Theme 1-4 Flashcards
Discuss the problems associated with the appraisal interview.
Playing God BT
Solution = make managers and employees equal. if you don’t want your employees to act like children don’t act like parents.
Inability to give criticism BU
Many supervisors have difficulty giving criticism constructively and many employees have difficulty accepting criticism.
Personality bias BV
During appraisal interview focus should be on performance and achievement of goals and duties and responsibilities that constitute the employees job. Some supervisors assume the role of amateur psychologist and attempt to bring about personality changes that may improve job performance. This approach is unwise
Inability to give effective feedback. BW
Too often, supervisors cloak criticism in vague, subjective terms and phrases eg. Your absenteeism is too high. Comments like these provide little positive change. It should be much more constructive to state “you have accumulated six unexcused absences in the past three months and we expect no more than one unexcused absence per month.”
Indentify the types of information that supervisor raters relay in PA systems.
1) Performance improvement feedback
2) Corporate goal feedback
3) Salary information
Discuss the five steps which should be covered as part of the format of an appraisal interview.
1) Prepare for the interview BO
During prep, the supervisor should gather and review all relevant performance records. These include all data regarding work output and quality, absenteeism and tardiness. All performance goals should be reviewed to determine which are met and which not. Supervisor should then take note which items are to be discussed in the interview.
2) State the purpose of the interview BP
Employee should be told if interview will cover compensation and staffing decisions, empl development or both. Not good to mix as it might be difficult to motivate employees to undertake new responsibilities if he has just been told that he is not receiving a salary increase because of the employer’s inability to pay resulting from its poor financial position.
3) Indicate specific areas of good performance and areas that need improvement. BQ
Supervisors usually begin the discussion by highlighting areas of good performance. Appreciation and recognition for good work performance are important parts of an appraisal interview. After that the areas of improvement are discussed. Here the focus should again be on job performance and personality issues should not be discussed.
4) Invite participation BR
The employee should be invited to comment. This enables the employee to “let of steam” and tell why certain performance problems exist. It’s also an opportune time to clear up any misunderstandings that may still exists about job expectations.
5) Focus on development. BS
The employees is much more likely to be committed to developmental programmes if they agree with the supervisor that the programme is necessary to improve job skills and abilities. If employees feel no performance problems exists or that a programme of development is unnecessary to promote career goals will be uncommitted to development.
