2023年12月30日发(作者：中华骏捷frv图片)
Chapter 9 Group 17
Name: Alida, Jin Name: Poppy, Lei Name: Trista, Zhang
Name: Trista, Shang Name: Eillen, Wang Name: May, Wang
Name: Vera, Zhou
Discussion Questions
1. What is the purpose of a performance appraisal?
Answer:
According to our textbook, performance appraisal means evaluating an
employee’s current and past performance relative to his or her
performance standards. Performance appraisal is a great appraisal tools.
Firstly, it assumes that the employees knew what their performance
standers. Then it can receive the feedback required to move performance
shortcoming. Thirdly it is a basic tool that can make decision about
payment and punishment. Fourthly, it will correct some unnecessary
mistakes between boss and employee, at the same time it also keeps
previous performance steady. In the end it can list some guidance about
future plan about their employees.
2. Discuss the pros and cons of four performance appraisal tools.
Answer:
? Firstly, Alternative Ranking Method is easy to operate and it will
avoid some situations that is at middle trend. And it will improve a
standard method to help appraisal. But it will cause different ideas
among employees and it is easier to create unfair to employees.
? Secondly, Graphic Rating Scale method is easy to use, simple and
does not take much time to administer. However, different supervisors
may interpret a numerical rating differently and the traits rated may or
may not relate to performance.
? Thirdly, Paired Comparison Method can get employees the whole
performance and it can know employees’ advantage and disadvantage.
And it is easier to design plan to distribute payment. However, it will
spend more time and resource and it is not easier to control.
? In the end, Forced Distribution Method is easier to operate and its
level is very clearly. And there is power that employee will be forced.
But sometime it cannot improve complete information for their
company and it will cause different treat to their employees.
3. Explain how you would use the alternation ranking method, the paired
comparison method, and the forced distribution method.
Answer:
? As for the alternation method, it would be used by listing all workers
to be rated, deciding who is the best in a trait to be rated, and who is
the worst. Then decide the second best, and the second worst, the
third best and the third worst and so on until all the employees have
been ranked for that trait.
? As for the paired comparison, first
Comparative forms should be
drawn. And then a staff compared with others for every trait.
? As for the forced Distribution, it gives the supervisor a set rating scale.
For example, the distribution requested with 10 or 20 percent in the
top category, 70 or 80 percent in the middle, and 10 percent in the
bottom. The top-ranked employees are considered “high-potential”
employees and are often targeted for a more rapid career and
leadership development programs
4. Explain in your own words how you would go about developing a
behaviorally anchored rating scale.
Answer:
? Conduct a job analysis to generate critical event, and ask people who
know this job (or the supervisors) and describe what is good
performance and poor performance.
? To establish the dimensions performance, it generally into 5-10
dimensions , and defined each performance dimensions
? Reallocation of critical event by another group of people who also
know this job. Put them into the most appropriate performance
dimensions, most of the same two groups can determine this
performance dimension.
? To judge the level of critical events. The second group people need to
use critical incident description to rank from the highest to lowest.
? Create a final instrument, and for each performance dimension we
choose 6-7 critical incidents as its anchor for each performance
dimensions.
5. Explain the problems to be avoided in appraising performance.
Answer:
? Performance Standards blurred. For example, different executives
have different interpretations for good performance, and therefore
lead to unfair evaluation results.
? Halo effect. In fact, the halo effect is a cognitive bias in which one\'s
judgments of a person’s character can be influenced by one\'s overall
impression of him or her. So we must avoid it.
? Central tendency. For instance, some supervisors tend to rank all
employees at about average, regardless of an employee\'s performance.
A supervisor who believes in never rating an employee as excellent is
demonstrating central tendency error
? Strictness. It is the tendency of a supervisor to rate an employee
higher than what his performance warrants. Reasons that a supervisor
might do this could include avoiding confrontations, or feeling that by
giving the employee a high rating, he will work harder to live up to
the rating.
