The Role Of The Annual Performance Appraisal ( Deca 50-3 )

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When you think of a leadership participation method, most people often think of or refer to the Path-Goal Theory method; where the leader does what he or she can do to clear a path and identify areas for employees to act or to perform their assigned duties. Using the annual Performance Appraisal (DeCA 50-3) as one document, it clearly states the objective of what needs to be done, and it helps to remove any and/or all any obstacles in place in an effort to accomplish the goal, and rewarding those who perform well with either a monetary or Time Off award, of course depending on current budget constraints. The levels in intensity a leader may do these things will vary according to the circumstances. Dependent upon the employee or follower in this sense, they may be more motivated or capable, or the work to be done could be easy or difficult. Leadership styles in this method can vary from being dictatorial to the leader being a participant. Experts in the field say that these styles include support, directive, participative, and achievement-orientation. “A leader facilitates the group by appealing to a group member 's self-esteem and making the task enjoyable or at least more palatable”. (House, 1971, revised in 1996). A leader simply may direct the employee to do the task, give simple instructions of how to achieve the goal or at some points, a leader may engage in a participative leadership style, where he or she takes suggestions from the employees within a particular

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