Employee Performance Evaluation - Essay Example

s Number: Employee performance evaluationPerformance evaluation is a formal review of performance of an employee usually over a period of a year. Employee performance evaluation is performance measurement. Performance evaluation is essential in identifying the contributions and value that an employee adds to the organization. Performance evaluation is essential: in making administrative decisions such as transfers, termination of employment, promotions. Evaluation helps in assigning employees for development programs, keeping records in case of legal proceedings and training. 360 degree method of appraisal, also known as multisource assessment, is an assessment drawn from associates of a worker`s close circle. The circle may include peers, supervisors, customers and subordinate members. Pros of 360 method of assessment In this method information is gathered from different sets within an organization hence diversified feedbacks that lessen bias and discrimination. In the event of bias by one evaluator, the evaluation role is shared. The 360 method enlightens employees on ideas of their associates. In a broader perspective, the 360 method of assessment can facilitate clarification of areas that an employee is unacquainted. Cons of the 360 method of assessment In 360 method of assessment, there is a likelihood of an employee being targeted jealously by rivals. A stargeted employee could retaliate by targeting other employees during their respective interviews. In a way, some employees take it as a platform to criticize fellow associates. The decision on who is right and who is wrong after the evaluation is challenging when conflicting information comes to light, questioning the validity of the whole process (Spector 47). Impact on typical errors: halo effect The 360 method of evaluation eliminates generalized positive rating on all aspects since information is from different individuals who might provide diverging opinions on all the different rating criteria. I would prefer the halo method of appraisal because it`s perceived benefits contributes positively to personal development. It is a unique chance to know your weaknesses and strengths as identified by fellow employees. Tips of writing an effective resume Keeping the resume language as simple as possible is very essential. As much as simplicity is essential, the resume should contain information that is relevant to the job. It should be a selling platform for your abilities, skills and accomplishments as an excellent candidate for the position. The resume is a marketing tool that is supposed to create interest to get you an interview (Aswathappa 426). Avoiding the use of first person pronoun is key to a good resume. It is a presumption that the resume writer is a person whose attributes are being addressed in the resume hence it is crucial to avoid the use of “I”.an example statement is: I demonstrated high professionalism. The language should be: demonstrated high professionalism. The resume should gear towards explaining how the writer is an asset to the company. Employers need solutions, so the writer should demonstrate how admission to the organization would be beneficial. Tailoring of the resume should be towards a position and any information that does not contribute to it should be avoided. The resume is about future prospects and not past achievements hence much attention should be focused around capabilities as demonstrated by the past. In listing only years, should be indicated because of instances where previously held jobs were irrelevant to the job in question and might have been held for a short time (Aswathappa 428). When outlining achievements in previous organizations, the results should be stated first before demonstrating how they were achieved. Outlining the results before creates an impression of an achiever. Working in Google Benefits of Google’s corporate culture to management The Google’s corporate culture is an example of a situation of highly motivated employees. Staff motivation is the degree of commitment, creativity and energy that employees input to their work. Motivation is related closely to morale and satisfaction. Motivation may be reflected as status and action. The consideration of motivation as a status at Google is evident when gauged with different companies. The factor of motivation as an action at Google is visible; by the way, the employees are driven to perform at a level that exceeds the expectations of the management. The benefits that the Google management reaps from the motivated staff include: · Better productivity that is the amount by one employee that results in lowering of unit production cost. · Zero levels of staff leaving the company (zero staff turnover) · An improved quality of products and customer service which result in massive profits for Google Company. · Lowering of levels of absenteeism from work as that result in high productivity and efficiency of the company. · Google management enjoys amicus relationship with trade unions because of the google working environment. · The management enjoys a good reputation and respect from global competitors. Working at Google would motivate me because of the work environment that management fosters. The environment is casual, flexible and full of incentives. Google work environment and Hertzberg theory According to Hertzberg theory of motivators and hygiene factors work conditions are considered as hygiene factors that do not motivate, however their absence causes dissatisfaction. The Google work culture disapproves Hertzberg’s theory, and excellent work condition is one of the main motivational factors employed by Google for a successful working atmosphere (Aswathappa 232). Working at Google contrast most typical jobs in many aspects, Google creates an atmosphere that is flexible, casual and full of incentives (free gym servicers, sports, meals and medical services). The