Description
Situation:
Performance appraisal is always a challenge for managers, because there are different ways in which we can evaluate performance. Additionally, most managers dislike giving constructive feedback that may be taken negatively by employees; however, appraisal is important to increasing productivity and creating high-performance work teams. With this in mind, there are ethical considerations in the development of performance appraisal systems. Gilbert (2012) addresses the challenges associated with lying and truth-telling in performance appraisal. Consider the following situation:
Suppose that the employee being evaluated is a sixty-four-year-old woman who has announced her intention to retire next year. You have been her supervisor for one year, and you judge that her performance is below standard, but not bad enough at present to require termination. When you review her personnel file, you find that her previous supervisor rated her as satisfactory for each of the last three years. People who have been in the unit for a long time assure you that her performance has not changed this year. One final item of relevance is that she does not take criticism well. In fact, she tends to respond to criticism with tears and hostility. Should you rate her as satisfactory, as your predecessor did for the last three years, or should you rate her as below standard and endure the difficult interview that is sure to follow, with very little hope that her performance will improve before she retires?
identify
and evaluate the ethical components of this situation. Approach the
situation using an ethical theory as a foundation for your views. As
your team works through the performance appraisal, the question about
the impact of cultural context becomes something that you should
consider. As a group, respond to the following dilemma:
- Consider the impact of truth-telling and lying and your responsibility to your employees and the organization as a manager in this situation.
“ consider the impact of truth telling and
lying and your responsibility to your employees and the organization as
a manager in this situation’, create a short paper
presenting your results.
Explanation & Answer
Attached.
Running head: PERFORMANCE REVIEW
1
Performance Reviews
Name
Institution
PERFORMANCE REVIEW
2
Performance Reviews
Thesis Statement: In the case of the situation given the assignment, the performance reviewer
should give accurate results no matter the age or personality of the employee. Therefore, the
review should be sincere because otherwise, it will not accomplish the purpose of reviews.
1. Introduction
A. According to Suresh, the aim of performance reviews is to give the real assessment of
the employees and therefore come up with solutions that are mutually beneficial to
employees as well as employers.
2. Consequentialist theory
A. According to the theory, actions are considered ethical if their results are beneficial.
3. Ways of evaluation
A. Quality of input
B. Quality of results
C. Timeliness
4. The ethicality of performance reviews
A. Validity
B. Reliability
C. Rewards and punishment
5. Conclusion
Running head: PERFORMANCE REVIEWS
1
Performance Reviews
Name
Institution
PERFORMANCE REVIEWS
2
Performance Reviews
High ethical standards are the cornerstone of performance evaluation. According to
Suresh, the aim of performance reviews is to give the real assessment of the employees and
therefore come up with solutions that are mutually beneficial to employees as well as employers
(Suresh, 2011). The...