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Related Experiment Videos

Performance appraisal: dilemmas and possibilities.

M Beer

    Organizational Dynamics
    |December 7, 1981
    PubMed
    Summary

    Supervisor avoidance and subordinate defensiveness hinder effective performance appraisals. This study suggests discussing evaluations non-evaluatively to overcome these common barriers.

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    Area of Science:

    • Management Science
    • Organizational Behavior
    • Human Resources

    Background:

    • Performance appraisals are crucial for employee development and organizational success.
    • Common barriers include supervisor avoidance and subordinate defensiveness, leading to ineffective evaluations.
    • Traditional appraisal methods can create anxiety and hinder open communication.

    Purpose of the Study:

    • To identify and address key barriers in the performance appraisal process.
    • To propose strategies for minimizing supervisor avoidance and subordinate defensiveness.
    • To promote a more constructive and effective approach to performance evaluation.

    Main Methods:

    • Literature review of existing research on performance appraisal.
    • Analysis of common psychological and organizational dynamics in feedback sessions.
    • Development of a framework for non-evaluative performance discussions.

    Main Results:

    • Supervisor avoidance often stems from discomfort with confrontation or lack of training.
    • Subordinate defensiveness can arise from perceived unfairness or fear of negative judgment.
    • A non-evaluative approach focuses on objective behaviors and future development, reducing anxiety.

    Conclusions:

    • Minimizing appraisal barriers requires a shift towards a collaborative, non-evaluative communication style.
    • Training supervisors in feedback delivery and fostering a psychologically safe environment are key.
    • Effective performance appraisal supports employee growth and strengthens the supervisor-subordinate relationship.

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