Critical Analysis of Performance Appraisal and Motivation

Running Head: CRITICAL ANALYSIS 0
Strategic Management & Leadership

CRITICAL ANALYSIS 1
Critical analysis of first article
file:///C:/Users/System04098/Downloads/3265249_1218766747_Kamphorstetal-2018-
JournalofEc.pdf
In this article, author has stated the role of performance appraisal in motivating the
employees. It has rightly stated that it is essential to measure the performance for the system
of compensation. It has analysed the model regarding ability of the supervisor in appraising
the performance of employees. It believes that this model has four features. It has assumed
that both worker as well as supervisor forms the perception of the worker ability. However, it
can prove to be wrong because ability of any person cannot be identified earlier. Secondly, it
has assumed that the supervisor differs in appraising the performance. Besides this, it has also
assumed an environment in which he utility of workers depend on the supervisor assessment.
However, it is not true that it depends on the assessment if a worker knows he or she is right,
it will definitely try to improve performance. The final assumption is correct that if the person
will be confident, it will always give the extra effort (Noe, Hollenbeck, Gerhart & Wright,
2017).
Author in this article has highlighted that positive appraisal always motivates the workers un
organization. However, Govindarajulu & Daily, (2014) also founded that negative appraisal
also motivates the employees sometimes. It is true that employees work hard when they get
negative appraisal. It has also given light on the concept of appraisal interview. It is being
stated that appraisal interview is done in order to improve the performance of worker in
future. It is right to some extent, as increment in appraisal (in terms of money or position)
always motivates a worker to work more better (Gkorezis & Kastritsi, 2017). However, there
are times, when workers get the negative appraisal. This might lead to decrement in the
productivity of workers. All the aspects of performance appraisal depend on the credibility of
the supervisor much more than the performance of worker. For example- if a worker is more
confident about his person then also his appraisal is done negative. In such case, it will lead
to distrust and negativity among that worker.
Critical review of second article

CRITICAL ANALYSIS 2
file:///C:/Users/System04098/Downloads/
3265251_1364746178_MotivatingandRetainingGovernme.pdf
This article analyse the ways to motivate and retain the government employees. It believes
that social capital in the firm of supervisor and colleagues support tends to retain the
organizational talent. It has also outlined that stress in job leads to more employee turnover.
Against this, it can be stated that several other things also link with the motivation of
employees. For example- Maslow need hierarchy theory has identified the certain level of
motivation for employees. These are basic needs, safety needs, security needs, self-esteem
need, and elf actualisation need. It is true to some extent that employee engage more when
they have trust with their co-workers. It also expects that higher level of motivation can be
seen in employees if employees hare the same goal (Mone & London, 2018).
Several authors’ perspective are given in the research article. One author has founded that
goof relationship among employee and supervisor is the reason for people to stay in
organization for longer. It is not true but because several other factors also depend on the
retention of employee in organization. The wrong statement of employee retention has been
identified that states that organization social capital leads to prevention of employee turnover.
There are several other reasons also attached with the resignation of employee in
organization. As different people have different priority. Some people give more importance
to money while some give more importance to their relation. Therefore, retention also
depends on the perception of people (Gawel, 2017).
This article lacks in explaining the turnover of employees if there is negative work culture
and negative work relationship in organization. There are times when conflict occurs between
the employees. In such a condition, employee leave the organization as it do not feel engaged
or involved with the people in organization. Moreover, conflict in the today’s business
environment is seen to be the major reason for employee turnover. Along with the conflict,
when employees are not satisfied with the pay or work culture, they tend to leave the
organization. There are employee who are not satisfied with the pay or salary of the
organization, then it becomes hard for them to survive for their living standard (Boice &
Kleiner, 2017). In such a situation, employees start searching for new job and leave the
current organization in which they are working.
Third article