ORGS 4200 Study Guide - Final Guide: Personal Information Protection And Electronic Documents Act, Parental Leave, Trade Union

• School: York University
• Department: Organization Studies
• Course: ORGS 4200
• Professor: Stephen Friedman

Document Summary

If we do not put in a formal structure for performance appraisal, you will only get feedback when you are doing things wrong, which would lead in a decrease in motivation. Ongoing performance feedback: by not giving feedback, you end up hurting that person more (everyone wants to know the criteria/expectation/standards that they need to perform to get a good job , people want feedback, direction, guidance, transparency. Performance appraisal programs: purpose of performance appraisal, administrative compensation, job evaluation, employment equity support, developmental individual evaluation, training, career planning, disciplinary (performance improvement. Developing an effective appraisal program: what are the performance standards, strategic relevance. Emphasize ideals that are not important (ex. Sometimes people are putting things into the job that positively impact the organization, but the criterion don"t capture that: criterion contamination. There are factors outside of an employee"s control that can influence his or her performance: reliability.