Measuring Overall Performance Scores Discussion Paper

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These post replies need to be substantial and constructive in nature. They should add to the content of the post and evaluate/analyze that post answer. including one scholarly peer-reviewed reference. Minimum 100 words. Judgmental and Mechanical Methods of Assigning Overall Performance Score Performance of employees need to be evaluated for better work productivity and quality. Accurate performance appraisals have improved job performance at workplaces (Chaponda, 2014). The annual evaluation of performance leads to employee motivation. Performance appraisal rating methods can be positive or negative on work performance and employee motivation (Chaponda, 2014). It is important to use consistent and accurate rating method that reflect employee’s performance. Here is a comparison between judgmental and mechanical rating methods of David Kuhn case study. The judgmental measurement of employee performance is about an individual who could be a manger or supervisor who knows the work of another and able to judge his work (Gatewood, Field & Barrick, 2015). In judgmental rating the performance of employee is subjective and prone to bias. The services are measured in numbers to assume the performance of an employee. Stewart & Lusk (1994), mentioned that “If the cues available to judges are poor predictors, then more accurate measurement of them might not improve judgment”. (p. 7). Kuhn’s performance score is showing weights of many competencies in which many of them are omitted. The computation process of this performance scoring lack comprehensiveness, validity and reliability since not all competencies information are available and no explanation is made for each competency. Cognitive information reflects the task information in terms of how a weigh of competencies and their reliability (Stewart & Lusk, 1994). Using judgmental method here is not easy to analyze each weight of competency and finalize the required score per competency. It will negatively affect the employee’s motivation, job satisfaction and future performance. Also, it will affect the organization negatively in terms of work productivity and quality. The mechanical method of rating is clear in computation process and information given about each competency scoring is clear. There are many factors to consider using the mechanical method over the judgmental method which include comprehensiveness, clarity and reliability (Aguinis, 2013). Using mechanical method of rating is reliable and accurate to reflect the performance of an employee (Aguinis, 2013). Less bias is noticed in mechanical method compared to judgmental method. The scoring system of mechanical method will give a clear computation process of performance scores with the availability to add any comments (Aguinis, 2013). Indeed, employees will be motivated if the appraisal process is based on accurate and current job descriptions (Chaponda, 2014). Mechanical method of rating can have a direct positive impact on the employees’ motivation to give their best at work (Chaponda, 2014). Therefore, it will improve work productivity and quality of an organization. It is best to use mechanical method of rating rather than judgmental method in Kuhn’s case. It is more reliable, accurate and comprehensive method that reflect the performance. For an organization to be successful, it is important to evaluate their employees efficiently and accurately using clear rating system. The positive employees’ performance is the success of any organization (Chaponda, 2014). References: Aguinis, H. (2013). Performance management (3rd ed.). The Effect of Performance Appraisal on Employee Motivation: A Survey of Slum Based Non-Governmental Organizations in Nairobi (Doctoral dissertation, United States International University-Africa). Gatewood, R., et al. (2015). Human resource selection (8th ed.). Boston: Cengage Learning. Stewart, T. R., et al. (1994). Seven components of judgmental forecasting skill: Implications for research and the improvement of forecasts. Journal of Forecasting, 13(7), 579– 599. https://doi.org/10.1002/for.3980130703 These post replies need to be substantial and constructive in nature. They should add to the content of the post and evaluate/analyze that post answer. including one scholarly peer-reviewed reference. Minimum 100 words. It is necessary to evaluate the performance of employees to improve the quality and productivity of the work. Accurate performance evaluations have a positive impact on workplace productivity (Chaponda, 2014). Employee motivation is increased as a result of conducting annual performance reviews. Methods of judging performance can have a beneficial or negative impact on work output and motivation (Chaponda, 2014). When evaluating an employee’s performance, make sure to adopt a grading system that is both consistent and accurate. In this case study, the two rating methods used by David Kuhn are contrasted: judgmental and mechanical. Employee performance is judged on the basis of how well a manager or supervisor knows another’s job and can appraise it. Employee performance is rated in a subjective and arbitrary manner using judgmental criteria. The services are counted in order to estimate an employee’s output, and more accurate measurement of them might not improve judgment if the cues provided to judges, are poor predictors. When looking at Kuhn’s overall performance, it’s clear that several of his essential talents are under-weighted. Since not all competencies information is given and no explanation is made for each competency, the computation process for this performance ranking lacks comprehensiveness, validity, and reliability. In terms of how competencies are weighted and their dependability, cognitive information represents the information about the task (Stewart & Lusk, 1994). It’s difficult to determine the required score for each competency when using the judgmental method. It will have a detrimental impact on the employee’s motivation, job happiness, and ability to perform well in the future. It will also have a harmful impact on the