Essay on Performance Appraisal Critique

1549 Words Mar 12th, 2011 7 Pages
Introduction
Performance appraisal is a method which is increasingly used to evaluate employees to determine the degree to which they are performing effectively and encourage them to direct their energies towards organizational performance. Although the appraisal is being practiced, there are criticisms made against the system which generally arise from within the Orthodox and radical management frame work.
This essay outlines the orthodox and radical critiques respectively and suggests whether 360◦ feedback offers a means of overcoming the traditional limitations of appraisal system. The essay is organized into the following: Orthodox critiques, radical critiques, 360◦ feedback appraisal, conclusion and reference.

Orthodox Critique
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Performance appraisal is seen as promoting the cause of theory x, a management style that assumes that people are unreliable, unable to take responsibility and therefore require close supervision and control, according to Mc Gregor (1960) who explained that ‘appraisal programs are designed not only to provide more systematic control of behaviour of subordinates, but also to control the behaviour of superiors’ (G A Cole 2002:301). As such it puts subordinates under un justified surveillance and tight control.
The appraisal has the potential to individualise the employment relationship and the scope for managers to use it as a veneer to legitimate informal management. Some managers do really take appraisal as a weapon to intimidate subordinates where they openly tell them that ‘we will meet at appraisal’. This also encourages corruption where some subordinates align themselves with bosses because in the end this pays dividend especially when the appraisal is connected with rewards. Just as Bach explains that it allows managers discretion to promote favoured individuals but, if challenged, to legitimize them by referring to the formal appraisal process. There is evidence on the ground that some people who do not deserve are promoted while others remain in their positions hopelessly. This result in poorly rated people not working efficiently because an individual’s performance

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