Homework Help | Why Do Some Managers Hate the Performance Evaluation?

Some managers would rather get a root canal than go through the performance evaluation process with their direct reports. Why? What does research tell you?

As you respond to the two questions listed above, please address the following:

What traits does an effective manager display in the workplace?
Is there a profile for a manager who may struggle with the evaluation process?
What are the key elements of a successful employee evaluation process? How should a manager prepare for the event?
Develop an evaluation form for your direct reports and show how the evaluation criterion correlates to the organization’s objectives.
Directions:

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The assignment should be between 5-7 pages which include the cover page and reference page.
Your paper should include an introduction and conclusion that summarize the contents of the entire paper.
Your paper should be written in proper APA format. This link will take you to the section of the APUS library that can assist you with formatting: apus.campusguides.com/content.php
References: A minimum of two references are required for this assignment. You may use your textbook as a reference in addition to the two references.

MODEL ANSWER

Why do some Managers hate the Performance Evaluation?

The emphasis is that the management in any organization should handle their duties and responsibilities | PLACE YOUR ORDER NOW AT writtask.com | objective of effective performance evaluation is to ensure employees sustain their efforts towards achieving a set personal and | PLACE YOUR ORDER NOW AT writtask.com | than running away from organizational appraisals, the expectation is that they should embrace it, including the managers. However, for some managers, occasional appraisals/performance evaluation has become major sources of conflict and confusion, thus their reluctance to embrace | PLACE YOUR ORDER NOW AT writtask.com | often try as much as possible to avoid appraisals unless it is investable, and they tend to abandon it as soon as | PLACE YOUR ORDER NOW AT writtask.com | that some managers tend to not have adequate knowledge of the reasons and purpose to conduct annual appraisals/performance evaluation or review. In this case, the focus is on identifying reasons why managers hate appraisals and performance evaluation, and its implications on the organization.

To begin with, research shows that some managers view performance evaluation as a | PLACE YOUR ORDER NOW AT writtask.com | of performance evaluation is time-consuming and intensive depending on the number of staffs under the supervision of a given manager, and it tends to take a significant amount of time for | PLACE YOUR ORDER NOW AT writtask.com | (2019) observes that the process of collecting information from employees takes time, especially for the managers considering the nature | PLACE YOUR ORDER NOW AT writtask.com | also expected to take their time off managerial roles to determine specific ways to rate individual employees, which makes it seem | PLACE YOUR ORDER NOW AT writtask.com | time taken to conduct performance evaluation could have been used to do other ‘important’ tasks.

Performance appraisal involves evaluating the employees’ productivity and performance level in the quest to establish the specific capabilities of individual employees while evaluating their product | PLACE YOUR ORDER NOW AT writtask.com | the primary objective is that individual employees are made aware of the expected productivity results by the managers, most of them (managers) have deviated or strayed further from its (performance evaluation) primary | PLACE YOUR ORDER NOW AT writtask.com | have considered performance evaluation as a duty and are no longer considered an important tool anymore.

Additionally, managers fail to understand their subordinates at a personal level, and it makes it hard or complicated for them (managers) to evaluate these employees or even | PLACE YOUR ORDER NOW AT writtask.com | tend to focus more on other people’s opinions about various employees in the workplace to evaluate and rate them without attempting to interact on a | PLACE YOUR ORDER NOW AT writtask.com | that performance evaluation should be carried out between the employee and the manager on a one-on-one basis, and it should focus more on individual strengths and weaknesses before formulating possible solutions to specific | PLACE YOUR ORDER NOW AT writtask.com | hate the entire process as it involves talking with individual employees on a one-on-one basis before rating | PLACE YOUR ORDER NOW AT writtask.com | that a lot of managers prefer adopting a standardized process or procedure with the already formulated format to primarily “check the box” about the performance of employees instead of doing it via performance evaluation.

An effective manager must display certain traits in the | PLACE YOUR ORDER NOW AT writtask.com | exhibit excellent communication skills that would allow effective communication with the employees, especially during performance | PLACE YOUR ORDER NOW AT writtask.com | confidence when tasking their subordinates, in addition to being excellent listeners to better understand the employees better, in addition to their | PLACE YOUR ORDER NOW AT writtask.com | should also be effective in terms of processing information, as well as being quick decision-makers. It is also important that they should have a better understanding of the organization’s | PLACE YOUR ORDER NOW AT writtask.com | managers should have excellent leadership traits, and are not afraid to the decisive, especially in terms of delegating responsibility and, at the same time, trust their | PLACE YOUR ORDER NOW AT writtask.com | of a leader that struggles with the evaluation process is one that lacks managerial attributes or skills, especially one that does not communicate | PLACE YOUR ORDER NOW AT writtask.com | failure to communicate effectively means employees would