Methods of Performance Evaluation

Methods of Performance Evaluation (contd)

Methods of Performance Evaluation (cont’d)  Forced Comparisons –Evaluating one individual’s performance relative to the performance of another individual or others.

 Forced Comparisons (cont’d)

Suggestions for Improving Performance Evaluations Emphasize behaviors rather than traits. Document performance behaviors in a diary. Use multiple evaluators to overcome rater biases. Evaluate selectively based on evaluator competence. Train evaluators to improve rater accuracy. Provide employees with due process.

 It is a performance appraisal process for managers that includes evaluations from a wide range of persons who interact with the manager.  The process includes self-evaluations as well as evaluations from the managers’ boss, subordinates, peers, and customers.  ….need to elaborate 360-degree appraisal

360-Degree Evaluations

Does motivation come from within a person, or is it a result of the situation? Explain.  Motivation is the result of the interaction of the individual and the situation.  Define motivation……There are three key elements. 1. Intensity is concerned with how hard a person tries. This is the element most of us focus on when we talk about motivation. 2. Direction is the orientation that benefits the organization. 3. Persistence is a measure of how long a person can maintain his/her effort. Motivated individuals stay with a task long enough to achieve their goal.

Special Issues in Motivation  Motivating Professionals –Provide challenging projects. –Allow them the autonomy to be productive. –Reward with educational opportunities. –Reward with recognition. –Express interest in what they are doing. –Create alternative career paths.  Motivating Contingent Workers –Provide opportunity for permanent status. –Provide opportunities for training. –Provide equitable pay.

Special Issues in Motivation (cont’d)  Motivating the Diversified Workforce –Provide flexible work, leave, and pay schedules. –Provide child and elder care benefits. –Structure working relationships to account for cultural differences and similarities.  Motivating Low-Skilled Service Workers –Recruit widely. –Increase pay and benefits. –Make jobs more appealing.  Motivating People Doing Highly Repetitive Tasks –Recruit and select employees that fit the job. –Create a pleasant work environment. –Mechanize the most distasteful aspects of the job.

What are the implications of Theories X and Y for motivation practices?  Douglas McGregor….  Theory X assumptions are basically negative.  Theory Y assumptions are basically positive.  There are several implications. Theory X assumes that lower-order needs dominate individuals. Theory Y assumes that higher-order needs dominate individuals.  McGregor ……Theory Y assumptions were more valid than Theory X.  Either Theory X or Theory Y assumptions may be appropriate in a particular situation.