The Impact Of Performance Appraisals On Employee Motivation And Productivity Essay

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 appraisals, performance reviews and/or appraisal forms are a part of the performance management process. In general, performance appraisals are not favored. People in organizations would prefer not to be advised they did not do tell this year compared to the previous years. Managers would prefer not to put themselves in a scenario that could possibly turn into an argument from an employee about a performance appraisal that was not that great. If the ultimate goal of a performance appraisal is employee development and organizational improvement, we have to consider moving to effective performance management system to avoid any conflicts. The successes of performance management strategies sound favorable to many, however, there are managers and supervisors that make decisions that affect the moral and performance of the employees. Moral can become the heart of an employee’s motivation to succeed and be happy at work.

An appraisal is one of the most commonly used methods of formal assessment and is used to evaluate and assess the performance of an employee against agreed targets and objectives, with the aim of improving employee performance. Where an employee has been able to achieve their targets, the appraisal can be used to recognise successes. This often helps to increase an employee’s confidence and motivation and can lead to better organisational performance. Many organisations will use the outcomes of an appraisal to identify potential candidates for promotions or even an increase in pay. At the same time, an appraisal meeting may include discussions on underperformance, identifying why this has occurred and how this can be avoided in the future.

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.

The processes demonstrates a commitment to people within the business by showing them that they are valued members of the company and their success is important to the entire organization.

A performance appraisal is one of the most important factors in any organization and can be one of the greatest tools used to record employee production. Every organization has to have goals and objectives established and the employee has to be involved in this process. By conducting performance appraisal will improve productivity and also the morale of the employees.

Development of a performance appraisal system that is effective in a human service organization is of benefit for the organization and the employees. For a performance appraisal system to be effective, the system has to be strategic, designed to fit the specific needs of the organization, non-discriminatory, non-bias, with correct implementation and administration. Many different components, must to be incorporated to make this type of system beneficial for all who use it, and all who are evaluated by the system.

The measurement of employee’s performance is only internal. A good performance appraisal should have multiple raters, both internal and external.

Caleb Garth, on the other hand, is a poor businessman who earns his living managing large estates. He was the “poorest and the kindest” (146). Despite being poor, he is one of the moral characters of the story. He is trusting and helps people as much as he can, sometimes to his own peril as “a large amount of painful experience had not sufficed to make Caleb Garth cautious about his own affairs, or distrustful of his fellow-men when they had not proved themselves untrustworthy“ (147). It leads him to give a considerable sum of money to Fred who is unable to pay him back. This has serious impacts on his life and life around him as it results in his son Alfred not being able to apprentice. Despite this, Mr. Garth still tries to help Fred though he has no reason to do so. When even Mary is about to give him, Mr. Garth gives him a second chance and “educates (Fred) out of his egoism” (Bradley 42). It was his kindness that provides Fred with a good occupation and results in him being an upstanding member of society.

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 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

Trent has several facts that he needs to consider about how he handled Ms. Smith’s appraisal. The purpose of the performance appraisal is to advise the employee concerning the value of their performance. Performance appraisals should reinforce the manager and employee relationship. Trent’s method of presenting Smith’s appraisal was discouraging and upsetting because she stormed out of the office. He only stated her weaknesses and hinted that she did not really fit in his department. He did not set any short-term improvement goals and a follow-up date to ascertain if Ms. Smith had shown any improvement. He did not give her a copy of her appraisal. One of the facts that Trent needs to consider is that he did not follow the performance appraisal guidelines. In fact, everyone should receive a copy of their appraisal. Another fact that Trent should consider is that he did not have enough documentation available to confirm that she had an inadequate work performance and an unpleasant attitude. He is basing her performance from his negative personal feelings about Ms. Smith. Trent felt that Ms. Smith was a “problem” employee. If Trent did not record any oral warnings or written reprimands in her record, this is another fact that he needs to consider. He has to record the exact times and dates that he has spoken to Ms. Smith about her attitudes and performance. Additionally, he has to provide specific and objective facts in her employee file to prove that

When the supervisor and the employees are both asked to complete the performance appraisal form, it could cause tension to build and feelings to be hurt. One major disadvantage of having both parties participate is that the criticism of the supervisor may be accepted by the employee negatively causing the employee to be defensive and angry. In this scenario, it is already evident that Bob has anger issues, but with his supervisor making not of his angry issues will only elevate Bob’s anger because it appears he is in denial about his problem. No one wants to be put down or treated unfairly, but when the supervisor and the employee are both completed the form, it is easy for someone to cross the line unintentionally and someone could get more upset and angry and the performance review ratings. Constructive feedback/ criticism is a way for the supervisor to identify the strengths and weakness of the employee as a motivation tool to help the employee enhance his/ her professional development (Ibrahim, MacPhail, Chadwich, & Jeffcott, 2014). Therefore, the supervisor should present the constructive feedback in a positive manner without diminishing the employee’s self-image to ensure this complication does not

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.

Performance appraisal process if made clear and transparent can help a lot to avert low morale in employees. Fair, trustworthy, and transparent processes for performances management and resource allocation help to meet people’s drive to defend.