Performance Appraisals When Choosing to Research Proposal

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I would want to be evaluated through a form that would reveal whether or not I was conducting my assigned duties. Because of its specific nature, figure 11-3 would not only allow the evaluating manager to make an informed representation of my work, but also remind me of specific duties. Thus, as an employer and an employee, figure 11-3 is the superior form. It allows for the accurate and succinct evaluation of workers and the best chance of convincing those workers to continue to strive or make up for what they have lost.

Question Two

When looking at the performance appraisals in figures 11-1 and 11-3, employers can find many factors on which to evaluate them. The first, job-relatedness, has already been discussed above, noting that the second form was superior in this area. While it may not have been nearly as job-related, the first form was probably less expensive. Indeed, it could almost be a general form, copied off the Internet instead of developed by the organization itself. Figure 11-3, then, is far more superior in this regard; it relates specifically to the job in question, although its specificity as probably paid for in money and time to complete. Both forms seem to be relatively easy for the evaluator to complete, while the second may be a bit harder because of its more complex nature.

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It is this form, however, that could be best used in teaching and counseling employees, as it is very descriptive regarding what is required of them. Figure 11-1 is not, and would probably be of little help when counseling employees as the abstract terms without job ties may be difficult to understand. Furthermore, because of the rater bias that can be easily applied in form 11-1, form 11-3 is the best one to use when deciding employee pay raises and censures. Finally, form 11-3 is also the most accurate form for providing specific feedback and measuring employee success accurately. In this form, employers can point to the specific examples regarding where employees are falling short and can recommend further action. Form 11-1 only allows managers to point to concepts and goals that the employee may not be achieving. Because the form is so general, it would be difficult for the employee and the employer to get much use out of it. Thus, while it may be figure 11-1 that is the simplest to understand, figure 11-3 is a performance-based piece of evaluation equipment that would benefit most employers......

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