Narrative performance appraisals: concerns and impacts - Essay Example

Comments (0) Cite this document
It is the process in which managers examine employees’ work behavior against the set standards. Managers will use the relevant information on employees’ performances, and will use the information to determine the…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER94% of users find it useful
Narrative performance appraisals: concerns and impacts
Read TextPreview

Extract of sample "Narrative performance appraisals: concerns and impacts"

Narrative performance appraisals Narrative performance appraisal Performance appraisal is an important managerial function. It is the process in which managers examine employees’ work behavior against the set standards. Managers will use the relevant information on employees’ performances, and will use the information to determine the areas that need to be improved, employee training, and promotion among other activities. Narrative appraisal is one of the simplest and oldest methods of employee appraisal. Managers and raters usually provide a description, in writing about an employee’s performance. In narrative appraisal, the rater gives a SWOT analysis of the employee, potential for advancement and a plan for further development. Narrative appraisal is a simple and straightforward method. When compared to other methods, narrative appraisal is just like daily supervisory observations by management.
The advantage of narrative appraisal is that it is very descriptive and offers complete information regarding the employee. Narrative appraisal requires a lot of information, hence in the process of evaluation there will be more interaction between the rater and the employees. In narrative appraisal, there is immediate feedback. In fact instant feedback is part of the evaluation process.
One of the disadvantages of narrative appraisal is the fact that the evaluation may be a reflection of the rater’s willingness to gather information from the employees. In narrative appraisal, the rater has to spend time with employees while gathering useful information. If the rater is unwilling to spend time, then the narrative appraisal will be flawed.
There are many concerns regarding the effectiveness of narrative appraisal. The first concern is the lack of numeric outcome in narrative appraisal. Narrative appraisal does not generate numeric data, which usually provide the best outcomes in an evaluation. In narrative appraisal, raters spend time with different employees as they extract information. Hence, narrative appraisal lacks standardization because. Many raters are usually involved in narrative appraisal, and since there is no way of ensuring standardization, there are aspects of bias and personal opinion. The last concern is the fact that in narrative there is no guarantee that important information will be missed. Raters are the ones who gather information by talking with employees, and since there are no guidelines for gathering information, they can leave out important information.
Just like any form of performance evaluation, narrative appraisal has various impacts on employees and the company. Narrative appraisal does not creative the illusion of objectivity like other rating methods, hence it can bring raters/ managers and employees together in a good way. Employees can easily communicate with their managers as this process does not make them feel like they are being interrogated.
Narratives are job specific, hence it more helpful in improving employees’ performance. In narrative appraisal, the rater gets to spend time with specific employees and chat about his or her performance. Narrative appraisal motivates and offers clarity to employees. A comprehensive narrative appraisal will clarify the roles and goals expected of the employees; hence it will motivate them to work harder.
Narrative appraisal is very flexible when compared to other rating methods. Narrative appraisals can even be conducted at an office party. The flexibility of narrative appraisal is good for the company as it constantly updates the company about its employees. Through narrative appraisal, company’s strong and weak areas will be identified so that the company can come up with the right training.
Grote, Richard C (2008). The performance appraisal question and answer book a survival guide for managers. American Management Association Read More
Cite this document
  • APA
  • MLA
(“Narrative performance appraisals: concerns and impacts Essay”, n.d.)
Narrative performance appraisals: concerns and impacts Essay. Retrieved from
(Narrative Performance Appraisals: Concerns and Impacts Essay)
Narrative Performance Appraisals: Concerns and Impacts Essay.
“Narrative Performance Appraisals: Concerns and Impacts Essay”, n.d.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF Narrative performance appraisals: concerns and impacts

Performance Appraisals and Reviews

...?Running Head: PERFORMANCE APPRAISALS AND REVIEWS School: Topic: Performance Appraisals and Reviews Lecturer: presented:Introduction Performance appraisals and reviews are objective judgements consistently applied to the staff after careful considerations. The employees upon hiring are given job description which specifies the tasks they are supposed to undertake on daily basis although they are reviewed from time to time. The specific tasks are geared towards accomplishment of the overall organization objectives and workers are evaluated based on their performance of the given tasks on annual basis. The workers are aware...
8 Pages(2000 words)Term Paper

A Review of Performance Appraisal Practices and Policy Options: A Case Study on a Local Nightclub and Events Management Company

