Please respond to discussions below and attached files for sources if needed:
As
Please respond to discussions below and attached files for sources if needed:
As stated in the textbook, performance reviews or evaluations provide employees with the crucial communication and documentation necessary for rewarding other employees and removing those from the company who fail to reach the standard. The most beneficial aspect of a performance evaluation is the opportunity to provide individuals with clear feedback based on their job performance. The challenges include faulty processes that can lead to problems that include perceptual biases such as recency, stereotyping, halo and primacy. Therefore, guidance for performance evaluation feedback has been to utilize objective information only, which can be done through a 360 degree feedback or goal setting techniques (p.164).
If a Likert scale was utilized with adjectives instead of a numerical scale to describe a kind and supportive employee, it may look like this:
5: Compassionate (Always Kind and Supportive)
4: Sympathetic (Occasionally Kind and Supportive)
3: Understanding (Kind and Supportive When Asked)
2: Unsympathetic (Struggles Being Kind Or Supportive)
1: Uncompassionate (Unable to be Kind or Supportive)
If a Likert scale was utilized with adjectives instead of a numerical scale to describe an employee that communicates authentically on their team, it may look like this:
5: Genuine (Employee communicates authentically)
4: True (Employee Speaks Truth)
3: Honest (Employee Does Not Lie)
2: Liar (Employee Has Lied Before)
1: Phony (Employee Speaks Lies)
If a Likert scale was utilized with adjectives instead of a numerical scale to describe an employee that exhibits integrity and character in their relationship with clients, it may look like this:
5: Virtuous (Employee Always Has Integrity)
4: Morality (Employee Posses Good Morals)
3: Goodness (Employee Exhibits Good Behavior)
2: Dishonest (Employee Has Told a Lie)
1: Immorality (Employee Exhibits Immoral Behavior)
I believe that this would improve the performance evaluative process because it would be no longer be based on a single adjective or factor rated from 1-5, but rather a more detailed adjective that can describe a semi-authetic employee such as being “honest”. This feedback could prove to be more beneficial to employees because they would be able to acknowledge the positive aspect of being an honest employee, but also the potential of being more “genuine” or “true” in the future. I believe that the performance evaluation process would differ in each organization depending on if the company has opportunities for growth or not. If there is an opportunity for growth, I would suggest combining both to offer a more in-depth evaluation to an employee seeking to better themselves and their job performance.
McShane, S. & Von Glinow, M. (2015). Organizational behavior (7th ed.). McGraw Hill. ISBN: 1-260-79955-7.
