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group they are part of, the halo effect, which is inaccurate conclusions about an employee based upon limited performance dimensions. Self-fulfilling prophecies is another bias. This one is where the manager has influence over how the employees are judged. Lastly, the fundamental attribution error, which is when the employee or manager, blames everyone but themselves for their failures or lack of successes (Youssef, 2012). Performance appraisals can provide successful insight into the work that is being done and by whom it is being done. This is just one of the ways a performance appraisal can contribute to the achievement of strategic objectives. Another factor would be reinforcing soundwork practices and encouraging good performance (Maddux, 2000). Recognition to the employees that are doing a good job is very important to the employee. Letting them know that what they do matters and is appreciated is widely received and provides a positive objective for the employee and the manager. The feedback to the employee on how they are performing is vital in any organization. This gives an open communication between the employee and their management, but also if handled in a positive way, will foster the employee’s desire to grow with the company. This willalso foster the employee’s willingness to take on more responsibilities and learn new tasks withinthe organization.
Performance Appraisals4Works CitedMaddux, R. B. (2000). Effective Performance Appraisals.Menlo Park, Calif: Crisp Publications.Youssef, C. (2012). Human Resource Management.San Diego: Bridgepoint Education, Inc.