Organizations globally invest a lot of resources in advertising, recruiting strategies, and tactics to attract the best candidates available in their field. This process of identifying and implementing formal assessments methods to select potential employees is complex, but essential in creating value for the company and shareholders (Bagley& Savage, 2010). Selecting the right employee and the process of continued motivation through performance appraisal are important in organizations efficiency and effective use of employees. Organizations have many options to utilize while screening for employees. Screening strategies choices not only assist with efficiency, but also match people with the job. Tools that organizations can utilize are job applications, resumes, interviews, background, reference checks, personality testing, drug screening, honesty and integrity test and a host of other procedures (Wright, Domagakski, & Collins, 2011). Performance appraisal is the systematic evaluation of the performance of employees and helps understand the abilities of a person for further growth and development (MSG, 2012). Appraisals are designed to help employees understand their roles, objectives, expectations, and performance success (Bohlander…
Employee motivation is the level of energy, commitment, and creativity that a company's workers bring to their jobs. Motivation refers to the initiation, direction, intensity and persistence of human behavior.…
We often do not realize we compare ourselves to those around us weather it is at work, school, or at the grocery store. Let’s say you go grocery shopping at Food 4 Less, and there is a person in front of you and the cashier tells him the amount due and asks him if he would like to donate to the Children’s Memorial Hospital, the man says no thank you and leaves. You are next in line, and now it is your turn to pay and the cashier also asks you if you would like to donate to the Children’s Memorial Hospital and you smile and say yes five dollars. How did that make you feel when the guy in front of you did not donate money, but you did? You felt awesome. But, while you are still bagging your food you overheard, the cashier asking the women behind you if she would like to donate money to the Children’s Memorial Hospital and the person says yes I would like to donate 20 dollars. What would your reaction be if you only donated 5 dollars and the women behind you donated 20 dollars? In my response paper, I will be explaining what the social comparison theory is.…
Unfortunately, there are situations in which supervisors have to deal with difficult employees and some employees have called out the report line about their supervisors. However, when it is time for evaluating employee’s performances, supervisors might feel tempted to inflate their rating because they are afraid that if they give them a lower rate is because they are retaliating. Most of the supervisors prefer to give an intentional rating inflation and keep their jobs than given a rate that can end up losing their jobs. Moreover, unintentional rating inflation can occur when supervisors have to evaluate a group of employees in a giving time just to fulfill their deadlines (Aguinis,…
Distorted performance ratings are an unwanted common occurrence with most performance management systems (Aguinis, 2013). Since many performance management driven by people, distorted ratings whether inflated or deflated will oftentimes be the result of human intervention. This means that rating deflation is an intentional act on behalf of the person evaluating the employee achieve a certain agenda or goal (Wang,Wong & Kwong, 2010). The motivation of the rater to achieve a certain goal for the outcome of the performance evaluation ties directly with that individual’s motivated to deflated the performance rating (Murphy, Cleveland, Skattebo & Kinney, 2004). If the supervisor’s goal or intent is to disciple, force an employee to resign, or build a case to terminate an employee, the supervisor can use to the performance appraisal process as a tool. The supervisor will be motivated to deflate the scores of employees that feel like are poor performers and want to make the employee react through the performance management process will use rating deflation. Rater deflation can only be mitigated not completely prevented. One way to lessen the effect of ratings deflation is to set an overall performance evaluation goal (Kin Fai Ellick & Kwong, 2007). If the team’s goal is above average, the rater will try to…
Roberts, G. E. (1998). Perspectives on enduring and emerging issues in performance appraisal. Public Personnel Management, 27(3), 301-320.…
Maybe it’s me but when I look at the process that a lot of organizations use to evaluate their managers I see an awful lot of problems that have a lot of negative consequences ... Hey, we all [managers] want to be evaluated fairly and in a meaningful way but we are not always so willing to do that for the managers that work for us ... It is a paradox for sure. (Observations of a Senior Manager – Fortune 500 Organization.)…
BACKGROUND ON PERFORMANCE EVALUATION SYSTEMS The purpose of any performance evaluation system is to “provide information about work performance” to employees (Ivancevich, Konopaske, & Matteson, p. 180). Performance appraisals set out to inform an employee on their development, commend them on goals achieved or succeeded, and to discuss any areas for improvement. In essence, it is based upon how the individual did in comparison to the goals of the organization. Conversely, forced ranking compares individuals against one another, and ranks them from number 1 to last place. Big corporations, such as GE, Yahoo, American Airlines, Microsoft, Cisco Systems, Hewlett Packard, and Sun Microsystem, all utilize forced rankings. Dick Grote indicates that GE uses a 20/70/10 split, with the bottom 10 being terminated. In the same article,…
There is a growing debate about the relevance of employee performance appraisals. On the one hand, performance ratings are considered by many academics and practicing managers as essential personnel management tools. They are used in recruiting and hiring, in compensation administration, in training and development, and as a motivational tool. On the other hand, a sizeable number of business managers believe that this practice may generate more problems than it solves. For one thing, the design of performance appraisal systems is usually flawed. A recent survey of Fortune 100 companies shows that practicing managers and performance appraisal researchers have very different concerns. For instance, the former tend to place more importance on the appraisals' processes and behaviors, while the latter attaches more value on its cognitive aspects.…
In my company, stack ranking has been implemented for quite long time. Our employees will be categorized into 5 rating buckets: Far Exceeds (expectation),…
Under this appraisal method, managers will compare their subordinates’ performance, and then rank each in order from ‘best’ to ‘worst’ (Stone, 2010)…
Purpose – Performance appraisal based on a forced distribution system (FDS) is widely used in large…
I think that forced ranking performance appraisals dose not motivate employees. It would create a scenario that people only focus on competing, backstabbing each other and protecting their own prospects instead of encouraging employees to focus on innovation and collaboration. This would cause the lack of cooperation between group members. Companies may inevitably using forced ranking, firing someone who might go on to be a super star elsewhere or discouraging excellent performers by ranking them as mediocre simply to fill a quota. Replacing lower-rank employees each year can also be costly and can lower productivity in the early months of adoption.…
Secondly, the traditional system of employee feed back and evaluate should be changed. Executives cannot just evaluate employee depend on individual performance but should evaluate employee as a person who associate with a whole organization and work in system. The thinking that each individual person and unit is urged to best so that the whole will become its best and the each individual will makes greatest contribution to the company is not rational.…
Worldwide, performance appraisals are used in nearly all organizations. There are different tools and number of goals that performance appraisals focus to examine individual’s performance and potential of development, (Leena and Twinkle, 2012: pg01-06). Therefore, the general area of our study is performance appraisal systems in organization. Only minority activities in personnel management are concerned with evaluating employees as individuals.…