...and development needs of employees hence improved performance and increased productivity. It is used as basis for promotion, termination, policy formulation and a strategy for employee retention (Armstrong, 2006; Schuler, 2003; Smither et al. 2005). In addition, Moorty (2011) notes that performance appraisal feedback is a catalyst for increased motivation and staff commitment. Though staff appraisal elicits such benefits, there are various issues concerned with this process. The first key issue related to performance appraisal is communication. Communication is very crucial in any organisation that wishes to achieve...
26 Pages(6500 words)Dissertation

Performance Appraisals

...? Performance Appraisals Performance Appraisals Performance appraisal is a process of evaluating employee’s performanceat work. In an organization, this process is systematically and periodically taken as part of career development where the performance of employees is regularly reviewed. The employees under review are subjected to job productivity and performance based on pre-established criteria and objectives (Abu-Doleh & Weir, 2007). According to Manasa and Reddy (2009) there are other aspects that are included in performance appraisal such as organizational...
5 Pages(1250 words)Research Paper

Performance appraisals

..., in this respect, regard appraisal as ‘a powerful vehicle for reinforcing positive behavior’ as they believe that “documenting a subordinate’s strength is a positive motivator, and tends to fulfill one’s need for self actualization” (75). Performance appraisals also offer managers with an opportunity to clarify organizational goals, prompt the employee to achieve or exceed them, identify and correct problems, improve the employee’s productivity, receive feedback and ideas from the employees (IOD, n. p.). As far as an employee is concerned, the fact that he is valued and appreciated within the organization will promote his self-esteem, enthusiasm, commitment, and...
5 Pages(1250 words)Research Paper

Performance Appraisals

...Running Head: Performance Appraisals Topic Literature review on the current thinking behind different types of Performance Appraisals including management by objectives Introduction: Performance appraisal is a controlled proper communication between a subordinate and manager, that frequently takes the composition of a episodic interview (yearly or semi-annually), in which the work routine of the subordinate is scrutinized and conversed, with a vision to be aware of weakness and strengths as well as chances for development and skills improvement. In many companies - but not all - appraisal outcome are used, either straightforwardly or not directly, to help establish reward result. That is, the appraisal outcomes are used... to...
4 Pages(1000 words)Essay

Performance Appraisals at Head Office

...that the assessor does not in any manner create a situation where the employee feels demeaned or treated in an unfair manner (Grote, 2002). There are several errors that are possible in the performance appraisal sessions and hence it is essential that the assessors get a deep understanding of this before taking up any performance appraisal. Notes for meeting with Ingrid regarding Simons Before presenting to the managers, it will be essential to meet Ingrid and talk about Simon’s concerns. As seen in the above discussion, it is clear that the performance appraisals can have a major impact on the business...
5 Pages(1250 words)Assignment

Performance Appraisals

...PERFORMANCE APPRAISAL Performance Appraisal Performance appraisal refers to the process through which organizations document and evaluate the performance of their employees. Different organizations carry out Performance Appraisals in different ways. One of such strategies is discussed by Lisa Quast through her article, “How to Make Performance Reviews Relevant” on Forbes magazine. This paper aims at reviewing“How to Make Performance Reviews Relevant” by Lisa Quast. According to Lisa Quast many managers do not appreciate the importance of...
2 Pages(500 words)Essay

Performance Standards and Appraisals

...Performance standards and appraisals Performance standards and appraisals Performance appraisals and standards are used in healthcare facilities or organizations as the basis for disciplining or termination of employees. This paper describes the performance appraisal system used in my workplace, including how performance standards are created and communicated to employees. This paper also describes the effectiveness of the performance appraisal system through outlining strengths and areas of improvement, and also explains how I might incorporate positive...
2 Pages(500 words)Term Paper

Performance Appraisals

...Performance Appraisal and number affiliation submitted Performance Appraisal Performance appraisal is the process through which a manager tests and assesses the behavior of an employee by comparing these behaviors with current standards, document the comparisons and use these results to relay response of where the employee should improve and why. This paper is will discuss merits; bias associated with this system and how it can be used to achieve the strategies of an organization. The method incorporates documentation of employee’s performance within a given period of time. This is important to the organization in...
2 Pages(500 words)Essay

Performance Appraisals

...for evaluation (Falcone & Tan, 2013). Therefore, performance appraisals can be very helpful in showing the current effectiveness of an individual. Having identified the drawbacks in the performance, it will be much easier for an employee to work on improvement of them and to make a bigger contribution to the company. As a result, performance appraisal reflects the situation when both parties benefit from it. The frequency and its impact on effectiveness It must be noted that originally, performance appraisals were engaging long cycles, often around one year (Grote, 1996). This period of time generated...
6 Pages(1500 words)Essay
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Essay on topic Narrative performance appraisals: concerns and impacts for FREE!

Contact Us