97%(145)140 out of 145 people found this document helpful
This preview shows page 4 - 6 out of 6 pages.
WEEK 7 310Take a position on the following: A lousy performance appraisal system or process is better than not giving employees any type of performance appraisal. Support your position with evidence or examples.Employees have no goals to reach for or an incentive to perform well if an employer does not set standards. When an employee receives a lousy performance appraisal it can cause employee stress and dissatisfaction with their job and manager. It is important that managers communicate with employees about goals and make them aware of their performance regularly. Employer should avoid addressing or reprimanding performance concerns publically. Performance appraisals should be conducted privately. Employees should be acknowledged for performing well and meeting office goals as well as being reprimanded for poor performance. My employer conducts reviews every fiscal year addressing office goals and requirements. Employee signs and acknowledges that they have been informed of the current year’s goals and requirements. At the end of that fiscal year the manager and employer meet to discuss performance. Employees are rated and scored in various areas such as office goals, communication, team work, conduct, any disciplinary actions taken, time management, decision making, accountability, initiative etc. Employees are encouraged to keep up the good work if performance appraisal is satisfactory. Management will discuss with employee ways to make improvements and set personal goals if performance is unsatisfactory. I worked for a bank as a bank teller managed by a mother and her daughter. The daughter was the supervisor and she conducted the employee reviews. My work was always efficient but she would state every 90 day review period that I needed to improve. Seemed as if she would only look for errors and appraise me on those errors every ninety days. I could never satisfy her. She never had actual facts but more so her opinion of me. She had no good comments. She never highlighted anything positive. There were no suggestions or work plan set so that I would no what goal to work toward. This kept me from getting a raise in pay. But about a year later her mother, the manager offered me a position as a loan processor. The manager also gave me the responsibility of opening and managing our services at a nearby technical school for the staff who worked there. My evaluations improved and of course the promotion came with a raise in pay. The loan officer began to cross-train me. I loved what I was learning about the financial aspect of banking. The supervisor became very irate and instructed me to stay in my
office. She made it very obvious that she did not want me cross-training with my co-worker. That supervisor made it very hard to want to come to work. My morale was very low. I worked there a total of2.5 years before I moved on but I was able to and I am still able to use the knowledge I gained there in life and in other jobs.