Performance Appraisal System

Introduction In business organizations, employees are among the most valuable organizational assets and highly determine the overall performance of any business. Many organizations despite having the abilities essential in enhancing performance have slacked due to poor input towards employees concerns.Advertising We will write a custom research paper sample on Performance Appraisal System specifically for you for only $16.05 $11/page Learn More In fact, according to Levesque (2007, p.30) employee satisfaction leads to customer satisfaction. In this line, I suggest that employee motivation is the most essential component in business. Effective HRM (human resource management) is vital for optimally exploiting creativity and accomplishing organizational as well as individual goals. Organizational leadership must ensure appropriate integration of different activities and synchronized functioning focusing on organizational goals. Employee motivation is vital for guaranteeing commitment of human capital to the given goals. The answer to motivation is centered on the integration of individual and organizational goals. Hence, managers have to concentrate on important HRM tasks like planning, development, evaluation and compensation. Evaluation entails performance appraisals, scheduling and recommending. This paper investigates the â€Å"good† characteristics of an appraisal system and how the system can be paired with compensation and benefit packages to increase employee motivation. ‘Good’ characteristics of an appraisal framework The success of an appraisal system depends on the involvement of all parties involved. The difference between appraisals and evaluations should be clearly understood by both parties. An evaluation is aimed at objective measurement but an appraisal involves both objective and subjective measurement of employee performance within the period set for review. Therefore, the aim of performance appr aisal is feedback, improvement and assessment (Goel, 2008). The process of implementing performance appraisals is centered on three elements: the job, the employee and the environment of the business. Since these elements are interrelated and interdependent, the appraisal system must be individualized, qualitative, subjective, and focused on solving problems in order to be effective. The system should also be founded on clearly defined and measurable values and indicators of employee performance. Because the system appraises performance rather than personality, personality aspects that are not pertinent to performance must be disregarded from the system. Some of the ‘good’ characteristics of an appraisal system include the following:Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Documented job analysis: the performance goals and job description must be structured, mu tually accepted by and documented for both the employees and managers. Reliability and validity; performance appraisal systems should give reliable, consistent and valid information that an organization can use even in legal ramifications (Goel 2008). If two supervisors are equally qualified to appraise a worker through the same appraisal method, their results should then agree. An appraisal should also satisfy the requirement of validity. For instance, if a system is designed for potential of a worker for promotion, the information it gives must relate to potentialities of the worker to assume higher roles. Communicated to employees; most workers want to know about their job performance. An effective appraisal scheme offers the necessary feedback continuously. The appraisal interview must allow both the employee and the appraiser to understand the existing gaps and plan for a better future. So far, managers must explicitly explain their expectations on various jobs in advance of th e review period. With that understanding, the employees find it easier to learn about the goals and improve their future performance. Participatory and open; for any successful appraisal system, the employees should be involved and allowed to participate via an interview with the appraiser, for feedback. Interview discussion may involve past performance and establishment of future goals. Strategies to accomplish these goals and improve future performance should also be discussed jointly. Such involvement imparts a sense of belonging. Employee appeal; formal procedures must be developed to give room for employees who are dissatisfied with appraisal results. They should be offered options to pursue their complaints and have them handled objectively. Primarily, performance appraisals should be used to develop employees as treasured organizational resources. The system will apparently fail when the managers use it as a whip or fail to understand its restrictions.Advertising We will write a custom research paper sample on Performance Appraisal System specifically for you for only $16.05 $11/page Learn More Supervisor training; since the performance appraisal is vital and somehow difficult, it is necessary to offer training to the appraiser on rating, documenting and interviewing. Being familiar with rating errors can enhance the performance of the rater and hence inject the necessary confidence in the supervisor to consider ratings more objectively (Goel, 2008). Rewards; an effective appraisal system should include both positive and negative rewards in order to initiate impact. The employees use the rewards as yardstick and improve their performance accordingly. Integrating compensation and reward packages Designing and managing reward systems perhaps presents the managers with the most challenging HRM undertaking. Within this area of HRM, there are great inconsistencies between what the literature promises and the practical execution. At the same time, organizations encounter cycles of novelty with higher hopes as the reward networks are improved, only to experience disappointment when they fail to provide results. From a business perspective, rewards are aimed at motivating certain behaviors. Nonetheless, rewards such as compensation should be appreciated as well-timed and connected to successful performance. This means that reward considerations must reflect on the outcome of performance appraisal in order to instill motivation. In today’s competitive