them.
As important to an organization as the task of personnel performance evaluation or appraisal is, there are indications in the literature that a significant proportion of the supervisors, managers, and administrators are either ill prepared for this task, or that they are reluctant to perform the task in an effective manner. The literature indicates that two major factors may contribute to the development of such a situation within an organization. The first of these factors is an absence on the part of many supervisors, managers, and administrators of an awareness of the significance to the organization of the process of personnel performance evaluation. The second of these two factors is an inadequate knowledge on the part of supervisors, managers, and administrators of the procedures required for the conduct of effective personnel performance evaluations. Each of these problems is significant for organizational performance.
Performance appraisal also plays a vital role in the selection of individuals for management responsibilities. The selection of individuals within organizations for leadership positions and for other forms of organizational reward is accomplished by a variety of methods, most of which depend upon the composite results of several factors recommendations of organizational superiors, educational background, past performance, and so forth. One factor that is found in most selection procedures, however, is the performance evaluation. Thus, effective performance appraisal is one of the critical factors which contributes to the on going success of an organization.
There is evidence in the literature, however, that indicates that the employee performance appraisal process used in many American organizations is not contributing to improved performance by the employees evaluated. One problem appears to be managers who are tool lenient in their performance appraisals.
The questionable rel...