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Performance Review Takes a Page from Facebook - Research Paper Example

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In respect to the foregoing, it is more tenable to charge that social network type evaluations may encourage the overworking of American employees, if there are no modalities in place to specify performance target, in respect to time. …
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Performance Review Takes a Page from Facebook
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Download file to see previous pages It is because of this that this essay seeks to establish the reality on these matters. It is very untenable to posit that regular conversations with employees and familiarity with their stand can overwrite the need for performance evaluation. First, it is likely that these regular conversations also include both formal and informal discourse. Informal discourse does no constitute the frameworks of performance evaluation. Conversely, taking regular conversations and an employees’ acquaintance with their stand is akin to taking an individual’s words for a fact. What an employee says he has done is not what may be the reality. Many are the cases when employees have assured their bosses that they have finished a project, to save face, and with the hope of finishing the project before the boss asks for it. Performance evaluation also factors several measures and frameworks that conversations and familiarity may not capture, the degree of regularity and familiarity notwithstanding. First, performance evaluation should be carried out on regular basis (for instance, at the end of a fiscal year) and should be facilitated by the human resources (HR) management or a supervisor. It is debatable if the boss will follow through the frameworks that entail performance evaluation, due to the impromptu nature of a conversation. In a closely related wavelength, performance evaluation becomes only meaningful with a performance target in mind or at hand. Even if the boss may have this in mind, it is a fact that his mind will not contain all the specific frameworks of performance evaluation. It is very unlikely that the employer or the boss will keep every employee’s performance target, in order to make sensible performance appraisal. Performance evaluation also meaningful if it factors it is followed up with proper correctional action. Because there would be no proper performance appraisal, it follows that such conversations will not capture proper correctional measures such as workshop drives and training programs, or the degree to which they should be carried out. Question 2 When one looks at the possible effectiveness of the social network performance review to veterans, baby boomers, Gen X, and Gen Y, one realizes that there are changes that have taken place. For the veterans and the baby boomers, it is clear that conventional type of social network performance was used, in lieu of the online social networks. This is because the world had not yet become acquainted to the Worldwide Web. Generation Y and X began using social networks to perpetuate organizational goals, earlier and more frequently than the baby boomers and the veterans due to age. For instance, the veterans (1922-1943) always value clarity and consistency in respect to rules, performance standards and decision making processes. This generation may therefore need clarification on what it is actually expect of it, when introducing social network performance. Baby boomers (1944-60) in turn will also realize positive social network performance reviews since this group likes being in control. Generation X (1961-1980) may also register positive social network performance review since it has the ability to flexibly balance work arrangements and work balance. This group also has ready access to exciting and meaningful work choices. Generation Y (1981-2000) may also register pleasing social network performance review since it has a knack for teamwork, fast decision making and self-motivation. Question 3: Justification ...Download file to see next pagesRead More
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