The effectiveness of the performance appraisal is often a topic of debate. Read the Forbes article, “Eliminating Performance Appraisals (Links to an external site.)Links to an external site.”.  Based on the content of the article, identify three key points related  to the author’s position on the elimination of performance appraisals.  From the view of the manager and using the concepts found in our text,  prepare a rebuttal to the article discussing each of the key points you  identified and define the reasons why the performance appraisal should  not be eliminated. Develop a potential solution to the performance  appraisal debate, keeping in mind the intent of the appraisal and the  desired outcome for both the organization and the employees. Support  your solutions with a minimum of one outside resource.

Guided Response: Review  the responses created by your classmates’. Evaluate the rebuttal points  and respond to their rationale for not eliminating the performance  appraisal within the workplace. Respond to at least two of your  classmates’ posts.

REPLY TO MARVIS:

The effectiveness of the performance appraisal is often a topic of debate. Read the Forbes article, “Eliminating Performance Appraisals. (Links to an external site.)Links to an external site.” Support your solutions with a minimum of one outside resource.

Based on the content of the article, identify three key  points related to the author’s position on the elimination of  performance appraisals.

The three key points that the author makes is that performance  appraisals is they do more damage than good, they waste time and the  issue of separation of employees and causing issues between the  employees and management (Lawler, 2014). The reason that they are  conducted is to have some means to measure output of employee and  motivate.  However, many times the tools used to measure are outdated or  inadequate which results in unfair performance appraisals.  They also  put the employee in a compromising situation when there is a conflict  personality between the employee and management because the review can  be skewed.  The author points out the main advantage is that they  motivate managers to become certified as performance appraisal free  managers.  Many managers are not good at performance appraisals and lack  objectivity

From the view of the manager and using the concepts found  in our text, prepare a rebuttal to the article discussing each of the  key points you identified and define the reasons why the performance  appraisal should not be eliminated.

Performance appraisals in organizations are important to be able to  gauge the output for the compensation that an organization is paying for  the job to be completed. Performance appraisals are important for  several reasons. This tool is imperative to allow the organization to  document and track the performance of an worker of their time in the  job. The appraisal is important to management because it puts some type  of structure in place for the manager to be able to speak with the  worker regarding their performance whether it is good or bad and the  clarify and set expectations. It allows them to be able to discuss and  determine shortcomings and offer additional training to assist the  employee. It equips the management team to be able to provide feedback  and determine what career path the employee may want to engage in to  develop themselves. They provide a structured process for an employee to  clarify expectations and discuss issues with their manager. The main  reason is that they can be very motivational and allow an avenue for the  employee to receive additional compensation.

Develop a potential solution to the performance appraisal  debate, keeping in mind the intent of the appraisal and the desired  outcome for both the organization and the employees.

A proposed solution would be to create a system that is unbiased to  both the employee and the organization. The basis would lie in building  relationships within the organization.  The article I reviewed discussed  the  Hooper-Bacal method. Hooper was the director of a company  and she did not utilize traditional methods she focused on what made  sense.  The foundation of the method lies in a few key areas.  This  method did not focus on any type of scores or technology but instead  focused on building trusting relationship where employees and management  could speak candidly regarding performance.  There was a focus placed  on what was presently and what could happen in the future.  The method  did continue to review accountability but focused on analysis versus  casting blame.  The model works on making sure the goals are clear and  that they are reviewed on a regular basis and if there were issues with  the system, there was the agreement that it could be adjusted.  Finally,  ensuring that communication is continual.

As with any system or method, there are going to be people that the  process does not work on but I feel like this method is simple but  allows something tangible.

Lawler, E. E., III. (2014, March). Eliminating performance appraisals  (Links to an external site.)Links to an external site. Forbes. Retrieved from http://www.forbes.com/sites/edwardlawler/2014/03/25/eliminating-performance-appraisals/ (Links to an external site.)Links to an external site. Retrieved September 8, 2017

The Hooper-Bacal Method For Managing  Employee Performance. The Performance Management and Appraisal Resource  Center. February 29, 2016. www.performance-appraisals.org/Bacalsappraisalarticles/articles/hooperbacal/index.htm (Links to an external site.)Links to an external site. Retrieved September 8, 2017

REPLY TO WHITLEY:

Based on the article “Eliminating Performance Appraisals” the  author believes performance appraisals should be eliminated because he  thinks they are a waste of time and could potentially form conflict  between the employees and managers. He also believes that “managers do not manage in ways that make performance appraisals unnecessary” (Lawler, 2014).  Another  opinion that is relayed in the article is that business today do not  train their employees on the performance appraisals and how they are  conducted causing the appraisals to be pointless. The four major appraisal methods are: management of objectives (MBO), behaviorally anchored rating scales (BARS), computer monitoring, and 360-degree feedback (Plunkett, Allen, & Attner, 2013).  

I personally don’t agree with the article. I think performance appraisals can be an effective tool if utilized properly. “Quality  management can be viewed as a deliberate process that the general  performance of a company could be enhanced by enhancing the performance  of employees inside a group structure” (Beirman, Ferrell & Ferrell, 2016). If  both the manager and the employee understand the importance of the  appraisals and how they are conducted they can be a beneficial tool that  allows open and honest communication between management and employees  to create a stronger foundation. This conversation starts with setting  the expectation of what will be evaluated, what the employee can do to  meet these expectations, and how the evaluation process will be  conducted. The manager also has a responsibility to follow employees  progress throughout the entire evaluation process without personal  bias.  

These evaluations do take time to complete, but the result will be a better understanding of where an employee stands with the company and what career track they may have in mind. Taking  this time to review employees and speak about what career track they  have in mind with the company will allow both the manager and the  employee to have a better understanding of what opportunities are  available for the employee and what the manager can do to help them  reach these goals. Taking this extra time to evaluate the employee and  how they are doing to meet the organizations expectations and goals will  help everyone achieve these goals. 

It is also important to point out that mangers can do the work  to make these types of appraisals necessary, if they are working to  become an effective leader. Understanding that these appraisals  can provide motivation to meet goals and objectives throughout the  course of the year is important. An effective leader understands the  importance of motivation. Motivation is “an inner drive that directs behavior toward goals” (Bierman, Ferrell, & Ferrell, 2016).  

Bierman, L., Ferrell, O. C., & Ferrell, L. (2016).  Management: Principles and applications, custom edition [Electronic  version]. Solon, OH: 

III, E.E. (2015 June 09). Eliminating Performance Appraisals. Retrieved Augusts 09, 2017, from https://www.forbes.com/sites/edwardlawler/2014/03/elinimating-performacne-appraisals/#3279da944f12 (Links to an external site.)Links to an external site. (Links to an external site.)Links to an external site. 

Plunkett, W. R., Allen, G. S., & Attner, R.F (2013). Management: Meeting and exceeding customer expectations