It was for these reasons primarily, that performance appraisals are usually avoided by even large, well-established organizations…īarry, John M., Performance management: a case study. However it cannot be ignored that performance appraisals are highly subjective in nature, depending a lot upon an individual's view of a situation, the employer-employee relationship, etc.
Moreover, performance appraisals not only measure the achievement of individual employee goals but also the goals of the organization at large. Secondly, these appraisals are conducted to determine whether employees have achieved the goals they were required to.
The purpose behind performance appraisal is firstly, to rate an employee's performance on the job. Performance appraisal" is a term used for evaluating performance of employees in an organization. This research paper aims to conduct a study regarding the effectiveness of performance appraisals and the issues accompanying performance appraisals. Spence, Jeffrey & Keeping, Lisa, "Conscious rating distortion in performance appraisal: a review, commentary, and proposal framework for research" Kim-Yin Chan, "Rating Leniency and Halo in Multisource Feedback Ratings: Testing Cultural Assumptions of Power Distance and Individualism-Collectivism" Kok-Yee Ng Koh, Christine Ang, Soon Kennedy, Jeffrey C. Hile managers are generally focused on influencing their employees in obtaining positive results, they are also aware that a successful company consists out of groups of individuals who have strong relations and who work as a team.
In order to increase productivity, managers make use of a wide range of methods, but they are not necessarily motivated by their determination to obtain accuracy from their employees. Performance appraisal is one of the principal topics that the paper relates to as the writer tests several theories with the purpose of determining the techniques that managers use and their tendency to adopt particular attitudes. Jeffrey Spence's 2011 article "Conscious rating distortion in performance appraisal: a review, commentary, and proposal framework for research" discusses the relationship between managers and employees and how managers use conscious rating distortion as a means to evaluate individuals that they are in charge of.