Hawthrone Effect
1. While in an ideal situation, evaluating the performance of employees annually would provide a snapshot into the very same effort and overall performance of an individual on a daily basis. What is known as the ‘Hawthrone Effect’ or reactivity describes the phenomenon of individuals changing their behavior due to the pure act of being observed. This was found when no matter what level of lighting, production increased due to the fact that individuals were being observed. The lecture and textbook go into what is known as recency effect. When greater weight is on recent performance, the whole picture is lost. When an employee knows they will be evaluated soon, their behavior will reflect that instead of being independent. For this reason alone,
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For example, if all year round, an employee does not do good work and manages to slide by without notice, a yearly check-in may not address these issues. Before the upcoming meeting, this employee could try and make up and make things seem better in order to get that positive feedback. The article brings up another point that performance is not a function of pay, increasing the unnecessary confusion and barriers of performance reviews. Employees go into these reviews thinking they will be negotiating pay, and find he focus of the supervisor to be very different. One of the biggest downfalls to performance review is the undermining of the boss-employee relationship. Employees are reluctant to come their boss normally, but especially in this type of setting. Employees are more interested in covering up mistakes and withholding reputation than developing skills. I think that while feedback is important, performance reviews in the ways in which they exist would not be beneficial to the company.
2. Feedback is necessary for development. Feedback aids us in understanding the world around us. Looking at the guidelines for effective feedback, there are way in which feedback can be given appropriately. Working with others to meet goals is at the core of feedback. Meeting
For example, if all year round, an employee does not do good work and manages to slide by without notice, a yearly check-in may not address these issues. Before the upcoming meeting, this employee could try and make up and make things seem better in order to get that positive feedback. The article brings up another point that performance is not a function of pay, increasing the unnecessary confusion and barriers of performance reviews. Employees go into these reviews thinking they will be negotiating pay, and find he focus of the supervisor to be very different. One of the biggest downfalls to performance review is the undermining of the boss-employee relationship. Employees are reluctant to come their boss normally, but especially in this type of setting. Employees are more interested in covering up mistakes and withholding reputation than developing skills. I think that while feedback is important, performance reviews in the ways in which they exist would not be beneficial to the company.
2. Feedback is necessary for development. Feedback aids us in understanding the world around us. Looking at the guidelines for effective feedback, there are way in which feedback can be given appropriately. Working with others to meet goals is at the core of feedback. Meeting