Performance Appraisal Strategies - Assignment Example

The annual feedback on the work of each of the employees is required from the manager, to define, whether the current position of the worker is right for him. Performance appraisal is used to evaluate, whether the employees' labor is worth the money the company spends on him and whether he is used rationally in the company. Performance appraisal defines whether the workers perform his tasks fully, whether he is suitable for the type of work he is doing, it evaluates the quality of his work. It is the tool that lets the administration see which of the employees deserves the promotion or/and a pay rise, and which one has to be fired because of the incompetence or the poor quality of work.

The characteristic feature of aviation is that their teamwork is of vital importance. To satisfy the clients, the plane's crew has to work together, aiming the same goals. Thus, the performance appraisal of the crew is also conducted, apart from the personal performance appraisal. The task of the manager, which performs performance appraisal, is to define the list of the employees' goals, and chores, and then evaluate the quality of fulfilling the chores, and to define, whether the worker reached the goal that was set before him.

  They consider the individual performance appraisal to be the most effective and significant and make their conclusions about the best place for the person in the company guided by them, forgetting that even the best worker will lower the productivity of the group he is employed in case his teamwork skills are poor. Performance appraisal is quite a complicated managerial technique; it requires deep knowledge in business, management, and some other social sciences. But interpreting the results of the appraisal, deciding what should be done to improve them, or what is the best position for the worker, requires the background in the psychology of the relationships on the workplaces, and the motivation strategies.

The performance appraisal techniques foresee the existence of the form, which is the same for every worker. These forms usually don't consider the existence of the individual differences, the peculiarities of each worker. Thus when making a conclusion considering the performance of every employee, the manager has to consider his individual features, and define, what should be done to improve his/her performance. The goal each manager follows is to increase the productivity of his employees. The authors of the book Creating Workplace Community: Motivation Solutions, Ideas, and Philosophies for Motivating Ourselves and Other, note, that Performance is considered to be a function of ability and motivation.

Thus it is vital to motivate the workers to reach maximum productivity. John Marshall Reeve offers several techniques for motivating employees.