Performance Appraisal in The Workplace

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Performance Appraisal in the Workplace
PSY 302 I/O Psychology
Dr. Henry
July 3, 2012
Performance Appraisal in the Workplace
The only experience with performance appraisal in the workplace that I would like to share is one of the
most memorable experiences I had in my life because not only did I find out what an asset I was to the company
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Performance Appraisal in the Workplace 2
but how much my co-workers enjoyed the working environment that I generated with my happiness. So will try
to describe the strengths and weakness of the evaluation process using the concepts provides from this week’s
reading. Plus will try to describe what that evaluation did for me personally, changed the way I perceive myself
in the workplace and what I have learned in that process with the dream of someday sharing it with another in
the future hoping to do the same for them.
The company that I worked for some fifteen years ago, I thought to myself, “oh not one of those
evaluations again”, never thinking the weight they carried because I was not use to having them at any other one
of the companies I work for before. So I just figured the evaluation was only about what my boss thought and of
course I knew he loved me, my work and could not see where there would be a problem. What I did not know
was that every other employee had to fill one out for me because I pretty much running the engineering
department. The company had a form for everyone individually depending on the job they held believe when I
say that I was unaware of this until I was getting ready to give my two week notice to leave my position.
The type of appraisal that this company did was very similar to the one that our text informs us about
which is the, “Objective performance measures are quantitative measures of performance that can be found in
unbiased organizational records. They are generally easy to gather and include two types of data: production
measures (such as sales volume, number of units made, number of error occurrences) and personnel measures
(such as absenteeism, tardiness, theft, and safety behaviors). Both measures are also usually evaluated according
to the quality of performance” (Yousef, C. & Noon, A. 2012) The only difference is that not only did my boss
fill out for me, but the engineering for software, the engineering and all the staff who had a direct interaction
with me on a daily bases allowing my boss and his boss to have complete evaluation of my work performance
in every direction possible.
So when my boss, the chief of the engineering department would tell me every quarter, Rachel you
passed with flying colors I did not know to what extent he was talking about. Since I filled out the same form
for each and every employee that I worked with was pretty my redundant I assumed they were the same. Well
needless to say, when I gave them my two week notice they were not happy about the news. I had some life
changing things accrue in my having to due to Hurricane Allen that left me in town where I felt alone, had sold
all my belonging and had purchased my ticket to come back to my hometown. I was complete taken when the
following day my boss and his boss called me in for a meeting. I thought they will probably want me to train
another employee. But to my amazement these men were sitting there with all my evaluations that had these
points about me that I had never realize or recognized before that precise meeting. My co-workers said, she
always has such a feeling smile, she gives so much of herself, and she does excellent work with little to no
instruction.
This comment from an engineer really blows my mind, he actually said, we will be in trouble if we ever
have to replace her. I responded with a phase I learned when I first started working. “Everyone is replaceable”.
The CEO said, that is the thing, we do not want to replace you. We will double your salary, pay for you and
your children to move into town, whatever it takes to keep you working for us is what we will do. I was home
sick, too young to understand the value of their offer, and maybe one of the things I can say I regret in life.
What I did take with me was they just did not see me as an employee, but an asset and what do we do with
assets, we take care of them. We were all treated in the same matter, from the person who swept the follows, to
the engineers and those high paid software qeeks.
One of things that I can still say today is that this specific job allowed me to find happiness in the
position I held. Everyone always gave me respect, allowed me to work using my skills, they asked for my input
and they almost never second guess my work. How could anyone be unhappy in those working conditions? Plus
I was the center structure on billion dollar projects all over the world. I felt important, appreciated and found
great pleasure in handing in my reports knowing all the positive remarks that I would be receiving. I have not
found another job with the some structure and feel that this company has as much success as it does because of
the way they treat their employees.
The peculiar company use to have quarterly evaluations making them seem so unimportant when in all
actually it seems to be very important process that companies should follows not only for the employees but
even more so for the employers. For additional information about the importance of the evaluations in the
workplace, “The performance appraisal should be continuing process that must be reviewed, since the welfare
of the organization and employees solely depends on it. Management should take the initiative and the
leadership necessary to ensure that it is adequately done. Management should not use performance appraisal as
a punitive instrument, rather as an instrument to help employee get their objectives. Management should
compensate employees based on the objective measures of performance, even though performance is at least
partially determined by factors beyond their control. Management should also address issues or problems
arising from performance appraisal immediately. Management should be fair in conducting performance
appraisal to protect itself against lawsuits for discrimination” (Chukwuba, 2012).
The strengths on the way this company handle it evaluations was that they took all the information they
collected before making a single decision on said an employee which only help their overall input when taking a
their own evaluation. The fact that the took everyone input is additional strength because not very CEO enter
acts with every employee and the last think that I take into consideration was that everyone’s input was taken
into consideration which show unity. The only weakness that I could find was that there were no self-
evaluations and that they did not share their results with their employees which could provide an employee
some motivation that they are not finding for themselves.
In conclusion of this paper is that evaluations are for both the employee and the employer, that a happy
employee is they type of employee and employer wishes to have for their company. So in having evolutions
make sure that you have one that will work for your company, have one that covers all of the employees aspects
from age, qualification, responsibilities, other employees inputs and whatever they might find important to said
evaluation. The key goal is to keep your good employee happy, the others working on the weakness and re-
staffing those who do not meet the companies’ goals.
References;
Chukwuba, K. (2012, 07 03). Chukwuba, K.. (2012). Performance Appraisal in the Workplace. retrieve on 07-
03-2012 from ABI/INFORM Global o. (Document ID: 2676140991). Journal of Management and
Marketing Research, p. http://proquest.umi.com/pqdweb?index=7&did=267614099.
Youssef, C. &. (2012). Industrial/Organziational Psychology. San Diego: Bridgepoint Education.
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Running Header: Performance Appraisal in the Workplace 1

Performance Appraisal in the Workplace

PSY 302 I/O Psychology

Performance Appraisal in the Workplace

the future hoping to do the same for them.

in every direction possible.

the engineers and those high paid software qeeks.

the way they treat their employees.

appraisal to protect itself against lawsuits for discrimination” (Chukwuba, 2012).

some motivation that they are not finding for themselves.

staffing those who do not meet the companies’ goals.

Youssef, C. &. (2012). Industrial/Organziational Psychology. San Diego: Bridgepoint Education.

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