Performance Appraisals


Complete the following questions on performance appraisals


  1. Why do many supervisors dislike and even avoid giving employees performance feedback?


Supervisors dislike and avoid giving performance appraisals because it is a very time consuming process and it takes up too much valuable work time. However without the feedback you might be loosing more time then you think. Supervisors also dislike it because it is a lot of paperwork to add to their daily tasks and it just keeps there stress loads at a high.


  1. Contrast the advantages of supervisor-conducted appraisals, self-evaluations and peer appraisals.


Supervisor conducted appraisals are appraisals that a supervisor or someone in a higher position can give an employee. The advantages to this is that you get direct feedback from your supervisor. Self evaluations are those that the employee themselves do, and evaluate themselves. Self evaluations will broaden your outlook as to how you feel and work in your position but wont give you an outside opinion about the work you are doing.  Peer appraisals are done by a group of co workers or peers whom the employee works with. They can be good in the sense that you find out how everyone else sees you in your position and your capabilities.


  1. What is the relationship between goal setting and performance appraisal?

Goal setting is looking forward to achieving an end result and setting yourself a deadline to complete it by. Performance appraisals are similar in the sense that for example in a new position in most establishments you have a three month probationary period. During this period before your performance appraisal you can set goals and work towards them to show your employer what type of worker you are and then prove it at the performance appraisal.


  1. Contrast intrinsic and extrinsic feedback.


Intrinsic feedback is self generated feedback on performance provided by the work itself. Extrinsic feedback is performance feedback provided by an outside source.


  1. Would human errors in the appraisal process be eliminated in small organizations where one person does all the appraisals?


No because errors can arise in any arise in any situation or occurrence. Although we try to avoid errors, it can happen anytime. In a small organization however if one person was in control of all performance appraisals then they would know what errors were made and they can correct them immediately.


  1. What can a Supervisor do to minimize distortions in the appraisal process?


Supervisors can minimize distortion in the appraisal process by trying not to appraise a set a of employees too high or too low. By not rating individuals high or low based on all factors due to the impression of a high or low rating on some specific factor. Supervisors can give consideration when rating others to those qualities that the evaluator perceives in himself or herself. Supervisors can avoid giving an appraisal to employees who have exemplified positive qualities close to the end of the appraisal period. Supervisors can also not be reluctant to using the scale on appraisal.



One Response to “Performance Appraisals”

  1. MM Says:

    Re: intrinsic and extrinsic, how would you contrast them? what needs to be done for someone whose work is extrinsic when it comes to feedback and vice versa? Re: #5 What kind of errors can occur?

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