Some of us might ever feel stage fright when we have to give a presentation. We might feel nervous, our heart pounding so fast, our palms become sweaty, and our voice sound unsteady. In our mind, we have thought that that we are worry about the presentation, whether the content is good or not. We also worry about the audience opinion, what kind of their perception about our presentation, negatively or positively. Somehow we afraid when people staring at us as the center of attention. This situation is called communication apprehension. The fear or anxiety associated with either real or anticipated communication with others has been defined as communication apprehension (McCroskey, 1977).
If we want overcome the fear, we will move on to the …show more content…
He also mentioned that it is not the actual consequences of the acts performed within a job itself. In the job performance criteria, Capko (2003) suggested job knowledge and skills, quality of work, quantity of work, work habits, and attitude should be included on a performance evaluation of staffs. On the other hand, evaluation in management positions Capko (2003) suggested that it should assess more than just the essential job performance areas mentioned above. They should also assess the employee’s people skills, ability to motivate and provide direction, overall communication skills and ability to build teams and solve problems. From the explanation, we could see that communication hold an important role in performance appraisal. Moreover, workers have to engage in communicative behavior in the workplace approximately more than 50% of their time (Giri and Pavan Kumar, 2010). It also shows that how important than being able to communicate in the workplace for employees. Based on these views, the performance of our job in the workplace would highly involve with communication behavior. This conditions might be put the high CA employees in a difficult position since they have less interactions and rarely engage in a communication …show more content…
Ideally, the appraisal should occur once per quarter, but it happens annually in most companies and it never happens in some cases (Javitch, 2016). The methods also diverse and depend on the organization’s need. However, the high CA members might have more anxiety while this evaluation is being conduct. They nervousness also contribute to the evaluation, for instance, they might not have confidence in a self-reflect appraisal that tend to give themselves a lower score than they should be. Since people with high CA have tendency to avoid communication, in this evaluation moment, they might not give any comment, discuss about the appraisal materials, sharing their difficulties at work, or even ask for help in order to improve their performance. Therefore, the high CA would bring negative impact on their career advancement, responsibility and/or salary. The organizations also have potential impact that resulting from their high CA members such as low efficiency and effectiveness on their productivity and the time and financial inefficiency for recruiting new members caused by the low retention of
If we want overcome the fear, we will move on to the …show more content…
He also mentioned that it is not the actual consequences of the acts performed within a job itself. In the job performance criteria, Capko (2003) suggested job knowledge and skills, quality of work, quantity of work, work habits, and attitude should be included on a performance evaluation of staffs. On the other hand, evaluation in management positions Capko (2003) suggested that it should assess more than just the essential job performance areas mentioned above. They should also assess the employee’s people skills, ability to motivate and provide direction, overall communication skills and ability to build teams and solve problems. From the explanation, we could see that communication hold an important role in performance appraisal. Moreover, workers have to engage in communicative behavior in the workplace approximately more than 50% of their time (Giri and Pavan Kumar, 2010). It also shows that how important than being able to communicate in the workplace for employees. Based on these views, the performance of our job in the workplace would highly involve with communication behavior. This conditions might be put the high CA employees in a difficult position since they have less interactions and rarely engage in a communication …show more content…
Ideally, the appraisal should occur once per quarter, but it happens annually in most companies and it never happens in some cases (Javitch, 2016). The methods also diverse and depend on the organization’s need. However, the high CA members might have more anxiety while this evaluation is being conduct. They nervousness also contribute to the evaluation, for instance, they might not have confidence in a self-reflect appraisal that tend to give themselves a lower score than they should be. Since people with high CA have tendency to avoid communication, in this evaluation moment, they might not give any comment, discuss about the appraisal materials, sharing their difficulties at work, or even ask for help in order to improve their performance. Therefore, the high CA would bring negative impact on their career advancement, responsibility and/or salary. The organizations also have potential impact that resulting from their high CA members such as low efficiency and effectiveness on their productivity and the time and financial inefficiency for recruiting new members caused by the low retention of