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Organizational Behavior & Leadership - Essay Example

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ORGANIZATIONAL BEHAVIOR Assignment- 2 Your name………………………… College………………………………. …………………. Performance Evaluation Evaluating the performance of employees is one of the most important strategic tools for effectively managing the human resources in an organization since it helps management in taking significant human resource decisions related to training, development, transfer, promotion, termination etc…
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Organizational Behavior & Leadership
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Download file to see previous pages One of the major concerns prevailing in the company is that there is no expert in conducting professional performance evaluation. The previous engineer was very expert in conducting the evaluation, but he has left the company due to clashing personalities. The plant manager, presuming that he or others in the company, may not be able to conduct the evaluation, is thinking to skip the annual performance review, and this seems to be another big concern in the company. What makes him think of skipping the review was that the previous engineer left the company claiming that there would be none to do annual performance evaluation. In the current evaluation form of the company, another serious concern is taking decision regarding rating the engineers. The engineer feels friendliness as superior and he therefore would give medium rating on that aspect. Moreover, giving rating on personal qualities and attitudes also will be quite difficult for the engineer. In performance evaluation, the management should evaluate an employee’s outcomes such as quantities he produced, scraps he generated etc. Management is also expected to evaluate the behaviour of employees especially when they face difficulty to evaluate and identify the contribution of each group member. The third criteria is trait whereby individual traits are to be identified and evaluated. Traits such as attitude works, confidence in completing the tasks, dependence, being busy in work, positive approach etc are therefore related to various work tasks and they are to be evaluated by the management. Advantages and disadvantages of including supervisors, peers and subordinates in the performance evaluation Out of various performance evaluation methods in place today, 360-degree feedback is getting wider popularity among organizations. 360-degree method of evaluation is a latest approach to evaluating the performance from all different customers of an employee. A customer of an employee can be any or all of the manager, supervisors, bosses, peers, friends, clients, subordinates etc. Though present engineers in the case study scenario were not experienced in performance evaluation, they are confident in conducting 360-degree evaluation and they even found that it will be an effective technique for analyzing and evaluating the performance of engineers in the company. The main aim of 360-degree evaluation method is to pool the feedback from all of the customers of an employee. His customers are top manager, other levels of managers, suppliers, subordinates, clients, peers and other department representatives. By adopting the 360-degree performance evaluation, the organization hoping to give everyone a sense of participation in reviewing and evaluation processes and this in turn helps the manager gain more accurate information about the performance of employees (Robbins and Judge, 2011, p. 567). While adopting this method, engineers in the company, for instance, may be able to gain opinions from various groups in relation to how is the work outcomes, attitudes, behaviour and traits of a particular employee. Many organizations that adopt 360-degree evaluation don’t spend sufficient time in training and educating the parties ...Download file to see next pagesRead More
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