organization’s productivity and quality of work. The computation process makes the mechanical rating technique clear, and the information provided on the competency ranking is straightforward as well. The use of a mechanical approach over the judgmental method has numerous advantages, such as comprehensiveness, clarity, and realism(Aguinis et al., 2012). Mechanical methods of grading are dependable and accurate in assessing an employee’s performance(Aguinis et al., 2012). When comparing the mechanical method to the judgmental method, there is less evidence of bias. The mechanical method’s scoring system will make the computation of performance scores apparent, and any comments can be added at any time(Aguinis et al., 2012). An accurate and up-to-date job description will help encourage staff during the appraisal process (Chaponda, 2014). Using a mechanical rating system might help motivate staff to do their best work (Chaponda, 2014). As a result, it will improve an organization’s productivity and overall quality. This is an example when mechanical methods of ranking are preferable to judgmental methods. These measurements are more dependable than others because they reflect the entire picture. The success of an organization depends on having a clear rating system in place for evaluating its personnel efficiently and effectively. An organization’s success depends on its people doing well (Chaponda, 2014). References Aguinis, H., Gottfredson, R. K., & Joo, H. (2012). Using performance management to win the talent war. Business Horizons, 55(6), 609–616. Chaponda, N. C. (2014). The Effect of Performance Appraisal on Employee Motivation: A Survey of Slum Based Non-Governmental Organizations in Nairobi (Doctoral dissertation, United States International University-Africa). https://doi.org/10.1016/j.bushor.2012.05.007 Stewart, T. R., & Lusk, C. M. (1994). Seven Components of Judgmental Forecasting Skill: Implications for Research and the Improvement of Forecasts. 13, 579–599. Question There are a variety of factors that can affect the overall performance rating of an individual. Aguinis (2019) defined two methods—judgmental and mechanical—for reaching an overall score, and states that the mechanical approach is preferable in most cases, particularly if performance objectives are not weighted. Review “Case Study 6-1: Judgmental and Mechanical Methods of Assigning Overall Performance Score at The Daily Planet” at the end of Chapter 6 in the Performance Management textbook. • • First use the judgmental method to come up with Kuhn’s overall performance score. Next, compute Kuhn’s overall performance score using the weights in the table. Is there a difference in the scores? What are the implications for the employee rated, for the supervisor, and for the organization? Which method would you use and why? In developing your initial response, be sure to draw from, explore, and cite credible reference materials. Answer CASE STUDY 6-1 Judgmental and Mechanical Methods of Assigning Overall Performance Score at The Daily Planet T: The form here shows performance ratings obtained by David Kuhn, a hypothetical reporter at a major newspaper in the United States. First, use the judgmental method to come up with his overall performance score. What is Kuhn's overall performance score? Second, the form below actually omitted weight information for the various competencies. The weights are the following: Now, compute Kuhn's overall performance score using the weights in the table. Is there a difference between the score computed using a subjective, rather than the mechanical method? If yes, what are the implications of these differences for the employee being rated, for the supervisor, and for the organization? Competency Weight .15 Productivity Quality of work 50 25 Dependability and adherence to company values and policies Contribution to effectiveness of others/unit 10 Name: David Kuhn Dept.: International Job Title Reporter Supervisor John DuBoss from Jan 19 Performance Period: to Dec 19 Job Description: Researches and writes news, features, analyses, human interest stories. Develops and cultivates news sources and contacts. Completes assignments by deadlines, ensuring accuracy by verifying sources. Attends newsworthy events and interviews key sources. Respects confidentiality as appropriate. Does not fully meet Unacceptable standards Fully meets standards Significantly exceeds standards Outstanding 1 3 4 5 Productivity-Production is high relative to time and re- sources consumed, develops expected number of sto- ries and covers beat adequately to ensure stories are detected as they break, stories are developed within time frame that enables deadlines to be met and ap- propriate reviews are performed as they are refined. *Adapted from R. J. Greene, 2003, "Contributing to Organizational Success Through Effective Performance Appraisal," Alexandria, VA, Society for Human Resource Management 192 Chapter 6 Performance Analytics 193 2 3 5 Quality of work-Work meets quality standards and established editorial standards: stories are written in clear and appropriate manner, are consistent with editorial policy, and are fair and balanced, research is thorough and encompasses all relevant sources, which are verified to ensure accuracy, works with editors to revise and improve content, develops and maintains network of contacts who can provide early notification of breaking stories. Dependability and adherence to company values and policies--Consistently meets deadlines, conforms to attendance policies, adapts to work demands, con- forms to established values and policies, adheres to ethical standards of the paper and the profession re- spects confidentiality as appropriate, behaves in man- ner that enhances the image of the paper Contribution to effectiveness of others/unit-Works with others within and outside the unit in a manner that improves their effectiveness, shares information and resources, develops effective working relationships: builds consensus, constructively manages conflict contributes to the effectiveness of own unit/group and the paper 2 3 4 3 4
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Explanation & Answer

