Does Not Meet Expectations All rights reserved The

Does not meet expectations all rights reserved the

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Does Not Meet Expectations © ManagementStudyGuide.com. All rights reserved.
The Appraisers The various appraisers that are involved in 360 degree feedback are: Superiors Self Peers Subordinates Customers Let us look at the role and responsibilities of each appraiser in detail. © ManagementStudyGuide.com. All rights reserved.
Superiors The Appraisers About Contribution Precautions The direct supervisor is often in the best position to effectively carry out the full cycle of performance management. The supervisor also has the broadest perspective on the work requirements and be able to take into account shifts in those requirements. © ManagementStudyGuide.com. All rights reserved.
The Appraisers About Contribution Precautions Superiors should be able to observe and measure all facets of the work to make a fair evaluation. Supervisors should be well trained. Superiors should be capable of coaching and developing employees. Superiors should also be capable of planning and evaluating employee’s performance. Superiors © ManagementStudyGuide.com. All rights reserved.
Self The Appraisers About Contribution Precautions Self-ratings are particularly useful if the entire cycle of performance management involves the employee in a self-assessment. A key factor of self-assessment is the developmental needs of the employee. Most employees feel that self-ratings contribute “to a great or very great extent” to fair and well-rounded Performance Appraisal. Self-appraisals are particularly valuable in situations where the supervisor cannot readily observe the work behaviors and task outcomes. © ManagementStudyGuide.com. All rights reserved.
The Appraisers About Contribution Precautions It has been found in researches that there is a low correlation between self- ratings and all other sources of ratings, particularly supervisor ratings. The self-ratings tend to be consistently higher. This discrepancy can lead to defensiveness and alienation if supervisors do not use good feedback skills. Sometimes self-ratings can be lower than others’. In such situations, employees tend to be self-demeaning and may feel intimidated and “put on the spot.” Self-ratings should focus on the appraisal of performance elements, not on the summary level determination. A range of rating sources, including the self assessments, helps to “round out” the information for the summary rating. Self © ManagementStudyGuide.com. All rights reserved.
The Appraisers Peers About Contribution Precautions It has been found that Peer ratings have been excellent predictors of future performance and “manner of performance”. In a multi-rater setng, peer ratings help to average out the possible biases of any one member of the group of raters. In modern-day corporate, there is a growing trend of self-directed teams where the supervisor is not directly involved in the day-to-day activities of the team.

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