Why Performance Appraisal Should not be Eliminated
The effectiveness of the performance appraisal is often a topic of debate. Read the Forbes article, “Eliminating Performance Appraisals (Links to an external site.)”. Based on the content of the article, identify three key points related to the author’s position on the elimination of performance appraisals. From the view of the manager and using the concepts found in our text, prepare a rebuttal to the article discussing each of the key points you identified and define the reasons why the performance appraisal should not be eliminated. Develop a potential solution to the performance appraisal debate, keeping in mind the intent of the appraisal and the desired outcome for both the organization and the employees. Support your solutions with a minimum of one outside resource.
(https://www(dot)forbes(dot)com/sites/edwardlawler/2014/03/25/eliminating-performance-appraisals/?sh=5ccf2ec84f12)
Performance Appraisal
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Performance Appraisal
Performance appraisal is a crucial organizational activity that has been marred with controversies over its effectiveness, raising the question of whether or not organizations should stop conducting it. Lawler III (2014), the author of the article, Eliminating Performance Appraisals, raises three primary points on the elimination of performance appraisal. The first point is that organizations should eliminate performance appraisals due to redundancy (Lawler III, 2014). It means that managers can do what performance appraisal is supposed to do. A rebuttal to this argument is that many managers lack the skills to manage in ways that make performance appraisal unnecessary, so organizations should not eliminate it.
The second point is that performance appraisal is a resource-consuming process. The author alludes that this activity wastes time that employees could use to do some productive tasks. However, performance appraisal proponents have refuted this point, claiming that companies could save more resources if they conduct the process c...