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Performance EvaluationsGroup 7: Cynthia Lam, Sawsan Nijmeh, Markus Li
The Social Context of Performance Appraisal and Appraisal Reactions: A Meta-AnalysisBy: Shaun Pichler
Cynthia Lam
PurposeHow the relationship quality, rating favorability, and appraisal participation
relate to appraisal reaction
MethodsMeta-Analysis Meta-analytic Structural Equation Model
Results
Take home message Management Training Programs
Create and maintain relationship with employeesGiving feedbackFair and consistent ratings
Performance Appraisal ProcessCriteria set, clear, and known 360 degree feedback
Examining the Role of Narrative Performance Appraisal Comments on Performance
By: Emily M. David
Sawsan Nijmeh
Key TermsNarrative Feedback
Interactional Justice
Favorability
Year-lagged Performance
Main PurposeQuality narrative feedback that is favorable and contains interactional justice
will ultimately lead to year-lagged performance.
Role of Emotion as a mechanism
MethodsPerformance appraisals + self-evaluations were collected and coded
according to the category of interest for each
Performance appraisals= favorability and interactional justiceSelf-evaluations= emotion
Second data set used in order to compare results
Results
Take HomeTrain managers on presenting narrative feedback in a dignified and
considerate fashion
Supervisory support:Mandating continuous coaching year roundMaking employees feel valued and cared about
Trusting the Fair Supervisor: The Role of Supervisory Support in Performance AppraisalsBy: Zinta S. Byrne, Virginia E. Pitts, Carolyn M. Wilson, and Zachary J. Steiner
Markus Li
Important Terms
Distributive Justice
Procedural Justice
Interpersonal Justice
Informational Justice
Perceived supervisory support (PSS)
Why It’s Important
Distinguish the difference between Organizational and Interactional justice
Easier to develop supportive supervisors rather than change organizational structure.
Trust in supervisor leads to:Lower absenteeism or turnover Higher performanceCommitment (Attitudes module)A healthy relationship at work and home (Employee health and wellness
module)
Method
Self-reported survey
Two sample groups: calibration and cross-validation
Questions assessed perceived supervisory support ‘During my last performance evaluation, my supervisor…’‘In general, my level of confidence that my supervisor…’
Results
Take Home Message
Hire managers and supervisors with empathetic skills
Foster a healthy and trusting relationship by supporting employees
Be upfront with expectations throughout the year
Have a formal due process for employees to review appraisals
Consistency!
Overall Take Home Message
Focus on management training programs that teaches how to give proper feedback
Be involved in subordinate’s lives
Build a dynamic superior-subordinate relationship