MGMT 104 Lecture Notes - Lecture 9: Performance Appraisal, Management System, Opportunism
Document Summary
Managerial functions: communication of values and expectations. Administrative functions: pay and promotion decisions, validation of recruitment and hiring practices, workforce retention/reductions. Legal defense of hiring, promotion, and discharge decisions. Performance isn"t stable from one year to the next: only 27% correlation. Bias: when rater is similar to the ratee higher scores. Difficulty in finding the right measures/adjusting them over time. I(cid:373)pa(cid:272)ts (cid:395)ualitati(cid:448)e too: (cid:858)(cid:448)ague feed(cid:271)a(cid:272)k is holdi(cid:374)g (cid:449)o(cid:373)e(cid:374) (cid:271)a(cid:272)k(cid:859) If you cannot measure what you want, you will not get what you want. Opportunism- once a performance system is in place, it may be manipulated. Relative judgment- a(cid:374) app(cid:396)aisal fo(cid:396)(cid:373)at that asks supe(cid:396)(cid:448)iso(cid:396)s to (cid:272)o(cid:373)pa(cid:396)e a(cid:374) e(cid:373)ployee(cid:859)s pe(cid:396)fo(cid:396)(cid:373)a(cid:374)(cid:272)e to the pe(cid:396)fo(cid:396)(cid:373)a(cid:374)(cid:272)e of other employees doing the same job. Let the bottom 10% know where they are and give them a chance to move on. 70% will leave on their own: problems with relative performance appraisals: Jobs of those ranked are not always identical.
