We as a team have chosen the results-oriented appraisal method as our choice for the individual appraisal system. This system is based upon specific targets and set performance standards. Both manager and employee agree to a set of goals relevant to the employee’s job description, department and organization as a whole. These goals when reached will have a future end result of possible promotion, merit increase or transfer into another department. Results-oriented method is primarily based on what an employee can produce by way of dollar volume of sales, number of units sold, and a number of new clients (Cascio, 2007).
The results-oriented rating method is not so different in concept from the behavior-oriented rating methods but the criteria of each method varies in how it can be used to appraise an individual opposed to appraising a team as a whole. When taking the results-oriented method into account to change the focus from an individual’s production be it positive or negative to that of a team production environment the focus is taken off what an individual is capable of and focus on the team as if they were one. It may be more difficult to evaluate a team based on the results-oriented method than behavioral-oriented methods because in looking at a group or team perspective just because the team as a whole is meeting their goals, doesn’t mean that each person on the team is pulling their weight and producing at the same levels. A team that is appraised as productive may be deceiving in that if we were to look at each individual’s performance we could possibly eliminate the weakest link and replace them with a new employee that after training could propel the team to higher levels of production.
As a result of the information we have gathered we see that unique needs vary from an individual to team appraisal system and although we as a team chose the result-oriented appraisal method for individual review. We may need to look more at the behavior-oriented appraisal methods in evaluating our team as a whole. In a team environment it is the responsibility of the management team to ensure that no individual is depending on other team members to contribute higher production numbers, and put undue pressures on their team because they are unable to perform at the target levels. Team appraisal using the results-oriented method requires that one common goal be reached and that everyone on the team is as accountable as the next team member.

References
Casio, W. F. (2007). Managing Human Resources: Productivity, Quality of Work Life, Profits, Seventh Edition. Retrieved from University of Phoenix.