Performance appraisal systems

Employee motivation can be enhanced and performance improved with the monitoring of employees' performance level and the use of feedback to advise those employees about their effectiveness. Performance feedback exchanges can be ongoing and informal, on a day-to-day coaching basis or on a formal basis, annually or biannually.

"The ultimate--purpose of performance evaluation is to help

create an atmosphere in the organization that is characterized, in the words of David McCord Wright, by 'adventurism, in which people are energetic, creative-minded,'enjoy the activities of the organization for their own sakes, and is characterized also by high ethical standards, by high morale and pride in the organization" (Lopez, 1968, p. 25).

Many believe that the primary purpose of employee performance evaluation is motivating the employee to high standards of job performance. The key to this is the integration of organizational and individual goals. This necessitates bottom-up planning and top-down planning. Communication is the basis for the downward process. The upward process involves the employee informing management of his needs, aspirations and goals. For management, performance evaluation is a tool to determine

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yee's progress at different points. They can coach the employee to develop needed skills and share their own personal experiences. Independently, managers can provide additional manpower, money and resources and provide additional incentives. They can even make some organizational, method or system changes. Managers can utilize two kinds of coaching appraisals, reactive or future. The first involves actions taken after the employee succeeds or fails. The second involves action taken before future work is assigned. The goal of the coaching appraisal is to encourage constructive thinking, commitment toward improvement and efficient effort. The manager finds ways to motivate the employee to commit himself to goals, give the employee the information he needs to make changes or improvements, provide opportunities to use the information and provide feedback. This appraisal approach calls for a manager to discuss the appraisal with the employee, use personal examples, provide a model, work with the employee to make a plan and review his progress frequently, and possibly team the employee with someone more knowledgeable or skilled. Work planning, a process of integrating a manager's plans with those of the entire organization
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Approximate Pages = 21 (250 words per page)

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