Performance Evaluation
Performance Evaluation
#A
Points of concern developed in the current evaluation of the company constitute attitude, neatness, and friendliness. The plant managers used the above points of concern in making performance evaluation within the organization. In respect to the point of friendliness, the engineer gets a medium rating from the plant manager. The manager develops an analysis that the employee is a turn off to co-workers in the organization. Out of his personality, his colleagues lack the attractive nature in him and that is why they mock and does not socialize with him. Even after working for the company for more than two years, the engineer fails to score highly in his rating something that proves he has poor interrelationship skills. In other words, this employee has a cordial with some of the employee and not all, (Ferris, 2011).
In terms of cleanliness, the employee does not score high rather he scores low medium. This is a proof that he is less concerned with his organized work life and that has contributed to his low ratings and poor relationship aspects. He is poor in arranging his work simply because even arranging his desk according to the report is poor. Based on this attitude; the plant manager finds it difficult to develop a complete evaluation exercise. His assumption is that the engineer is irresponsible person and this is true simply because he does not respect the plant manager or the colleagues, (Ferris, 2011).
#B
Quantity and quality of work: Evidence shows that most organizations use this approach during their performance evaluation. Quantity of work is the amount of work completed by an employee in a given duration. Quality of work is the aspect of developing a sustainable environment of good performance of activities and should be continuous. A higher productive company is that whose performance evaluation helps sustain its survival and vice versa for a low productivity situation. Evidence shows that an effective evaluation performance based on quality and quantity should be developed when the above two aspects provides a relationship, (Ferris, 2011).
Time of work: Time taken to complete a given task is another set of performance evaluation criteria used by organizations. Most organizations are sensitive to the amount of time they take to complete a given task. Performance is based on how faster an organization accomplish its activities. The best performance evaluation approach desired by most firms is that takes less time because it is cost friendly and helps make decision faster, (Ferris, 2011).Cost benefit: Evidence shows that most companies focus on maximizing profits and developing ways on how to reduce cost of operation. Before developing a performance evaluation, an organization should conduct benefit analysis evaluation to determine the best method of evaluation to apply in the business. A performance evaluation approach that generates low costs and high benefits is the best for any given organization, (Ferris, 2011).
#C
The sets used for the above evaluation task (A1) include attitude, cleanliness, and friendliness. By evaluating employee friendliness in this organization, the plant manager gets an opportunity to create a healthy environment for all workers. This helps create or develop a work team in completing organization project. Evidence suggests that an organization that has employees who are friendly creates an environment suitable to accomplish tasks easily. Such employees are believed to have good interpersonal and communication skills that aid them relate in the appropriate manner. Friendliness in an organization helps employees accomplish their task within time something that helps it achieve its goals and objectives, (Ferris, 2011).
Cleanliness is second to Godliness. This aspect is necessary in workplace simply because it allows individuals have a clean environment that makes them feel comfortable in accomplishing their tasks. Developing a clean workplace environment means that employee must arrange their records in accordance. This helps them retrieve them with ease something that saves time and costs. A clean environment helps store documents for long hence prevent cases of document lost or detriment, (Ferris, 2011).
Quality of work life in an organization plays vital role. In order to achieve this, the organization evaluates employee’s attitude something that helps the company understand employees who are responsible and those who must be pushed in order to accomplish tasks. Motivation counts towards attitudes of employees thus the evaluation program should determine the level of motivation employees get from the organization. It is clear that well motivated employees will have positive attitudes while negative attitude means that an employee was poorly motivated. It is the work of an organization to establish the best motivation strategy in order to have employees who work for the company in accordance, (Ferris, 2011).
#D
It is vital to include peers, supervisors, and subordinates in the evaluation process. This prevents development of problems and issues that may result from the assessment conducted by the supervisors only. It is a situation that helps create and develop subjective results when an evaluation process is conducted. Overall performance is believed to improve and areas of correction determined. Peer bias is prevented when this approach is used in a performance evaluation process.
#E
The process takes a lot of time which translates to increase in operation cost of the organization. Since information used for the evaluation process come from different parties, quality of the results may be affected making the process less effective to the organization. It may limit the method of evaluation simply because some methods require one person in order to develop desirable results, (Ferris, 2011).
#F
Management by Objectives (MBO): This method helps reward employees according to their level of performance. It does not consider how the goal was achieved rather it considers if the goal was achieved. 360 Degree Performance Appraisal: This method is applied by most organization in their evaluation process. The approach seeks to develop and provide confidential performance feedback to relevant parties in the organization. Some of the common variables used for the method include behavior, listening skills, leadership skills, and characters among others.Behavioral Observation Scale: It is based on the employee’s performance in respect to the measured factor. It is the frequency of a given aspect in order to collect given information necessary for the performance evaluation process.
#G
Halo effect: This is a situation where the employer generalizes performance of an employee based on a single evaluation area. In most cases, results from such evaluation process provides inaccuracy situation simply because it is not always that the employer may have similar results in all areas. Relative performance is used instead of fact or real data, (Ferris, 2011).False Attribution: It is the natural aspect developed by people in respect to the success or failure of a given person. System of work and ability of the employee does not count is this aspect hence it develops results that are inaccurate.Leniency Bias: This aspect is where an employer gives an employee higher rates that the actual performance. The employer favors some employees and that is why the method is described as lenient. Performance improvements are not considered in this situation.
#H
The best tool for this situation is the 360 degrees performance appraisal method. This is the best simply because the plant manager will look at all working aspects that revolve employees. To improve performance of workers, the plant manager should seek professional evaluation process services, (Ferris, 2011).
Reference:
Ferris, G. R. (2011). The performance evaluation process: implications of supervisor-subordinate attribution congruency for subordinate work attitudes: University of Illinois at Urbana-Champaign
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