Paper 1

Performance Appraisal and Management

            The performance appraisal process at my place of work is used to fulfill various purposes. Firstly, it is used to measure the actual performance of the employees in relation to the desired performance (Dessler, 2013). Through performance appraisal, the organization is able to identify the strengths and weaknesses of its employees and thus work on their potentials and values to the company. Therefore, the organization uses performance appraisal as a tool to improve employee performance, productivity and determine the developmental needs of the employees (Dessler, 2013). Performance appraisals also play a big role in organizational development; the organization uses the performance appraisals to identify the employees who need training and training is a way to develop employees and make them more competent hence improving the effectiveness of the organization. 

            The process of performance appraisal is measuring performance in our organization. However it is not fairly done sometimes. This is because they tend to eliminate inefficient employees replacing them with new employees instead of training them. Therefore, if this was up to me, this is the area I would first change. I would ensure that the inefficient employees are thoroughly trained in order to reach the organizational desired performance level.

Paper 2

            The organization motivates its employees through rewarding them and it has various forms of rewards some of which apply to individual level and others to all employees. All employees have flexible workers where one chooses to work or not work. This reward is to appreciate the employees that they are doing a great job as far as the operation of the organization is concerned thus they are worth to rest (Dessler, 2013). The organization also gives thank you notes to employees to encourage them for the good work done regardless of the employee level. Parties are also organized for specific teams to recognize them for a specific good work done. There also rewards at individual level where an employee is awarded respective of his or her hard work and as such, they receive awards, gifts, and even promotions.

            According to the survey conducted, some employees perceive the rewards just as established by the organization for example rewarding individual employees is always perceived as a sign of appreciation for the good work done. When specific teams are given a party, they normally perceive it in the aspect of appreciation by the organization. However, some of these rewards are not perceived according to how the organization does. Most employees take flexible hours as something obvious and they don’t feel rewarded about it and individuals paid on hourly basis feel disrewarded instead. Some don’t feel appreciated by the thank you notes and they take them without due consideration.

            Linking pay to performance refers to a form of compensation where goals are set based on established measurement then employees are paid after those goals have been met (Dessler, 2013). This can be based on the amount of sales in a given period of time, performance reviews or annual revenue.

            Some of the factors that would make me quit a job include lack of motivation. Working without being motivated to me means that you are not doing to the expectation of the organization and this discourages me a lot and can make me quit the job. I would also quit a job due to overworking because being overworked is harmful to one’s health and I mind a lot on my health (Dessler, 2013). I would also quit the job if I am paid less money in relation to my performance because it makes me feel exploited and I will not enjoy the work. Therefore, to keep me the organization needs to build trust with employees, recognize any good work they do, protect them and value their needs too. These qualities can keep in the organization.

References

Dessler, G. (2013). Human Resource Management (13th ed.). Boston, MA: Prentice Hall.