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Essay / Research Paper Abstract
This 6-page paper discusses the effectiveness of certain types of performance appraisals. Bibliography lists 4 sources.
Page Count:
6 pages (~225 words per page)
File: AS43_MTcurperap.doc
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Unformatted sample text from the term paper:
obviously uncomfortable as they discuss the employees good points and not-so-good points. At the end of 20 minutes, the exchange is done, boss and employee sign a sheet of paper
and both go their separate ways, relieved that the process is over for another year. The above scenario is common in workplaces across
the United States, and its one reason why performance appraisals are held in such high disregard. Theyre considered time-consuming, and the way in which theyre structured makes it seem as
though its a chore, rather than an effective way to weigh an employees strengths and weaknesses, and to provide feedback so the employee can get better at his or her
job. But according to Segal (2011) and others, performance appraisals can be effective when it comes to boosting productivity, shaping an organizations
culture, rewarding employees and establishing baselines - so long as they are used effectively. Segal, in fact lists 12 reasons why such appraisals
fail. These are late evaluation ("few managers jump with glee at appraisal time," he points out); over-evaluation; timing issues; inconsistency; bias; stereotyping; relying on labels rather than behaviors; relying on
absolutes; impugning intent; referencing protected absences; one-sided dialogue and absence of any kind of goals (Segal, 2011). This doesnt mean the performance
appraisals, in and of themselves are bad. The way they are used makes them effective or not. Types of Performance Appraisals and Effectiveness
A performance appraisal, or performance review is defined as "a formal interaction between an employee and her manager . . . when the performance of the employee is assessed
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