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Essay / Research Paper Abstract
This 4-page paper discusses CanGo's performance appraisal system and economic concepts the company must deal with Bibliography lists 1 source.
Page Count:
4 pages (~225 words per page)
File: AS43_MTperacang.doc
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Unformatted sample text from the term paper:
question. Performance Appraisal Warren is clearly unprepared for Nicks performance review. Much of the business literature isnt all that fond of performance
reviews, and for very good reason. Much like the performance review portrayed in the CanGo video, the process consists of a supervisor and employee (both clearly uncomfortable), who face one
another across the desk, while the supervisor lists the employees good points and not-so-good points with help from some pre-set scale. At the end, the two chat, the employee promises
to do better, and both sign the form, with a sign of relief that at least THATs over with until next year. The problem with such an appraisal is that
its a waste of everyones time. The point of a performance appraisal is that it should not only form the basis of "good points-bad points," it should also focus on
how an employee can do a better job. RECOMMENDATION: Appraisals should be a mix of objective measurements, subjective comments, and discussions about
where employees need to be headed. The CanGo appraisal process needs to be overhauled to take all of this into consideration.
Performance appraisal form enhancements go too far the other way. To its credit, CanGo recognizes that its performance appraisal process (and forms) need
upgrading. The problem, however, is that the resulting forms are too heavy on the measurement side - as Whitney comments, servers crash, computers crash, and its really no ones fault.
RECOMMENDATION: Metrics in terms of job performance measurement are great in a way - but measurements also need to have some subjective
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