Analysis of Argument Map: Performance Appraisal Article (2015)

This assignment involves analyzing an argument map constructed from the article by Kaine & Johns (2015) on performance appraisals. The study utilizes Paul and Elder's (2014) standards to evaluate the arguments presented. The article's clarity in explaining the need for and significance of performance appraisals is assessed, along with its call for re-evaluating current organizational practices. The assignment highlights the relevance of the article and the logical conclusions drawn from evidence, including practices of companies like Adobe, Microsoft, and Deloitte. However, it notes areas requiring further discussion, such as the role of organizational bureaucracy and the limitations of current performance appraisal methods. The analysis considers the breadth of perspectives presented, including challenges faced by line management and the impact of unethical behavior, emphasizing the need for innovative performance evaluation approaches. The assignment underscores the significance of supporting evidence and the continuous nature of performance appraisal.

ARGUMENT MAP

The current study focuses on evaluating the strength and weakness of arguments presented in the
article Kaine & Johns (2015) regarding performance appraisal. The study will involve the
standards mentioned by Paul and Elder's (2014), as parameters to analyse the arguments.
The article presents clarity of the arguments explaining the need for performance appraisals and
its significance in the organisation. The article also focuses on the need for re-evaluation of
ways in which performance appraisals are done currently by the organisations. The article
clearly presents the need for organisations to consider innovative ways of performance
evaluation.
The relevance of the article is also pertinent and the evidence provided in the article in the form
of organisational practices as followed by some major company’s leads to a logical conclusion.
However the conclusion mentions organisational processes requiring detailed discussion like role
of organisational bureaucratic processes hindering talent retention.
The depth of the information provided by article indicates the need for an effective mechanism
to measure performance in an organisation. The information she'd light on the complex nature of
performance appraisal methods as is being currently practiced and the need for finding new ways
and innovative for performance appraisals.
The breadth of the argument presented in the article has been discussed from different
perspectives. The challenges face day the line management for the purpose of performance
evaluation along with emphasizing on progressive approaches and negative impacts like
unethical behaviour, distortion of culture in an organisation suggests the multiple perspectives
covered by the article.
The significance of the supporting evidence provided in the article to understand the approach
for performance appraisals is important especially the practices adopted by companies like
Adobe, Microsoft and Deloitte. There is scope for other significant evidence which could have
been provided to clarify the difference between performance and job evaluation or emphasizing
that performance appraisal is a continuous process.

Argument Map
References
Effective
measurement of
performance for better
organsiational
outcomes
Companies need to be
agile and align right
startegies with people
to reduce complexities
of performnace
evalaution
the role of line
managemnet or
supervisior in
performnace
management and the
impact of their lack of
motivation in
management of people
Considering innovative
ways for performnace
evaluation like
feedback
Focusing on reasons for
poor performance of
employee and discouranging
pervasive behaviour is
essential for consideration
by the orgaisations
Need for re-evaluating
the ways for
performance evalaution
this will help in
discouraging unethical
behaviour, corroding of
culture in organnistaion
and increase
motivation .

Shields, J & Kaine (2015). "Why the days of performance appraisals should be numbered."
retereived from <https://theconversation.com/why-the-days-of-performance-appraisals-should-
be-numbered-38976>
Paul, R., & Elder, L. (2014). Critical thinking: Tools for taking charge of your professional and
personal life. Pearson Education.