Employee Appraisals and Rewards

Managers with even the best understanding of motivational processes are likely to encounter situations where their expectations and the performance of their subordinates fail to coincide. In these situations, it is up to the manager to determine what the problem is, and how best to remedy the situation. Fundamentally, it is the manager's responsibility to evaluate the performance of the subordinate, and counsel the subordinate on how best to improve that performance. This research examines the role of performance appraisals and rewards in the business environment.

Importance of Employee Appraisals to Companies

Evaluation and counseling is important not only to the immediate job at hand, but also in anticipating the needs of the organization in the future. By evaluating an employee's strengths and weaknesses, and by considering the needs of the organization in the future, a strong manager will be able to help develop employees who are able not only to help the organization meet its current needs, but also to fulfill the organization's future needs. There is also reward for the subordinate who, with the assistance of his manager, is able to cultivate skills which will help build his professional skills and which serve to enhance his self-esteem and self-worth. In this way, effective evaluation of an employee can provide the basis for strong motivation in the future, and help the employee develop the skills necessary for his own career growth.

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ls that meet the employer's needs (Fournies, 1987, p. 14). Instead, supervisors who work with employees to identify areas that can be strengthened and who offer ways in which to build skills will find that their employees are much more motivated to take the steps necessary to acquire the skills in question. Identifying Areas for Employee Improvement At this point, it can be important that supervisors understand how to spot areas which employees can improve, and areas which they cannot. Skills can be taught; ability cannot be learned. Thus supervisors have to determine whether an employee's deficiency in a particular area is one that the employee can rectify with proper training, or whether the deficiency is one that requires more serious attention. There may be some problems which the employee simply will not be able to change no matter what steps the supervisor takes. Determining these issues is not an easy task for most supervisors, and requires awareness on their part as to what the critical issues are. A deficiency in skills relates to an employee's unfamiliarity with computers in general, or with a computer program in particular, for example. This can be improved by sending the employee to training classes or by othe

Category: Business - E