mentioned incentives are not freely available in most companies. The big five personality factors Big five personality factors are personality dimensions used in describing human personality. The big five acronym is OCEAN constituting of openness, conscientiousness, extraversion, agreeableness, and neuroticism. The other terms for big five traits are extroversion, confidence, detail-conscious, tough minded and conforming (Aswathappa 428). With the ambitions of being a psychologist after the undergraduate program completion, the two features that are essential for the job include openness to experience and conscientiousness. Importance of openness trait to psychologist career In psychology, openness that is the level of creativity and intellectual curiosity is an important aspect of the profession. Openness entails appreciation for emotions, adventure and curiosity for unusual ideas and experiences. Openness covers extent to which a psychologist is imaginative or independent and illustrates preference for various activities and experiences. For effective communication with patients, openness is vital. For patience to feel some sense trust, it is important to open up to them before they reciprocate (Spector 56). Importance of Conscientiousness trait to psychologist career Conscientiousness associates with terms like efficiency and organized. Conscientiousness is an inclination to be dependable, organized, act dutiful, disciplined and prefer planned to spontaneous behavior. Ensuring the confidentiality is paramount in psychology, since issues that affect patients are meant to be private. Dependability inspires confidentiality of the doctor to patient communication. Being organized as psychologist is important since it facilitates the process of handling patients who are emotionally unstable. Conscientiousness contributes immensely to emotional stability that is an important aspect in qualifying as a good psychologist (Mark, and Scott 57). Groupthink and social loafing Groupthink is a psychological occurrence that involves a cluster of people, where the will to uniformity and conformity is overwhelming resulting in dysfunctional and unreasonable decision making. Group think means striving for consensus in an assemblage. In most circumstances, individuals put aside personal views and adopt the general opinion of the group. Individuals with controversial views or alternative solutions often remain quiet for fear of disrupting the status quo and fear of intimidation. Strive for loyalty amongst members of the group frequently results in loss of uniqueness, independent thinking and creativity. An illusion of certainty that decisions are right characterizes group think. Social loafing is the tendency of persons working in a group to assert less effort as compared to working on the same task alone. Social loafing is closely related to the free rider theory and sucker effect. In Free rider, individuals benefit from resources without paying for them. In the Sucker effect, an individual deliberately puts less effort in a group task to avoid negative criticism in the event of an adverse result. Social loafing results in less productivity in a group as compared to combined performance. It is distinguishable from coordination issues that sometimes cause group failures (Youngkyun 47). Examples of groupthink and social loafing As a class assignment, the physics lecturer assigned students to different groups of threes to produce different projects. The task involved coming up with a setup that supports the Archimedes principle. In one particular group, the students were not able to finish the project because of unavailability of materials for their selected set up. It later became apparent that selection was done by the self-proclaimed group leader and supported by the other two group members. The above example is a typical groupthink scenario and social by the group members. Causes of groupthink and social loafing Domination of one member leads to suppression and intimidation of ideas of the other members causing groupthink and social loafing. The fact that people in a group are not readily identifiable leads to groupthink and social loafing. Social loafing sometimes occurs because members of the group may find the commission unimportant, uninvolving and uninteresting. Group think, and social loafing occasionally emerge because of similarities in abilities and characteristics hence members feel that whatever input they can provide can also be provided by other members. An intimidating group leader may force other group members to set aside their opinions and side with the general opinion even if it is wrong (Spector 87). How to prevent groupthink and social loafing Ensure that the assembled team comprises of individual with diversified characteristics and abilities. Informing the group members that no suggestion or opinion is wrong or dumb to facilitate divergence of thought helps in avoiding groupthink and social loafing. The group should be allowed sufficient time during the decision making process. As a group leader one should avoid imposing ideas rather present them in an equal platform like other members. Eliminating group members with the yes perception to everything and every idea helps avoid group loafing. Work cited Aswathappa, K. Human Resource and Personnel Management: Text and Cases. New Delhi: Tata McGraw-Hill, 2005. Print. Bernstein, Douglas, and Peggy W. Nash. Essentials of Psychology. Boston, MA: Houghton Mifflin Co, 2006. Print. Chang, Youngkyun. Social Loafing and Moral Emotions: The Janus-Headed Aspect of Moral Identity. , 2008. Internet resource. Spector, Paul E. Industrial and Organizational Psychology: Research and Practice. Singapore : John Wiley & Son Singapore: John Wiley [distributor, 2012. Print. Schafer, Mark, and Scott Crichlow. Groupthink Versus High-Quality Decision Making in International Relations. New York: Columbia University Press, 2010. Print. Read More