Organizational Goals
In a landmark study conducted by Locher and Teel (1977; in Appraisal, 2006), researchers found that the three most common appraisal methods in general use are: 1) rating scales (56%); 2) essay methods (25%); and 3) results-oriented or management by objectives (MBO) (13%). Performance appraisals may have their greatest impact on the organization because of their association with employee motivation. One of the outcomes of performance appraisals is determ
ination of compensation levels and other motivating factors like promotion decisions, job redesign, and recognition of individual achievement. Performance appraisals that are soundly constructed and effectively implemented are critical to ensuring this kind of success in today's rapidly changing and demanding business environment. Experts maintain that both formal and informal appraisal methods can be enhanced through ". certain techniques that have been found to yield better results than others" (Appraisals, 2006, p. Three techniques that seem to enhance the outcome of performance appraisals include: 1) encouraging discussion; 2) constructive intention; and 3) setting performance goals (Appraisals, 2006). Formal systems are usually structure and occur at regular intervals, consisting of one or a combination of the most common methods enumerated above. This kind of feedback can undermine morale and motivation, the opposite goal of effective performance appraisals. In contrast to feedback that is helpful and constructive, "deconstructive criticism" is vague, ill-informed and unfairly or harshly offered (Appraisal, 2006, p. For example, constructive intention is a means of undermining the potentially negative impact on employees from negative feedback. ConclusionIn conclusion, today's organizations face increasing competition and a number of other factors that demand employees who are motivated, productive and skilled for success. There are formal and informal systems of appraisal.
Common topics in this essay:
Locher Teel,
,
performance appraisals,
appraisal methods,
formal informal,
constructive intention,
2006 1,
appraisal 2006,
appraisals 2006,
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Acceptance Essays
