Culture Impacts Performance Appraisal in Human Resources Management

Culture Impacts Performance Appraisal in Human Resources Management

I disagree with the statement that “in considering human resource management, culture does not have an impact on performance appraisal.” Adewale and Anthonia (2013), states that culture of an organization adapts over time to changes in dynamic to meet the diverse organization demands in the quest to gain a competitive advantage in all its performances. Hence, a supportive culture is a motivational tool that promotes the smooth performance of an organization while ensuring success in all endeavors including performance appraisal. Therefore, culture cannot be separated from human resources policies, as it impacts the performance appraisal of a company.

The culture of an organization is the core pattern of shared suppositions, beliefs and value that are viewed as the best way to think or act on opportunities and problems facing an organization. Cho and Yoon (2009) mention that often, culture is seen as the DNA of an organization which is invisible to the eye, however; it is a powerful aspect which shapes the happenings in a firm. Adewale and Anthonia (2013) argue that culture starts from leadership and it’s distributed to members of the organization. Therefore, culture acts as a set of forces that determine and shape employees behavior. 

Culture is inseparable from influencing performance appraisal. The performance appraisal is influenced by the individual in charge of the task. It requires a supervisor who can provide on time the accurate appraisals. According to Cho and Yoon (2009) , discrimination takes place in the majority of companies which reduces job satisfaction. Some of the supervisors are unaware of an expat performance due to ignorance. However, employing ethical values in the culture of an organization enhances performance appraisal. Productivity improvement in a company from performance appraisals leads to workers commitment to objectives, value, and norms that improve the culture of the organization.

References

Adewale, O., & Anthonia, A. (2013). Impact of Organizational Culture on Human Resource Practices: A Study of Selected Nigerian Private Universities (1st ed.). Retrieved from http://www.cjournal.cz/files/154.pdf

Cho, T., & Yoon, S. (2009). Human Resource Management, Individualism-Collectivism, and Individual Performance among Public Employees: A Test of the Main and Moderating Effects (1st ed.). Retrieved from http://s-space.snu.ac.kr/bitstream/10371/69824/1/kjps_23_2_57-78.pdf