Decision Making

Decision Making

TITLE: DECISION MAKING

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Introduction

Management is involved with making, implementing and accepting the responsibility for decisions intended to continuously meet the objective of a firm. There are four main functions of management: planning, controlling, organizing and directing. Performance review is usually carried out by the directing function of management since it checks the actual performance against the planned performance.

PERFORMANCE REVIEW

Decision Making

Job performance review is an important component of a good corporate. It evaluates the areas which need to be improved need identifies areas which need expertise. Job appraisal as regularly called is not a punitive tool but rather a constructive tool which is aimed to meet the goals a firm and develop skills. Performance appraisal should be based on approved strategic plan of a business which changes from time to time due to changing business environment.

However there are many problems which arise during the performance appraisal when the management is not fully equipped with the correct procedure to under take the process. This incompetence lead to the employees being evaluated not satisfied with this kind of evaluation.

Some of the problems associated with job review are:

1. Managers giving their own opinions on the performance of the employees. This is where by there is no laid down criteria for appraisal, they don’t have forms to fill from time to time concerning the respective employee, the managers are not trained on the subject matter and therefore they give their personal feeling and attitude about the employees.

2. Comparing the employees with each other. The managers usually compare the employees within a firm though they belong to different department with different responsibilities. They feel demoralized by such actions and cooperation between employees and departments end and managers become targets for hostility.

3. Managers fail to understand that performance appraisal is a tool for development rather than for blame, this leads to managers not recognizing the positive contribution but only the negative things concerning the employee in question. This leads to employees having a poor relationship with their managers since they are always on the blame.

4. The managers may be canceling and postponing the performance appraisal. This makes the employees to undermine the importance of these appraisals since the managers are no committed to meet this obligation. The employees feel that they are not given the right attention as there are not allocated with the much value to the company.

5. The manager fail to attach much value to the performance appraisal as it’s supposed to prevent performance problems rather than solving. They fail to take performance appraisal as a continuous process which stabilizes the relationship between workers through the continuous communication.

Decision Making

SOLUTION TO PERFOMANCE APPRAISAL

Once the performance appraisal problems are identified there is need for urgent remedy to improve the performance and ensure that the employees are satisfied. The management should set up an investigation and come with solutions which will be implemented promptly. The solutions below refer to the problems mentioned above. They refer to each problem respectively.

CONCLUISION

Performance appraisal should be based on the employees past performance, assessment on own potential and current performance and report from the current set assessment centre by the management. Employees should be encouraged to do their own personal assessment and feel free to talk with the managers on the trainings they need to improve their skills.

References:

Decision Making

Stephen C. Harper (2003), Business and Marketing, McGraw-Hill Publishers, New York

Robin Wood (2001) Managing Complexity, Prentice hall publishers, UK