Human Behavior And The Performance Management Process

1751 WordsApr 10, 20178 Pages
Human Behavior in Organizations 9502 Assignment 1 Name: Patsara Boonrattanakit Student ID: U3173313 INTRODUCTION In its broadest sense, a performance appraisal is defined as a system of the performance management process involving direct evaluation or review of how well an individual’ s performance achieves job-related objectives and responsibilities. This performance evaluation has proven to be essential to provide feedback for subordinates, to motivate them through recognition and support, to diagnose individual and organizational issues, to enhance both the organization’s and the employees’ commitment to its goals, and so forth (Beer, 1981, p.25). To introduce a new work performance appraisal system that is substantially…show more content…
In addition, to succeed in leading change, positive actions from top management, effective leadership and organizational capabilities have proven indispensable. A number of significant steps must also be taken so as to address relevant key organizational behavior issues. The potential conflict between the employees’ and the organization’s goals for performance appraisal may lead to an adversary relationship between supervisors and subordinates. Academic staff may respond diversely to the new appraisal system depending on how they interpret their manager’s intent. Bias perceptions of the need for changing the system include the refusal to accept the significance of undesirable information, a clinging to traditional ways of thinking despite a new business context, different assumptions held by decision-makers, and so forth (Graetz, Rimmer, Lawrence, & Smith, 2006, p.3). According to the attribution theory, staff member’s reaction to managerial influence efforts may reflect the degree of confidence, trust, loyalty and respect that members have in their leader (Robbins & Judge, 2013, p.373). To put it simply, the quality of leader-member-exchange relationships can shape the perceptions and interpretations by affecting the perceived intent of leaders’ behaviors. Perceptions of LMX may influence the members’ attitudes and opinions on whether the information conveyed by the manager is supportive and credible or
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