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Essay / Research Paper Abstract
A 7 page paper. The writer begins with the ultimate purpose of performance appraisals and then discusses the value of the 360-degree feedback approach. The process, advantages and disadvantages are discussed. The writer comments on the appropriateness of this particular approach as a means for employees to evaluate the performance of their managers. The writer also discuses the conditions under which customers should evaluate employees and managers. Bibliography lists 9 sources.
Page Count:
7 pages (~225 words per page)
File: MM12_PGpfap4.rtf
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Unformatted sample text from the term paper:
supervisors/managers. While it might be possible to obtain a relatively valid appraisal on sales clerks and others who meet the public every day, it would be impossible to obtain any
kind of valid appraisal of employees and/or supervisors who never see the public. What would be more appropriate is for customers to evaluate a company in terms of different aspects
of products and services. Since there are volumes written about performance appraisal, it might be helpful to begin with the purpose of performance appraisals. Robert Bacal, author of Performance Management
- A Briefcase Book and other books relative to employee management, wrote: "The ultimate purpose of performance appraisal is to allow employees and managers to improve continuously and to remove
barriers to job success. In other words, to make everyone better" (Bacal, n.d.). Bacal also commented: "Probably the most misused and abused and disused management tool in history is the
performance appraisal" (Bacal, 2003). It is more often based on backward thinking than forward thinking (Bacal, 2003). By that, Bacal means appraisals inherently evaluate past and present performance but that
information is not used to change things in the future that will lead to greater productivity. Appraisals should be a tool that allow the employee and manager to work together
more effectively in the future (Bacal, 2003). Given these two statements, we see that the overriding purpose of appraisal is to improve the performance of everyone who works for
the company or organization - employees and managers alike. We also find that performance appraisal is too often misused. Management and leadership practices have changed over the years and so
has performance appraisal methods. Employees are more involved in the process today than they were even twenty years ago. The advent of teamwork in the workplace is one of the
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