Performance Appraisal
Performance Appraisal
Performance appraisal is the regular evaluation of workers performance and their general contribution to the company. The periodic review evaluates the workers achievements, skills, growth, or lack thereof. Organizations usually use performance appraisal to give feedback to their staff on their job performance, justify bonuses, pay increases, or termination. Staff Performance is commonly reviewed quarterly, semi-annually, or annually depending on the organization. Consequently, multiple organizations within the United States believe that tying employees pay increases to annual performance ratings would improve organizational productivity (Cappelli & Conyon, 2018). However, in most instances, it has been established that though the idea is noble, its conduct causes more damage than good. Therefore, I take the same position with the recommendation of management experts that performance appraisal is removed from the work setting.
According to Edwards Deming, the annual job performance review annihilates long-term planning, nourishes short-term performance, destroys teamwork, builds fear, and breeds politics and rivalry (Ammons, 2019). It leaves employees bruised, bitter, crushed, feeling inferior, dejected, depressed, battered, despondent, and others desolate, unfit to work for multiple days if not weeks and months after rating receipt, unable to understand why they feel inferior (Islami...
2018). As a result, performance appraisal breeds hatred instead of enhancing team spirit with the common objective of winning together.
Besides, performance appraisal focuses on the wrong things, the wrong way, and at the wrong time. Hence,...
…reward perform much better than those who expect to be rewarded (Cappelli & Conyon, 2018). Rewards do buy commitment, but temporary compliance.
To conclude, in theory, performance appraisal is very enticing. However, in reality, it does not give the anticipated and expected outcome. As a result, it is hated by several managers and employees in equal measure. As seen from the above, it is no doubt that performance appraisal lowers employee satisfaction, engagement, and productivity. It is a largely counterproductive and expensive exercise. Performance appraisal is practiced with the positive motive of motivating and enhancing individual employees contributions and, as a result, overall organizational effectiveness, productivity, and efficiency (Islami et al. 2018). Regrettably, it is an activity without merit…
