Performance Appraisals: Please Respond To The Followi 911051

Q1: "Performance Appraisals" Please respond to the following

Please respond to the following: Determine why organizations can have higher productivity when top managers encourage supervisors to set goals, assess performance, and provide feedback to employees. Support your answer with examples. Then, describe the experience you have had with performance appraisals and how your performance has been influenced by them. From the e-Activity, rate the importance of measuring performance and providing an opportunity for feedback. Support your position.

Paper For Above instruction

Performance appraisals play a crucial role in enhancing organizational productivity by fostering a culture of continuous improvement and accountability. When top management actively encourages supervisors to set clear, measurable goals, assess employee performance regularly, and provide constructive feedback, it creates an environment conducive to high performance and motivation. Such practices align individual efforts with organizational objectives, ensuring that employees understand their roles and contributions within the larger strategic framework.

One reason organizations experience higher productivity through these practices is because goal-setting creates clarity and focus. According to Locke and Latham (2002), specific and challenging goals lead to higher performance than easy or vague goals. For example, a sales team with a clear target, such as increasing sales by 15% within a quarter, is more likely to focus their efforts effectively. Regular assessment and feedback help employees recognize their progress, identify areas for improvement, and feel valued, which boosts morale and engagement. This iterative process fosters a growth mindset within the workforce.

In my personal experience, performance appraisals have served as a feedback loop that clarifies my strengths and areas needing development. For instance, during annual reviews, constructive feedback from managers helped me identify communication skills as an area to improve, ultimately leading to targeted training and better performance in team projects. This process increased my motivation and confidence, reinforcing the importance of ongoing evaluation and feedback processes.

The e-Activity highlights that measuring performance accurately and providing feedback are vital for employee development and organizational success. Measurement offers a benchmark to gauge progress and identify issues early, allowing managers to adjust strategies proactively. Feedback, on the other hand, provides employees with recognition and guidance, which enhances engagement, job satisfaction, and productivity (Armstrong & Taylor, 2014). Therefore, providing opportunities for employees to receive constructive feedback promotes a culture of transparency and continuous improvement, which directly impacts organizational effectiveness.

In conclusion, organizations that empower managers to set goals and communicate performance through regular assessments and feedback mechanisms tend to achieve higher productivity levels. These practices motivate employees, align individual objectives with organizational goals, and facilitate personal and professional growth, ultimately contributing to a thriving workplace environment.

References

• Armstrong, M., & Taylor, S. (2014). Armstrong's Handbook of Human Resource Management Practice (13th ed.). Kogan Page.
• Locke, E. A., & Latham, G. P. (2002). Building a practically useful theory of goal setting and task motivation: A 35-year odyssey. American Psychologist, 57(9), 705–717.
• Snape, E., Redman, T., & Bamber, G. J. (2017). Managing Employment Relations. Pearson Education.
• Aguinis, H. (2013). Performance Management. Pearson.
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• DiPietro, R. B. (2010). Effective performance management: A practical approach. Business Expert Press.
• DeNisi, A., & Williams, K. J. (2018). Performance appraisal and management: A comprehensive review. Journal of Organizational Behavior, 39(7), 938–958.
• Ilgen, D. R., & Pulakos, E. D. (2000). The Changing Nature of Performance Appraisal: A Contemporary Review. In N. Schmitt (Ed.), Handbook of Industrial and Organizational Psychology (Vol. 2, pp. 127–165).