Reference no: EM131404941

Discussion Question

Original Posting: SEE INSTRUCTOR QUESTION BELOW

Employee evaluation is a tremendous asset that leads to consistent employee work put in an organization. Evaluation is one way of checking the progress of the workers to ensure that they are working as scheduled in the organization. This will help to maintain the production process and thus the organization will always be on top of strategic performance. Performance management is a general term, which implies a criterion that is used by the leadership management of any organization to evaluate the workability of its workers in the company (Hales & Gough, 2013).

The process of performance evaluation of the staff members in an organization should consider the cultural differences of the workers. First and foremost the aspect of culture must be incorporated when an employee is selected to work for the company. There should be respect for every culture due the integration of various people from diverse cultural background. The only thing that can sustain the unity of these intercultural staff integration of members is the aspect of social interaction and awareness thus boosting relationship and creation of friendship among the staff members. The unity of purpose by the employees will thus result to positive performance in job activities (Daly & Geyer, 2014).

There have been a series of modified approaches that can be used to evaluate the performance of the workers in an organization. First and foremost an organization should incorporate self-evaluation performance appraisal tool. Self-evaluation assists the workers to evaluate themselves as well before the manger evaluates them and this gives a second opportunity due to double assessment. Similarly, a 360-evaluation performance management is recommended for making a good evaluation. The 360 evaluations also gives an opportunity for double assessment where by the departmental manager where a worker is based will evaluate this worker while other managers beyond the respective department but within the syndicate will have their chance to evaluate the worker. However some of the few challenge such as failure to use a good evaluation system tool can result to poor performance of the workers in the organization (Hales & Gough, 2013).
In conclusion, the 360-performance management tool is recommended for any organization because the workers are assessed both internally and externally but within the respective organization (Daly & Geyer, 2014).

References:

Daly, J. P., & Geyer, P. D. (2014). The role of fairness in implementing large-scale change: Employee evaluations of process and outcome in seven facility relocations. Journal of Organizational Behavior, 15(7), 623-638.

Hales, C., & Gough, O. (2013). Employee evaluations of company occupational pensions: HR implications. Personnel Review, 32(3), 319-340.

Instructor Question:

Excellent insights to the challenges of performance evaluations. An old quality guru has said many times that any kind of performance evaluation is subjective and only used to document employees for layoffs. He said that all it does is drive fear in the workplace. Who was the quality leader and why do you think he said that? And why should all employees never fear doing the right thing, even if it costs a job? What greater cost is there is we sell our souls to lie and do bad things in the name of the organization? Check Ed Deming.