Ratings and Trait Based Assessments vs Behavior Based … Essay
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• Identify and describe the different rating formats that are available for performance measurement
The different rating formats that are available for performance measurement are graphic ratings formats (the most popular) taken from hands-on performance measures in which "walk-through testing" is conducted by management in order to make sure that employees are engaged and fulfilling "work-related tasks" (Chapter 5). Graphic ratings formats give visual examples of how performance is being achieved. Checklists can also be used, where items or qualities are listed and checked as they appear in the worker, as well as weighted checklists (which give a value or weight to the listed items), forced choice formats (which obliges the rater to choose a couple statements from a group of four that best describe the person being rated), and behaviorally anchored rating scales (BARS), which tell what the worker has done in a qualitative/visual manner.
The hands-on method of accruing this data, moreover, can include conducting simulations so that workers are familiar with their tasks and understand how to perform that satisfactorily and efficiently. I have often partaken in hands-on format measurements on both ends of the spectrum and believe it is a useful way to help workers maintain a positive morale for completing tasks because it keeps the focused and diligent as they perceive that their role is important enough that management will take time out to spend time overseeing their duties.
Another format is the electronic performance monitoring format, which allows employees to give feedback as well as to see that overall performance is improving. This is a valuable format because it allows communication flows to be conducted in a digital medium while performance levels can be gauged using data that is electronically stored, charted and graphed for easier consumption. This format gives a quantitative, visually appealing assessment that can be good for managers with an electronics background that allows them to be comfortable analyzing data and numbers to see that teams are on task and meeting performance standards. I have also personally been acquainted with this format as well and found it to be easy to use and sometimes preferable to a hands-on rating format as there is less pressure to "perform" while the boss is around. Instead, analysis is based purely on whether goals are being met and this is illustrated quantitatively rather than qualitatively.
• Explain the potential effects of culture on performance evaluation processeses and ratings.
The effects of culture on performance evaluation processes and ratings are evident in the fact that culture impacts behavior. A positive culture will produce positive results in employee morale, behavior and attitudes, which will be reflected in the way that evaluation processes and ratings are conducted. A poor workplace culture, on the other hand will have a negative effect of worker morale and worker attitudes will likely reflect a bad spirit among workers that will manifest itself in poor performance quality. I have seen this myself first hand and now how organizational culture can be both good and bad.
In terms of impacting evaluation processes and ratings, culture plays a part in assessments and how they are conducted. For instance, trait ratings, which consist of a warning, may be viewed negatively if the organizational culture does not have a transformational leader at the helm, leaders workers to overcome their weaknesses in a positive manner. Warnings could be taken negatively because of the environment in which they are given. Task-based ratings, on the other hand, might be impacted by the same culture in a way that suggests they are the best way to measure performance because of the neutral aspect of the measurement -- there is nothing personal about it (unlike a warning), and it is clearly based on performance which is quantifiable and not on any qualitative assessment.
Moreover, in a destructive culture, feedback will be cruel and typically offensive (Chapter 5) and can be taken very personally. But in a positive culture, workers will more gladly embrace feedback if they feel it is objective, fair, balanced, neutral and not personal. It is also important that terms are carefully defined so that the assessment can be understood.
• Understand how the law and legal consideration are related to performance evaluation
Law and legal considerations are related to performance evaluation often. For example, at Ford Motor Company, evaluators had to put managers into performance categories based… [END OF PREVIEW]
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