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Performance Evaluations Essay

943 words - 4 pages

Performance EvaluationsAs indicated within the following website, http://www2.hawaii.edu/~trishami/650.html, there have been many downfalls with respects to performance evaluations despite all the efforts put into such evaluations to ensure their effectiveness. In "Effective performance appraisals," by Brian Gill, the author notes that a number of major problems have arisen within numerous organizations upon the performance evaluation process. Such potential problems include situations in which the a supervisor gives either excellent or poor ratings on every trait. Such traits may include quality of work, quantity of work, knowledge of the job, attendance and punctuality, dependability, adaptability, initiative, judgment, cooperativeness and personal qualities such as leadership, honesty and appearance. This is known as the "halo effect." Another potential problem is dubbed the "sunflower effect" and occurs when a supervisor gives his/her employees only high marks, despite bad performance, to make him or herself look like a good supervisor.Also noted within the website, as indicated by the text of Brian Gill, "Effective performance appraisals," yet another problem is giving everyone average marks to make the process easy and avoid conflict, which is known as a "central tendency." Some supervisors instead rate those employees who they know well and really like as exceptional performers, regardless of actual performance, which is a form of "favoritism." Personality and emotions an influence any evaluation process as well. For example, "guilt by association" is when a supervisor rates an employee not on performance, but by who the employee associates with. This is not a fair form of evaluation as the one employee may perform very well and the other may be a slacker. The exceptional employee should not be considered a lazy employee as well due to the fact that they eat lunch together everyday and maintain a friendship at work.It may be quite difficult to remain objective during a performance evaluation process, however, managers and supervisors alike must recognize that evaluations measure how well an employee performs his assigned function and not his direct personality. There should not be any bias or room to judge an employee with other forms of criteria other than those that relate to the job itself. It is important to create a rating system for employees and superiors to follow in the performance evaluation process in order to help eliminate the above noted problems encountered within the process. The rating system in place should not be based on merely personality rates of an employee, such as attendance and punctuality or honesty and appearance. Instead, the rating system should be based on goals to attempt to prevail over the limitations of trait-based systems by focusing on agreed upon performance goals instead of personal characteristics.The goal-based approach should be performed on a regular basis (i.e., semi-annually or quarterly) and...

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