Psychology essay Example | Topics and Well Written Essays - 3000 words

Psychology - Essay ExampleNormally, these surgical fly the coop judgements tend to be tick the box exercise. This in essence creates anxiety on the side of the management and that of the employees. After the effect appraisal has been competed they should not be shelved until the next exercise but they should be looked at immediately to allow for appropriate review actions. This give the sack assist employees improve their exploit. In most cases, problematic feedbacks are usually postponed or hidden or sometimes cheated about when filling the performance Appraisal form. Majority of managers do not want to delineate that those under them are not performing well for the fear of being responsible of their lack of promotional material or a pay rise. The performance appraisal should be objective in nature. This is to say that, they should be full of professional perspectives and should not have any personal views. Usually personal views in the performance appraisals are biased an d this is very detrimental. The process of performance appraisal should not come as a surprise to the employees. This is because, if all stress is placed on the process then, there is a possibility of generating tension at the build up phase. This can also reduce motivation on the side of the employees, which as a result can lead to decreased productivity. Majority of the employees in the nerve should be quelled with the performance appraisal processes. An appropriate performance appraisal should be a truly consented abstract of what has been loss on continuously in the organization between appraisals. Surely, if the appraisal process is reviewed twice or thrice annually, all the chances to sustain and direct the workers to get better are missed. This is because managing of people is a continuous process and not a one-time activity. The managers should not put more focus on the process alone as this is very dangerous but they should rather look at the continuing performance man agement. The managers should place their emphasis on the reason why the performance appraisals are carried out. The main purpose why appraisals are conducted is to help employees become more effective. They also help the managers manage those under them well. The performance appraisal process should be an exercise that tries to unearth the truth about an individuals performance on the work function assigned in the organization and therefore it should be realistic and clear. Briefly, a sound performance appraisal should be unbiased and purposely a continuous two way and specific process. It should not be an exercise that brings in fear and embarrassment to the employees but an exercise that motivates them. Part 2 Recommendations about how the winner of a new performance appraisal process should be evaluated The success of a new performance appraisal process can be evaluated through various ways namely Peer valuations The organization can form a task rack of four to seven employees. The mandate of the task force should be to set a peer evaluation program. The task force should be to set targets and objectives of the evaluation program and can carry out a pilot program. When conducting the pilot program, participants can be persuaded to beseech feedback on whether the performance measurement system is good. This is because pilot program is significant for a new performance