Subjective And Accurate Process Based On The Management Manuals

Performance appraisal is an important issue in human resource management and has a significant effect in the performance of an organisation. It is the system of evaluating the performance of employees regarding the accomplishment of their responsibilities and determining their potential to grow and develop. Bias in the evaluation process can affect the accuracy and appropriateness of the performance appraisal. Bias is a serious issue because it affects the ability to make appropriate decisions about the promotion of employees. A performance appraisal system that works to the disadvantage of members of a group can also pose legal issues.

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.

Formal employee appraisals provide a strong reinforcement of the corporate aims and values. It gives managers an opportunity to show employees how their individual roles contribute to the company goals and give feedback to the impact that the employee has on those goals. It also provides management with a solid forum for

In terms of the anchoring bias, regularly revisit of the original decision based on the newly gathered data needs to be set up within the organization. Additionally, the decision maker should avoid the Confirmation Trap in which Bazerman and Moore (2009) argues that people tend to seek information that confirms their expectations and hypotheses. To recognize the bias, Mike Francis could

Managers perform many functions and play many roles. They are responsible for handling many situations and these situations are usually different from one another.

Managers have some say in the organizations they are employed by. The changes that happen within an organization are put into place to help maximize efficiency and productivity. Managers are the individuals who help facilitate change. The managers will be able to herd the troops so the change can happen with efficiency. Managers are the members of management that spend the most time with the individuals employed by the company. They should have the least amount of trouble persuading or enticing the individuals to the changes that will be coming.

Apart from highlighting the status quo bias, according to Anderson, (2003) the difference between of decision makers take the status quo option when priorities change, uncertainty, or change the cost exists. Every decision has a status quo, which acts as an anchor for any possible alternatives and have an influence on the final decision (Samuelson and Zeckhauser, 1988). Samuelson and Zeckhauser term (1988) the tendency of agents to comply with the decision or the decision of an already existing as a status quo bias. There are several categories to describe the status quo tendency of misconceptions cognitive, psychological commitment, and make rational

There are several ways to minimize the bias or irrationality of judgment. At a personal level, it helps to keep in mind where a decision maker has the potential to show bias. It’s easier to detect bias displayed by others than ourselves. Personal awareness of bias is not likely to eliminate it completely. Build systems and processes to ensure effective decision-making. Evaluate, seek evidence, reflect and review group decisions made by others. A decision maker should initiate a bias, blindness or obedience audit. The decision maker should review performance and talent systems to identify and eliminate bias. Reviewing recruitment and selection processes to reduce selection “in their own image”. Challenging the assumptions about career paths

In summary, although the use of selective perception is explainable by making the decision process easier and to avoid the potential cost of committing the error, the use of selective perception will lead to unfair decisions being made, truth being distorted and lack of diversification of the workplace. Hence, this supports the argument

Performance appraisals generally involve two-way communications which is not embraced by Chinese culture as the large power distance found in China indicated that to challenge authority of superiors is not considered appropriate for subordinates (Huo 1995). Therefore when conducting a performance appraisal in China it is expected that the evaluated will be more subjective. A straight forward form of appraisal would be better received and employee participation should not be forced.

Performance Management Within the Workplace The basis of the mainstream of performance appraisals within the modern workplace is one person (a manager or executive) rating one more, an intrinsically individual process. There are distinction such as 360 degree appraisals that include the judgment of others such as clientele and peers/colleagues in the process but it is the action of one person transitory judgment upon another that is subjective in nature and the root cause of many of the problems encountered in the research associated with performance appraisals. Performance appraisals are of importance to the organisation, as they often provide the only measure of an individual's contribution and

“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

The other bias that usually hinders the success of this process is recency. This is a scenario whereby the employees’ recent behaviors become the main target of the appraisal. For example, a poor performing employee might do something

Different organizations use various methods of employee appraisal methods. Employee evaluation is critical since it helps an organization determine whether it is making progress or not (Lyster & Arthur, 2007). Furthermore, employee evaluation helps in evaluating how the employees have been contributing towards the organizational goals and objectives. The following is an analysis of the assessment method used in the Eastern Medicine Company;

Managers are expected to do a multitude of things. A manager has to be a visionary and adaptive to meet the current demands of what is required of them at all level