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A performance appraisal, also referred to as a performance review, performance evaluation, [1] (career) development discussion, [2] or employee appraisal, sometimes shortened to "PA", [a] is a periodic and systematic process whereby the job performance of an employee is documented and evaluated. This is done after employees are trained about ...
If an employee feels their immediate supervisors are not responsive to dissent, they may employ the circumvention strategy. This entails the employee choosing to dissent to an audience higher in the organizational hierarchy. If an employee uses this strategy before giving their supervisor they opportunity to handle the situation first, this ...
Employee silence can occur in any organization, most often in organizations where communication is suffering. Employee silence causes the most damage when employees and supervisors do not meet on a regular basis. In a virtual workplace this is also true. In a virtual workplace the only in-person communication is in small discussion groups.
Additionally, employee outcomes can also be evaluated according to six criteria: [7] Rationale: No distinct relationship with performance. However, high level of self-efficacy contributes to higher performance. [24] Structure: Informal PDM encourage job satisfaction, likewise higher level of commitment and motivation. [2]
360-degree feedback can include input from external sources who interact with the employee (such as customers and suppliers), subordinates, peers, and supervisors. It differs from traditional performance appraisal, which typically uses downward feedback delivered by supervisors employees, and upward feedback delivered to managers by subordinates.
In order to understand the performance paradox, it is helpful to first have a basic understanding of performance appraisals. Performance appraisals, also known as performance evaluations, are assessments that many organizations use to measure individuals' productivity, ability and talent in their respective job positions. [2]
Most workers want to know how they are doing on the job. Workers need performance feedback to work effectively. Accessing an employee timely, accurate, constructive feedback is key to effective performance. [2] Motivational strategies such as goal setting depend upon regular performance updates.
Control or evaluate the performance of subordinates and the department - performance appraisals. Discipline subordinates. "Doing" can take up to 70% of the time - (this varies according to the type of supervisory job - the doing involves the actual work of the department as well as the planning, controlling, scheduling, organizing, leading, etc ...