Appraisal System: An operation considered as a tool to motivate employees
North American Court: Every organization is required to have a reasonable system of appraisal that would entice workers to perform better (Barret and Kernan, 1987)
- Improve behavior
- Develop performance rate
- Increase self-confidence affecting personal satisfaction from work
Characteristic of a Good Appraisal System:
Should not be discriminative at any point especially regarding race, culture, age and gender
Measures both behavior and performance at a practical state especially relating to the qualifications that the position the workers are in specifically require.
Specific rating errors include the Halo Error [measuring based on behavior alone] and Leniency Error [measurement based on one value and carrying such observation on other factors of evaluation].
Types of Scales of Appraisal:
- Forced Choice Scale: measurement based on the superior’s understanding of the behavior of the employee being rated. The rater/s are expected to have a non-biased stand in relation to the employee hence making the name of the employee often anonymous to avoid favored or unfavorable reactions from the superiors.
- Behavioral Anchored Rating Scales: Depends on how the rater [superior] sees the behavior of the employee along with the supporting data that serves as reasoning behind such reaction on the individual. This way, the measurement process has concrete basis for evaluation.
- Behavioral Observation Scales: Developed through measuring the performance of the employee based on his or her position, the requirements and his or her ability to respond to such factors according to several superiors. Each superior is expected to have the capability to observe the employee on regular basis [not only during the evaluation process].
Overall, it could be realized that the choice of an appraisal system to be used within an organization depends on how the administrators want to direct their people to become more motivated and specifically able to contend with the pressures of work. Along with this, such choice should also involve the understanding of the administrators over their need to become more of a supporting factor to their team of workers than a pressuring unit that pushes them to work without any sort of satisfaction and enjoyment with their jobs.