The effectiveness of the performance appraisal is often a topic of debate. Read the Forbes article, “Eliminating Performance Appraisals (Links to an external site.)Links to an external site.”. Based on the content of the article, identify three key points related to the author’s position on the elimination of performance appraisals. From the view of the manager and using the concepts found in our text, prepare a rebuttal to the article discussing each of the key points you identified and define the reasons why the performance appraisal should not be eliminated. Develop a potential solution to the performance appraisal debate, keeping in mind the intent of the appraisal and the desired outcome for both the organization and the employees. Support your solutions with a minimum of one outside resource.Guided Response: Review the responses created by your classmates’. Evaluate the rebuttal points and respond to their rationale for not eliminating the performance appraisal within the workplace. Respond to at least two of your classmates’ posts.REPLY TO MARVIS: The effectiveness of the performance appraisal is often a topic of debate. Read the Forbes article, “Eliminating Performance Appraisals. (Links to an external site.)Links to an external site.” Support your solutions with a minimum of one outside resource.Based on the content of the article, identify three key points related to the author’s position on the elimination of performance appraisals.The three key points that the author makes is that performance appraisals is they do more damage than good, they waste time and the issue of separation of employees and causing issues between the employees and management (Lawler, 2014). The reason that they are conducted is to have some means to measure output of employee and motivate. However, many times the tools used to measure are outdated or inadequate which results in unfair performance appraisals. They also put the employee in a compromising situation when there is a conflict personality between the employee and management because the review can be skewed. The author points out the main advantage is that they motivate managers to become certified as performance appraisal free managers. Many managers are not good at performance appraisals and lack objectivityFrom the view of the manager and using the concepts found in our text, prepare a rebuttal to the article discussing each of the key points you identified and define the reasons why the performance appraisal should not be eliminated.Performance appraisals in organizations are important to be able to gauge the output for the compensation that an organization is paying for the job to be completed. Performance appraisals are important for several reasons. This tool is imperative to allow the organization to document and track the performance of an worker of their time in the job. The appraisal is important to management because it puts some type of structure in place for the manager to be able to speak with the worker regarding their performance whether it is good or bad and the clarify and set expectations. It allows them to be able to discuss and determine shortcomings and offer additional training to assist the employee. It equips the management team to be able to provide feedback and determine what career path the employee may want to engage in to develop themselves. They provide a structured process for an employee to clarify expectations and discuss issues with their manager. The main reason is that they can be very motivational and allow an avenue for the employee to receive additional compensation.Develop a potential solution to the performance appraisal debate, keeping in mind the intent of the appraisal and the desired outcome for both the organization and the employees.A proposed solution would be to create a system that is unbiased to both the employee and the organization. The basis would lie in building relationships within the organization. The article I reviewed discussed the Hooper-Bacal method. Hooper was the director of a company and she did not utilize traditional methods she focused on what made sense. The foundation of the method lies in a few key areas. This method did not focus on any type of scores or technology but instead focused on building trusting relationship where employees and management could speak candidly regarding performance. There was a focus placed on what was presently and what could happen in the future. The method did continue to review accountability but focused on analysis versus casting blame. The model works on making sure the goals are clear and that they are reviewed on a regular basis and if there were issues with the system, there was the agreement that it could be adjusted. Finally, ensuring that communication is continual.As with any system or method, there are going to be people that the process does not work on but I feel like this method is simple but allows something tangible.Lawler, E. E., III. (2014, March). Eliminating performance appraisals (Links to an external site.)Links to an external site. Forbes. Retrieved from http://www.forbes.com/sites/edwardlawler/2014/03/25/eliminating-performance-appraisals/ (Links to an external site.)Links to an external site. Retrieved September 8, 2017The Hooper-Bacal Method For Managing Employee Performance. The Performance Management and Appraisal Resource Center. February 29, 2016. www.performance-appraisals.org/Bacalsappraisalarticles/articles/hooperbacal/index.htm (Links to an external site.)Links to an external site. Retrieved September 8, 2017REPLY TO WHITLEY: Based on the article “Eliminating Performance Appraisals” the author believes performance appraisals should be eliminated because he thinks they are a waste of time and could potentially form conflict between the employees and managers. He also believes that “managers do not manage in ways that make performance appraisals unnecessary” (Lawler, 2014). Another opinion that is relayed in the article is that business today do not train their employees on the performance appraisals and how they are conducted causing the appraisals to be pointless. The four major appraisal methods are: management of objectives (MBO), behaviorally anchored rating scales (BARS), computer monitoring, and 360-degree feedback (Plunkett, Allen, & Attner, 2013). I personally don’t agree with the article. I think performance appraisals can be an effective tool if utilized properly. “Quality management can be viewed as a deliberate process that the general performance of a company could be enhanced by enhancing the performance of employees inside a group structure” (Beirman, Ferrell & Ferrell, 2016). If both the manager and the employee understand the importance of the appraisals and how they are conducted they can be a beneficial tool that allows open and honest communication between management and employees to create a stronger foundation. This conversation starts with setting the expectation of what will be evaluated, what the employee can do to meet these expectations, and how the evaluation process will be conducted. The manager also has a responsibility to follow employees progress throughout the entire evaluation process without personal bias. These evaluations do take time to complete, but the result will be a better understanding of where an employee stands with the company and what career track they may have in mind. Taking this time to review employees and speak about what career track they have in mind with the company will allow both the manager and the employee to have a better understanding of what opportunities are available for the employee and what the manager can do to help them reach these goals. Taking this extra time to evaluate the employee and how they are doing to meet the organizations expectations and goals will help everyone achieve these goals. It is also important to point out that mangers can do the work to make these types of appraisals necessary, if they are working to become an effective leader. Understanding that these appraisals can provide motivation to meet goals and objectives throughout the course of the year is important. An effective leader understands the importance of motivation. Motivation is “an inner drive that directs behavior toward goals” (Bierman, Ferrell, & Ferrell, 2016). Bierman, L., Ferrell, O. C., & Ferrell, L. (2016). Management: Principles and applications, custom edition [Electronic version]. Solon, OH: III, E.E. (2015 June 09). Eliminating Performance Appraisals. Retrieved Augusts 09, 2017, from https://www.forbes.com/sites/edwardlawler/2014/03/elinimating-performacne-appraisals/#3279da944f12 (Links to an external site.)Links to an external site. (Links to an external site.)Links to an external site. Plunkett, W. R., Allen, G. S., & Attner, R.F (2013). Management: Meeting and exceeding customer expectations
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