving the strategic objectives and advancing the goals of the organization. These performance appraisals, in order to be effective, must be applied in a uniform, objective, fair and consistent manner over time. In addition, the expectations of the performance appraisal must be clearly understood and agreed upon by the supervisor and the employee. Objectivity and fairness in the appraisal system build trust in the organization as well as high morale among employees.

Wendy: Every end of year, we have the evaluation about the working performance, working effect and the ability of solve the problems, the evaluation is according to a specific standard which include self-evaluation and superior evaluation, it is surely that related to the salary, bonus and promotion, but also have some individual color.