? Bias. For example, personal characteristic (gender, age, race,
nationality) affect performance appraisal.
6. Discuss the pros and cons of using different potential raters to appraise
a person’s performance.
Answer:
The advantage of using different potential raters to appraise a person’s
performance is that the manger may be viewed in various ways. This
rates result meets the actual circs better, more objective and easier to be
fairness. The disadvantage might include waste the time and cost
involved as well as problems with the amount of daily contact that some
raters may not have with the employee being rated. And some people
have some evil ulterior motive. They dishonestly use their position or
power to their own profit, especially for money.
7. Compare and contrast performance management and performance
appraisal.
Answer:
On the one hand, Performance management is a means of getting better
result from the organization, teams and individuals by understanding and
managing performance within an agreed framework of planned goals,
standards and attribute/ competence requirements. Performance
management includes practices through which the manager defines the
employee’s capabilities, and evaluates and rewards the person’s effort. On
the other hand, performance appraisal is system by which an employee’s
job performance is measured against some expectation or standard. A
primary goal of performance appraisal is to provide feedback to
employees on how well they are doing in their jobs and to provide
direction to future development and accomplishments.
8. Answer the question, “How would you avoid defensiveness during an
appraisal interview?”
Answer:
In life, defense is a very normal phenomenon, you want to avoid
defensiveness during an appraisal interview. First understand that defense
is a very normal behavior, when the boss says staff grades, staff first
reaction is denial, because I didn\'t want the boss to leave a bad
impression. So staff will have defense. Second do not attack a person\'s
self-defensive. By this Way to keep the staff immediately recognized his
mistakes. Thirdly delay action. Give employees sufficient time, make
them aware of their error, taking rational behavior. In addition, we can
take the following measures. We can ask open-ended questions. At that
time, we could stop and listen to what the person is saying and tell them
that don\'t be afraid of a little silence. Moreover, we restate the person\'s
last statement as a question.
Continuing Case
Summary:
Jennifer found his father run the company without a formal method
commented on the employee\'s performance. Usually for the workers can
get through the high performance some positive praise, on the contrary,
not up to par will be criticized by the manager. This simple informal
feedback evaluation method cannot fully reflect the situation of laundry.
So she decided on a regular basis according to the quality of work, job
number, attendance, etc., through these assessment criteria to evaluate
employees and rewards and punishments.
1. Is Jennifer right about the need to evaluate the workers formally? The
managers? Why or why not?
Answer:
I think she is right.
In my opinions, it is necessary to evaluate the workers formally. Talking
regularly to employees, discussing the status of specific goals and
priorities, and giving feedback to the employee would help the employee
achieve their goals. This type of evaluating would place significant
responsibility on the manager to achieve appropriate balance and
emphasis on the evaluation process. The employee benefits by
discovering what is expected from them and they also gain a better
understanding of their employer’s needs. Appraisals also create a
constructive forum for providing feedback to workers with regards to
individual behavior. Through it, they get a clear perspective of their
mistakes and are able remedy the situation. Employees on the other hand
are able to use the feedback to assist in planning long-term and short-term
goals and objectives. Importantly, the appraisal process helps managers to
make informed decisions about promotions and assignments.
2. Develop a performance appraisal method for the workers and managers
in each store.
Answer:
I choose graphic rating scale (GRS) as an appraisal technique because not
only does it allow for quantitative comparison hence clarity in the
collected data but is also very easy to develop and can be used across
departments.
Performance Appraisal form
Employee Name:
Position:
Date:
Major Responsibilities
1.
3.
5.
? Meeting employee productivity target
Unsatisfactory
Satisfactory Outstanding
2.
4.
6.
? Products knowledge and application
Unsatisfactory
? Maintaining and developing relationship with existing clients
Unsatisfactory
? Prospecting for potential customers and generating new business
Unsatisfactory
? Experimenting with different sales
Unsatisfactory
Satisfactory Outstanding
Satisfactory Outstanding
Satisfactory Outstanding
Satisfactory Outstanding
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