Submitted by: M. Adil Arshad
Roll number: 12129041
Submitted to sir Hassan jabbar
Q1: Do organization prefer conformists? what are the implications of the personal relationship between manager and employee on performance assessment??
As conformists are considered as a key to be agreeable at a point whether in an innovation team or as working in a team. As ideal team need both conformists and creative as well.
Performance assessment involves an assessment about what has been achieved and and what has been accomplished and provides a bases of career planning and potential development. Implications of personal relationship between managers and employee on performance assessment
Mostly the personal relationship between manager and employee greatly affect the performance assessment as in that case there will always be the element of biasness in it.. whenever it is in personal relations performance assessment is biased and it will go in the favour of the employee who is being asesed.
Performance assessment in real means is really a difficult thing to do and is suspected of various problems and errors.
Hallo effect may also occur which means the manager acquires a tendency of generalizing few experiences with the other aspects of performance and problem of poor or biased assessment.
Personal relations may also effect performance as in innovations and innovative ideas always not a good practice.it requires promoting an idea through accepted channels ,risk taking and most importantly mistakes tolerance.
Q2: Discuss the external factors that can affect the process of performance assessment within an organization. Do they help or hinder that process?
Performance assessment is actually evaluating the achievements ,succeses and on the bases to set new goals and targets and career planings.
Performance Assessment occurs just prior to the formal performance review. At this time, the employee’s supervisor gathers the documentation generated throughout the review period.
Performance planning
Performance Planning is the first step in an effective performance appraisal process, performance planning is setting guidelines and clarifying expectations for the employee
The positives aspects that can affect the performance appraisal
360 degree appraisal
A 360 degree appraisal is a type of employee performance appraisal in which subordinates, co-workers, and managers all anonymously rate the employee. This information is then incorporated into that person's performance review.
Performance Review is the formal process of reviewing performance with the employee. The employee and supervisor meet to review and discuss the formalized assessment and then begin the process again by setting goals and standards for the next
Goal setting appraisal
The measurement of employees performance by looking that weather the employee has achieved the given target or not, some times this approach causes biasness.
Procedural justice appraisal
This is concerns with how the employee has completed his work by which.
External factors like
Diversification:
Diversification is a form of growth strategy. it involves a significant increase in performance objective. Growth in sales is often used as a measure of performance
It sometimes hinders or sometimes boosts or helps the process of performance assessment.
