question archive Dear Editor, I have been reading reports that many organizations have been improving their performance appraisal (PA) systems, and I am writing to argue that the newer systems have a long way to go if they are to be effective
Dear Editor, I have been reading reports that many organizations have been improving their performance appraisal (PA) systems, and I am writing to argue that the newer systems have a long way to go if they are to be effective
Subject:ManagementPrice: Bought3
Dear Editor,
I have been reading reports that many organizations have been improving their performance appraisal (PA) systems, and I am writing to argue that the newer systems have a long way to go if they are to be effective. Personally, I have yet to see a PA system that can outsmart those employees who make a genuine effort to outsmart the PA system. Here's how my colleagues and I ensure that we 'smell like roses' at every appraisal.
Firstly, we seek to have the PA session conducted within a day or two following an important work 'victory'. The victory may be a major sale or the development of a new product or service. This ensures that the boss is in a positive frame of mind regarding our performance.
Second, we know that managers at all levels are time-starved. Time-starved managers are likely to undertake appraisals superficially and seek to emphasize the positives, as identifying negatives requires subsequent employee counselling and development. To assist our senior managers to avoid time-consuming tasks, we emphasize that our busy schedules only allow 20 or 30 minutes for appraisals, and that even this amount of time is tough for us to find, as it takes us away from our customers and our 'real work'.
Third, we emphasize during our appraisals that the positive aspects of our performance were the results of our individual brilliance, while those objectives not achieved were due to circumstances beyond our control, and we request that our managers appraise us accordingly. That also provides our managers with an excuse for their own failure to meet the department's objectives! Of course, we also indicate that our successes have much to do with their great management skills! Finally, we avoid any type of conflict with our managers and appraisers in the period leading up to the appraisal. Performance appraisals are primarily a 'feel good' exercise, and we try hard to make sure everyone is feeling really good for the appraisal process. We did this by tidying our desks, getting to work on time and staying late, and writing long overdue reports and memos full of creative ideas for improving our organization. Bringing fresh flowers into the office and buying cakes for the tearoom also works a treat! Yes, performance appraisals are nothing to be feared.
A contented sales representative
(Adapted from Stone, 2010, pp. 298)
QUESTIONS:
1. Identify the problems of mentioned performance appraisal system.
2. What is your approach to revamp the system?