View attached explanation and answer. Let me know if you have any questions.

1

Measuring Overall performance scores

Student's Name
Institutional Affiliation
Course Name and Number
Professor's Name
Assignment Due Date

2
Measuring Overall performance scores
Discussion
Some several methods and factors affect the overall performance ratings of an individual.
The two main factors are the judgmental and the mechanical methods. Computing the
judgmental method requires relative importance in the computation of the overall scores to give
each performance its rating dimension (Chaponda, 2014). If the rater gives the same weight to
each dimension, the overall scores using the mechanical method would be: (2+4+5+2)/4=4.25.
On the other hand the judgmental method would be 2(0.25) +4(0.40) +5(0.15) +2(0.20) =3.25.
As such, using the mechanical method resulted in a higher score by 1 point as compared to the
judgmental method. The difference is large in consideration to the range in scores of 0 to 5.
Replies
Implications for employees, supervisors, and organization
The implication of the employee rated enables all the employees to know their position
about their peers. The knowledge of the position by the employees induces competition in the
work environment since every employee will strive to achieve excellence as per the award
objective of the company (Chaponda, 2014). As such, it provides the supervisors with a
convenient way of managing the performance-related pays through rewards. It also helps enables
the organization to understand their top performance for talent planning purposes. The planning
process gives the supportive evidence which re required in taking action.

3
Preferred Method
The method I would use is the mechanical method of performance ratings. The
effectiveness of the mechanical method bears a higher degree of accuracy s compared to the
judgmental approach. The mechanical way provides a framework through which the managers
can be easily trained, thereby equipping each managerial level with pre-defined responsibilities
based on their hierarchical effectiveness (Aguinis et al., 2012). It also eliminated the use of
forced distribution ratings which can damage morale and limits the benefits. Furthermore, the
administration uses the mechanical method to monitor the consistency rating within the
organization by checking the bias patterns, which are easily managed once identified. As such,
the peer review of the historical data can be derived using evidence-based factors of rating
analysis.

4
Reference
Chaponda, N. C. (2014). The Effect of Performance Appraisal on Employee Motivation: A
Survey of Slum Based Non-Governmental Organizations in Nairobi (Doctoral
dissertation, United States International University-Africa).
https://doi.org/10.1016/j.bushor.2012.05.007
Aguinis, H., Gottfredson, R. K., & Joo, H. (2012). Using performance management to win
the talent war. Business Horizons, 55(6), 609–616.

View attached explanation and answer. Let me know if you have any questions.

1

Measuring Overall performance scores

Student's Name
Institutional Affiliation
Course Name and Number
Professor's Name
Assignment Due Date

2
Measuring Overall performance scores
Discussion
Some several methods and factors affect the overall performance ratings of an individual.
The two main factors are the judgmental and the mechanical methods. Computing the
judgmental method requires relative importance in the computation of the overall scores to give
each performance its rating dimension (Chaponda, 2014). If the rater gives the same weight to
each dimension, the overall scores using the mechanical method would be: (2+4+5+2)/4=4.25.
On the other hand the judgmental method would be 2(0.25) +4(0.40) +5(0.15) +2(0.20) =3.25.
As such, using the mechanical method resulted in a higher score by 1 point as compared to the
judgmental method. The difference is large in consideration to the range in scores of 0 to 5.
Replies
Implications for employees, supervisors, and organization
The implication of the employee rated enables all the employees to know their position
about their peers. The knowledge of the position by the employees induces competition in the
work environment since every employee will strive to achieve excellence as p...


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