Company Y’s alternative employee evaluation system..docx -...

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Company Y’s alternative employee evaluation system.
Employees performance evaluations is sometimes perceived as uncomfortable and
leading to contentious interactions between managers and employees. However, if the employee
evaluation is conducted effectively, professionally, genuinely, and honestly, it can help improve
work relationships, performance, and create a conducive working environment for all players.
Campbell & Wiernik (2015) justifies that employee’s performance evaluation should be based on
individual’s job performance and assigned duties. Different organizations utilize various systems
to evaluate their employee performance, for instance, top-down review, peer review, the 360-
degree review, and self-assessment. The study aims to develop an alternative employee
evaluation system for Company Y by considering ethical, legal, individual, and sociocultural
dimensions of the current employee evaluation process. This will be achieved by explaining how
the alternative approach will address each of these four dimensions and discussing how
employees are likely to perceive the new employee evaluation system.
Regarding the ethical dimensions, Company Y’s manager need to understand that
behaving ethically is essential in providing pet walking and grooming services in today’s
competitive market. The company should clearly define how their employees are supposed
perform certain action and justify what is acceptable or not in the society. The study recommends
Company Y to consider incorporating the following in its current employee evaluation system.
First, the manger should always be using uniform evaluation criteria. Since the manager
evaluates all employees annually during the month of July, the company need to stick to that to
eliminate some of the potential ethical issues in their performance management system. The
manager should have standard evaluation criteria for all employees that involves preparing