Ethics And Supports Appraisal Activities

It takes some thought to distinguish the facts from your judgments, but the results are more meaningful to employees and more productive for you. Conversations based on evidence lead to employees owning the situation because they can focus on the evidence you have presented rather than your judgment” (Green, 2013). A good portion of the facts of the case study is based Kareem’s background information and the behaviors observed that caused the termination of Kareem. The information in between the reading and the reasonings given behind the termination results in it being judgment based. Although Thomas states that one of the key reasons that Kareem was terminated was due to his number declining subsequently of him being far from his work area, yet there is no solid evidence or pattern of behavior to back up his case. One of the first issues in this case was the lack of communication. As mentioned earlier, Thomas nor Janet took the time to provide feedback to Kareem (prior to the termination conversation) around his performance or the concerns that had been raised. It is imperative in a performance conversation, for there to be specific examples or data that can support the reasons behind the discussion taking

the expectation that the means to achieve goals is to work harder than others.” (McGraw−Hill,

basically human nature to assume based on looks, or by what others say or hear. In ‘Lamb to the Slaughter’ the detectives ruled out Mrs. Maloney because the assumed she could not be the murder suspect because she was with child, and was so ‘in love’ and obsessed with Mr. Maloney. “They were exceptionally nice to her, and Jack Noonan asked if she wouldn't rather go somewhere else, to her sister's house perhaps, or to his own wife who would take care of her and put her up for the night.” (Dahl, 6) This shows how it is a human instinct to almost immediately assume, and judge. “Tessie Hutchingson shouted to Mr. Summers. “You didn't give him time enough to take the paper he wanted.

It is important to culminate learning that was given during this course, self-appraisal and evaluation. In my final paper, I will discuss an ethical dilemma followed by an appraisal of my moral and ethical framework. It will be divided into two parts, with the first reflecting on an ethical dilemma case that was presented throughout this course. The information provided must start with a brief description of the case. Second, it will be conversed of what I consider the most significant issues in the case and my reasons as to why they are significant. Also, in this phase the code of ethics of the American Psychological Association must be applied. Third, it will be analyzed if there are any legal or other professional practice issues that would need to be considered to work effectively and responsibly with the case. The conclusion would be what ethical decision making steps I would take to arrive at a resolution of the case and what actions or change interventions would I take in this case. The second part of the paper will provide an appraisal. The first is the ways in which self-awareness of my personal life experiences, including my emotional influence on perceptions of legal issues and professional ethics, could affect my work with this case. Second, how my personal ethical perspectives could affect ethical decision-making specifically

Stereotype produces numerous situations when most are negative in nature. Many studies have been extended since first reported by Steele and Aaronson in earlier years. The term stereotype threat is a threat that diminishes performances, beginning from a negative stereotype about one’s own social group (Steele, 1997; Steele & Aaronson 1995). Stating that stereotypes can harm performances on tasks that are stereotyped. When being associated with a negative stereotype or being judged by it, pressure is built to confirm that the stereotype is incorrect. Some stereotypes are associated with certain types of jobs, which causes stereotype threat to play a role. Several things are thought to be correlated with stereotypes on performances.

ARBITRARY INFERENCE - Drawing conclusions about oneself or the world without sufficient and relevant information.

Ever look at a cover of a book and judge it based on the title or pictures? Only to find out that taking the time to read and discover what's actually inside was nowhere near what was expected based on the cover. A similarity to this action would be making stereotypes or misconceptions. A stereotype is a widely believed mental image or idea of a particular type of person or thing, while a misconception is an assumption or opinion that is incorrect because it is based on faculty thinking or understanding. An abundance of stereotypes and misconceptions are seen because people judge someone on their past and use that as a basis to describe what their personality or life is like. A great exemplar of this is single mothers. Single mothers

Knowing this to be true, humans still continue to make assumptions every single day about what another person is thinking and feeling. Quite often, I came to realize, the assumptions I make are wrong, and even the judgements I make about others are not fair.

Arbitrary inference is noted as a conclusion generated without authenticating evidence. An example of this in my FOO would be my brother being sent to Ghana because he began to lie about his whereabouts and stay out of our home overnight without permission. Instead of talking to my brother or perhaps finding healthy and productive ideas for my brother to participate in, he was automatically deemed to be “heading in a wrong direction” and was sent to a boarding school in Ghana where he would live for several years. Continuing, selective abstraction is the process in which details are twisted so that there is an emphasis on garbling details but turning a blind eye on other facts’ another example of this would be certain family members labeled in a negative way but when they perform a positive or “good” deed, it is often overlooked and importance is placed on their wrongdoings. I mention these falsehoods as this can become a possible problem in my professional and personal use of self, social, and psychological functioning as I may unfairly label a client as unwilling or uncommitted to change and I may also have trouble coping with issues that may arise in my life which will significantly alter my mood or disposition in a negative way unless I take proper precautions to eradicate or lessen this train of

Although conflict can be good at times, leading to change instead of promoting stasis, too much conflict can reduce organizational effectiveness with eventual immobilization of employees (Marquis & Huston, 2012). It is the job of the manager to effectively handle conflict. The manager is also responsible to oversee how well employees are carrying out the duties of their assigned jobs. This can be done through performance appraisals. Performance appraisals let employees know the level of their job performance as well as future expectations and improvements. It allows management to recognize the developmental needs of its

Whether we admit it or not, we have a tendency to judge others.We generate perceptions about other people without any hard facts. What we see on the surface seems to be enough for us to come up with a quick assumption about that person that leads to fundamental attribution error. At a young age, I have experienced the damaging effects of snap judgements.

When ascertaining the employees to be terminated, the dismissal criteria must be clear, consistent and fair in order to avoid legal consequences (Gomez-Mejia, Balkin, & Cardy, 2016). These authors espouse the most frequently used criteria is either seniority or employee performance, or a combination of both, with each method having advantages and disadvantages. Disadvantages relayed for using seniority is the loss of superior performers and protected class members. For this reason, Gomez-Mejia et al. (2016) believe performance appraisals are the most proficient method to retain the best employees, but they also pose greater legal risks if not properly documented.

Many of us make false assumptions using little evidence. Most of which are wrong, and some of which are hurtful. Gossiping and rumors never lead to truth, but they lead to jumping to conclusions and making fabricated assumptions. From much experience, I have jumped many conclusions in my day, and have made many assumptions which lead to embarrassment. When I was in middle school, I made a huge mistake in assuming my best friend (now) was a lying, nasty, and deceitful person and I truly regretted it.

Michael’s perception of Kareem’s behavior caused a heuristic of “people who don’t work as hard as me are not successful” resulting in a perception of his interpretation of the facts, which may or may not be true. A second heuristic that is reflected in this case study originated from Michael 's discernment, "this is a really tough environment and I work really hard to be successful. You can’t just be leaving your workstation to go to the bathroom and wander around the center” SNHU, 2016). Michael anticipated predisposition originated from his conviction that being far from your work area implied one was not a hard worker.

When you are sitting on a public bus and look around, it is easy to make conclusions about people. The guy sitting alone with the messy hair and cloths is obviously a drunk and just wondering aimlessly. The lady sitting in the short dress and has on really heavy makeup, is obviously a prostitute. The young girl with the baby is certainly an unwed mother and lives on welfare. These are the conclusions that many people make about others without knowing any facts about that person. We all stereotype and generalize others without taking the time to meet people and find out who they really are.