Performance Management: Analysis of Performance Appraisal and Employee Creativity

PERFORMANCE MANEGEMENT TRANSCRIPT 1
Performance Manegement Transcript
Student’s Name
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PERFORMANCE MANEGEMENT TRANSCRIPT 2
Maley, J. (2013). Hybrid purposes of performance appraisal in a crisis. Journal of
Management Development, 32(10), 1093-1112.
The article sought to analyze the aspect of performance appraisal in the economic downturn and
global crisis. The paper seeks to analyze the shortcomings of performance appraisal as a widely
accepted employee performance management tool. The key purpose of performance
management is the achievement of strategic organizational goals in three areas; increased
employee performance, employee development, and administrative tasks. The method has been
widely criticized as failing to find the middle ground between managerial and employee
expectations. Despite their execution being the most documented limitations, they have also been
characterized by biases. The paper used a study approach where previous research and reports
were analyzed. Three areas of performance appraisal were used in the research: the performance
appraisal method itself, challenges related to its purpose and what the future appraisal tool
should look like.
The findings of the study indicate that the explicit purpose of performance appraisal is defined
but the implicit purpose is not. However, the implicit implications are the ones affected when
there are challenges in executing the system. This is seen in the fact that employees fail to raise
implicit reasons that make them dissatisfied. This means that employees may state explicit
reasons when in real sense they mean implicit challenges that they face in the organization. The
system captures data in two ways quantitative or results and qualitative or behavior modes. The
outcomes are clearly defined since they relate to quantitative indicators and accepted across
cultures while the behaviour modes are difficult to define across cultures. For example, the
Japanese cultural system anticipates longer time frame for achieving results. Further, there are
challenges in balancing globally and local human resource standards. Performance appraisal