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Importance of Appraisal

Appraisal is, or should be, an integral part of a system of managing.

CHOOSING THE APPRAISAL CRITERIA


Appraising against verifiable preselected goals has extraordinary value The system of measuring performance against pre-established objectives should be supplemented by an appraisal of a manager as a manager

APPRAISING MANAGERS AGAINST VERIFIABLE OBJECTIVES


A network of meaningful and attainable objectives is basic to effective managing Management by objectives must be a way of managing, a way of planning, as well as the key to organizing, staffing, leading, and controlling

The Appraisal Process


Once a program of managing by verifiable objectives is in operation, appraisal is a fairly easy step.

The Appraisal Process

Different Views on Appraisal Issues


Subjective versus Objective Evaluation Judging versus Self-appraisal Assessing Past Performance versus Future Development

Three Kinds of Reviews:


1. Formal comprehensive review 2. Progress or periodic reviews 3. Continuous monitoring

APPRAISING MANAGERS AS MANAGERS: A Suggested Program


The most appropriate standards to use for appraising managers as managers are the fundamentals of management The program involves classifying the functions of the manager and then dealing with each function by a series of questions

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The Program has a number of Advantages and Weaknesses

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A TEAM EVALUATION APPROACH


Selection of job-related criteria Development of examples of observable behavior Selection of four to eight raters (peers, associates, other supervisors, and, naturally, the immediate superior) Preparation of the rating forms applicable to the job Completion of the forms by the raters Integration of the various ratings Analysis of the results and preparation of the report

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APPLICATION OF PERFORMANCE REVIEW SOFTWARE


Companies use various software that make the evaluations among the superiors more consistent by providing a structure to the appraisal.

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REWARDS AND STRESS OF MANAGING

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Rewards of Managing
Managers want to be and should be rewarded for their contributions, although the size of the financial rewards has been criticized.

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Pay for Performance


Employees get paid for performance. They are paid bonuses when they achieve challenging goals instead of according to a persons title or the length of service.

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Stress in Managing
Stress is an adaptive response, mediated by individual differences and/or psychological processes, that is, a consequence of any external (environmental) action, situation, or event that places excessive psychological and/or physical demands on a person.

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Fitting the Needs of the Individual to the Demands of the Job


Proper fit between individual needs and the demands of the task will benefit both the individual and the enterprise. Career management helps to achieve this.

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FORMULATING THE CAREER STRATEGY


The appraisal of performance should identify the strengths and weaknesses of an individual; this identification can be the starting point for a career plan.

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Formulation of a Career Strategy

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Dual-Career Couples
An effective career strategy requires that consideration be given to the career of the spouse Dual-career couples, with both partners working, sometimes have to make very stressful choices