Case 5.1: Comparing Co- Worker Against Each Other: Dose This Motivate Employees?

Suppose it is a security company, and I have several departments, such as analysis department, sales department and management department. As we know, most of employees in the security company need profession knowledge and experience. In addition, because the stock price of the market is not stable, so the wage of employee will fluctuate. Therefore, in order keep my employees working positive all the time, I would reward then monthly rather than yearly. Second, I would also set the punishment system and list clear behavior that cannot do. Then, I will always encourage my employees to work carefully and increase their self-confidence. However, the most important part of running my business well is hiring the good employees, and always maintains the employees’ dignity and

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.

* Set developmental goals with each employee. These goals focus on building the employee’s expertise, skills, and abilities. The idea is to make strengths even stronger, as well as to develop the areas in which the employee’s knowledge and skills are deficient. As you provide your team members with these developmental goals and support them to attain them you will be building the company’s future and displaying to your team that you are there to support and develop their career.

The things that our employees like to see is motivation amongst the team to accomplish something great in the process. Moreover keeping them informed about upcoming events within the organization so they can be prepared ahead of time. Another thing would be managers acknowledging good deeds done over a period of time per employee so that they can feel welcomed in the company. Lastly, create opportunities for different roles within the company for employees who show interest in furthering with the company on higher levels than what they are currently on.

- Find what motivates your each of your staff to keep working so hard for you, and provide it.

Dividing the workers into groups and giving them tasks to perform. The workers should perform the tasks as if they are conducting the real activities of the company

1. Would you recommend that an employer use a forced distribution approach to performance appraisals? ******Explain and support your position with current outside research.

There are several ways to evaluate and manage employees. One of these means to evaluate is through forced ranking. Forced ranking places employees into predetermined categories based on their performance (Bethel, 2011). The idea behind forced ranking is to evaluate an employee and determine through that evaluation if they are a performer, need help to develop and have potential, or if the employee is not a performer, in which case the non-performing employee is let go. This process of reviewing employees for their performance gained significant popularity in the 1980’s and quite popular today. There are differing arguments that are for and also against force ranking, but like many other aspects of managing and leading employees, there are pros and cons.

Treat your employees as if they were family. Do not expect to be respected unless you’ve earn it. Be a model to your employees.

Invest your resources to encouraging new behaviors, processes, practices, and procedures. Spend more time ensuring that your employees understand the business strategy and how their job contributes to that strategy. Additionally, recognize and reward the employees who adapt to these behaviors.

8. value the individual differences and due to the fact that each person has abilities

“Performance appraisals can enhance employee performance as well as advance the mission and goals of an organization. There are many advantages of performance appraisals if they are applied fairly, consistently and objectively. Performance appraisals not applied fairly can be counterproductive and even destructive to

In addition, be sure to provide inspirational vision and strong values, meaningful and challenging work, offer career opportunities, create an environment that enables people to do their best work, offer tangible rewards in both monetary and non-monetary ways and ensure work/life balance and support its importance.

The very bare existence of any organization is profit maximization through a series of inputs maneuvered by a mixture of mechanical and human activity. Though businesses evaluate their machine via depreciation, human evaluation remains their only challenge. To face this challenge, Human resources managers and business leaders put together a system called: Employee Performance Appraisal which sets to evaluate employees on a yearly basis. This process often causes tension between employees and employers because it fails to do away with biases and prejudices. So, it is hardly ever that an employee receives a fair performance evaluation. Many kinds of bias can show up during the performance appraisal process. The most common ones occur when managers or appraisers compare two employees’ performance against each other while using only one form for each department, a process that discourages smart and strong employees from seeking higher ranks within. Some argue that lack of systemic evaluation and financial resources is to blame. The intent of this paper is to address the various kind of bias and show they affect negatively both the organization and its employees. In addition, valuable time and resources are wasted conducting interviews and meeting that are inefficient. Time that could have been used to enhance productivity and training for employees, is now allocated to either to degrade, demean, demotivate employees. Such behavior is always perceived as bias. Consequently, if

1. Job satisfaction: Your employees would be happy with their jobs and would love to work for you if they get fair rewards in exchange of their services.