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Word Count: 421
The performance appraisal system that the managers in my company used is unfair non-effective and biasIn the performance appraisal process most of the employees in my department tend to keep receiving the same appraisal results year in and year out Their appraisal tends to become self-fulfilling if they are done well they will continue to do well if they have done poorly they will continue to do poorly No matter how hard an employee strives their past appraisal records will prejudice their future attempts to improve Poor performers might not be given a fair chance to improveThe good employees are subordinates who seem to be favored by their supervisors In their relationship with the boss they enjoy a high degree of trust interaction support and rewardsOn the other hand poor performers dont do as well They appear to be permanently out of favor and are likely to bear the brunt of supervisory distrust and criticism The effect is therefore similar to the horns and halo effect supervisors tend to judge employees as either good or bad and then seek evidence that supports that opinionIt was found that when a good performer did poorly on a task supervisors tended to overlook the failure or attribute to the causes such as bad luck or bad timing when they did well their success was attributed effort and abilityBut when a poor performer did well on a task it was rarely attributed to their effort or ability And when a poor performer didnt do well there was little hesitation it citing the cause as laziness or incompetenceIt is not clear how supervisors make the distinction between good performers and poor performers Whatever the criteria it is clearly not objective equitable or reliable This bias must inevitably lead to a distortion of the appraisal process It must also be a source of frustration for those employees who are discriminated against Of course not everyone who gets a poor appraisal result
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