Disfunctional Behavior
Many Experts argue that performance appraisals lead to dysfunctional behaviours which may affect organizational performance. Do you agree with this statement? Discuses and Debate.
Virtually all the companies have some formal or informal means of appraising their employee’s performance. Performance appraisal means evaluating an employee’s current and/or past performance relative to his or her performance standards. While “appraising performance” usually brings to mind specific appraisal tools (Blech, 2007). Performance appraisal also always assumes that the employee understood what his or her performance standards were, and that the supervisor also provides the employee with the feedback, development, and incentives required to help the person eliminate performance deficiencies or to continue to perform above par. The aim should be improve performance.
Not surprisingly, some managers and employees dislike performance appraisal! The major reasons for dislike include lack of ongoing review, lack of employee involvement, lack of recognizing for good performance etc. Some have argued all performance appraisal system are so flawed that they are manipulative, abusive, autocratic and counterproductive . Though the purpose of performance management is to ensure and improve of employees activities and outputs are congruent with the organizational goals, but various dysfunctional behaviors occurs in the organization due to some unethical reason or sometimes situational impression. Performance appraisals lead to dysfunctional or optimistic behaviors which affect organizational performance. (Gary Dessler, 2006), Hence, dysfunctional behaviors lead an organization performance downstairs which arises for a lot of causes.
Dysfunctional behavior in any form is usually the result of the behaviour of the person trying to exert control on the situation. The teenager who lives in filth will never clean their room because "they have been told to do it." Human beings always
Virtually all the companies have some formal or informal means of appraising their employee’s performance. Performance appraisal means evaluating an employee’s current and/or past performance relative to his or her performance standards. While “appraising performance” usually brings to mind specific appraisal tools (Blech, 2007). Performance appraisal also always assumes that the employee understood what his or her performance standards were, and that the supervisor also provides the employee with the feedback, development, and incentives required to help the person eliminate performance deficiencies or to continue to perform above par. The aim should be improve performance.
Not surprisingly, some managers and employees dislike performance appraisal! The major reasons for dislike include lack of ongoing review, lack of employee involvement, lack of recognizing for good performance etc. Some have argued all performance appraisal system are so flawed that they are manipulative, abusive, autocratic and counterproductive . Though the purpose of performance management is to ensure and improve of employees activities and outputs are congruent with the organizational goals, but various dysfunctional behaviors occurs in the organization due to some unethical reason or sometimes situational impression. Performance appraisals lead to dysfunctional or optimistic behaviors which affect organizational performance. (Gary Dessler, 2006), Hence, dysfunctional behaviors lead an organization performance downstairs which arises for a lot of causes.
Dysfunctional behavior in any form is usually the result of the behaviour of the person trying to exert control on the situation. The teenager who lives in filth will never clean their room because "they have been told to do it." Human beings always
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