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MEMORANDUM TO: “CEO Smith†[email protected] From: Date: Subject: Performance Appraisal Issues Cc: After reviewing Susan’s notes and researching the status on the various projects you have requested updates on, I have put together a proposal for three separate performance appraisal systems that apply to Megan Pearce as well as the organization as a whole. After careful consideration of Susan’s notes, it is clear that Megan is not completing projects as assigned. She is delinquent in the completion of employee training as well as the implementation of employee development programs. She has also shown a lack of motivation in recent history and has been known to use company time to conduct personal business.

Management by Objectives: Management by Objectives (MBO) is an approach that allows employees and managers to set attainable goals together for an agreed upon review period (Ivorschi, 2012). This approach focuses on the involvement of both managers and employees to ensure alignment with organizational objectives. It involves setting clear goals with specific deadlines and using these as measures for performance evaluation (Gomez-Mejia, Balkin, & Cardy, 2016). In Megan’s case, we would set smaller, achievable goals for her delinquent projects to facilitate completion. Given her performance issues, offering incentives at this stage may not be appropriate; instead, emphasizing that meeting these goals will prevent further disciplinary actions is critical.

Self-Review: Self-review allows employees to participate actively in evaluating their performance, fostering engagement and self-awareness (Kromrei, 2015). Megan could be encouraged to assess her own performance to regain motivation. However, this method has limitations due to potential bias, as employees may overrate their abilities (Kromrei, 2015). Therefore, while beneficial, self-assessment should not be the sole appraisal method used.

360-Degree Feedback: This system gathers performance evaluations from multiple sources, including supervisors, peers, and subordinates, providing a comprehensive view of employee performance (DeNisi, 2007). However, in Megan’s case, her pregnancy might bias raters to be more lenient, consciously or unconsciously (Gomez-Mejia, Balkin, & Cardy, 2016). Additionally, ratings from peers and subordinates could vary significantly based on their interactions with her. Thus, while 360-degree feedback can offer valuable insights, it should be used cautiously, and ratings should not influence critical decisions like promotions or salary adjustments.

Recommendation: I recommend continuing with the Management by Objectives (MBO) system, focusing on setting targeted, achievable goals for Megan to improve her performance. Given her recent lack of motivation and performance issues, addressing her delinquent projects with clearly defined objectives could facilitate a turnaround. It’s important to provide support and reasonable accommodations during her pregnancy, in compliance with the Pregnancy Discrimination Act of 1978, which mandates that employers provide similar accommodations to pregnant employees as to those with other medical conditions (U.S. Equal Employment Opportunity Commission, 2017). Monitoring her progress and providing feedback will be essential. Should Megan’s performance not improve despite these interventions, a further evaluation of her role and future within the organization may be necessary.

References

• DeNisi, A. S. (2007). 360-Degree Feedback. In S. G. Rogelberg (Ed.), Encyclopedia of Industrial and Organizational Psychology (Vol. 2, pp. 123-125). Thousand Oaks, CA: SAGE Reference.
• Gomez-Mejia, L. R., Balkin, D., & Cardy, R. (2016). Managing human resources (8th ed.). Upper Saddle River, NJ: Pearson.
• Ivorschi, R. (2012). Basis for promoting performance and efficiency growth of public entities: management by objectives. Revista Românească de Statistică, 60(4), 39-48.
• Kromrei, H. (2015). Enhancing the annual performance appraisal process: Reducing biases and engaging employees through self-assessment. Performance Improvement Quarterly, 28(2), 53-64. https://doi.org/10.1002/piq.21192
• U.S. Equal Employment Opportunity Commission. (2017). Pregnancy Discrimination. Retrieved November 5, 2017, from https://www.eeoc.gov/laws/types/pregnancy.cfm