Evaluation Of A Employee Performance Appraisal

909 WordsJun 12, 20164 Pages
Managers have always had to make tough decisions in the workplace, but one of the most challenging aspects of their job is the employee performance appraisals. Evaluating an employees’ performance, if done right, will be an objective as possible process. However, the naturally subjective aspects of the evaluation process are what pose many ethical dilemmas. This process customarily comprises of giving constructive feedback to an employee so that they are better able to improve their job performance, but many appraisals are based on lies. This theoretically disqualifies it from being an effective resource from which employers can accurately determine compensation increases, identify those deserving of promotions, cuing the need for progressive discipline and identifying termination candidates (Gilbert,2012,117). Yet, these erroneous official forms are signed and filed away, year after year. In considering the scenario Gilbert presents us with on page 116 in which: A sixty-year-old female employee is up for evaluation and she has announced her intentions to retire within a year. I have managed her for a year and would rate her performance below standards, but not at termination status. However, her previous manager rated her as satisfactory the past three years. Upon inquiry, I am assured her performance has not changed. It is also common knowledge that she reacts to criticism with crying and hostility (Gilbert,2012,116). My dilemma as a manager is to either follow suit and
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