environment, business organizations are increasingly establishing compensation goals based on pay-for-performance principle (Goel, 2008). It is agreed that performance appraisal are not complete without the managers tying some rewards to the efforts and performance of the employees. This principle is important in motivating employees to perform with larger effort, resulting in low-wage cost. Pay-for-performance standard refers to different compensation for ms such as incentive pay, cash bonuses, merit pays and gain-sharing plans. All of these forms seek to separate outstanding performers from the pay-for-average performers. As Goel (2008) notes, productivity researches indicate that employees output increases when a firm establishes a pay-for-performance initiative. A number of researches and theories have been developed about how monetary initiatives satisfy and motivate workers (Perry, Engbers Jun, 2009; Arthur Aiman-Smith, 2001; Raghuram Rangaraj, 2008).Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Nearly, all studies on the significance of pay likened to other rewards indicate that pay is significant and constantly ranks top in the list. Merit salary increase and piece-rate incentive systems have been associated with responsible stewardship (Perry, Engbers Jun, 2009). Group and organizational-wide incentives such as gain-sharing plans have been associated with cooperation and fairness in organizations (Arthur Aiman-Smith, 2001). Individual-pay-for performance initiatives have been associated with personal development (Raghuram Rangaraj, 2008). All these suggest that a performance appraisal that involves effective rewards systems is important in motivating employees. Conclusion Employee motivation is a major factor than determines individual performance as well as the overall performance of an organization. Therefore, it is the role of management to design performance appraisals that are accepted by all those involved in order to enhance their effectiveness. Such appraisals must then include the rewarding system which leads to the motivation. Although there are many reward systems, studies reveal that pay-for-performance initiatives are most appropriate to integrate with performance appraisals. References Arthur, J. B. Aiman-Smith, L. (2001). Gainsharing and organizational learning: an analysis of employee suggestion over time. Academy of Management Journal. 44(4), 737-754. Goel, D. (2008). Performance Appraisal and Compensation Management: A Modern Approach. New Delhi, India: PHI Learning Pvt. Ltd. Levesque, P. (2007). Motivation: powerful motivators that will turbo-charge your workforce. Irvine, CA: Entrepreneur Press. Perry, J. L., Engbers, T. A. Jun, S. Y. (2009). Back to the future? Performance-related pay, empirical research and the perils of persistence. Public Administration Review, 39-51. Raghuram, G. Rangaraj, N. (2008). Formulating the concept, principles and parameters for performance-related incentives (PRI) in government. Retrieved f rom https://www.india.gov.in/ This research paper on Performance Appraisal System was written and submitted by user Tate D. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here. Performance Appraisal System

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buy custom Organ Sales essay Organ transplantation is a process by which an organ or tissue is surgically removed from one persons body (donor) to another (recipient). Organ transplant are an option when a particular organ is failing or absent (Winters, 2004). Kidney failure, heart disease, lung disease and cirrhosis of the liver are all conditions that can effectively be treated by transplant. Most of the organs and tissue donations occur after the donor has died though some organs and tissues can be donated while the donor is alive. For example, the kidney and the liver may be transplanted from a living donor since people are born with an extra-kidney and the liver is regenerative. There has been a debate over whether organ transplant should be legalized with various countries increasingly passing legislations which allow for the practice. The major argument in favor of the transplant is that it helps the patients to live a longer and a healthy life. Process for Eligibility of Transplant experienced It should be noted that organ transplant can only be considered as an option when medications and surgery has failed to manage the failure and the progression of the particular organ. In such situations, the transplant is then considered as a treatment option. However, before one is placed on the transplant list for any organ transplant, they must undergo a careful screening process (Winters, 2004). The process involves a review by diversity of professionals comprising of the doctors, nurses, social workers, and the bioethics. This team reviews the patients medical history and carries out a psychosocial evaluation to find out if the patient is able to survive the particular organ transplant procedure. They also find out the possibility of the patient complying with the recommended continuous care after the transplant (Winters, 2004). Tissue typing is also done during the evaluation to identify genetic markers on white blood cells. Other blood tests are also done to determine the compatibility of the pair. The evaluation of the patients support system is also done for clinic follow-ups and the subsequent medical care. Once the person passes this screening test, he/she is then placed on the waiting list until a matching donor becomes available (Winters, 2004). During this time, the patient will closely be monitored by the health care team to keep the organ failure in control. Once a matching organ is obtained, the transplant then takes place (Winters, 2004). Health and Emotional Risks of Transplants While transplant surgery is a cure for some patients, it has comes along with both health and emotional risks. Many survivors and caregivers experiences problems such as fatigue which is common medical condition for transplant. Almost all survivors feel weak exhausted and slow during recovery. Another common problem with survivors is anxiety which normally occur because most of them are always either worried or afraid of their condition. The patients are normally worried that they may return to their original state (Center for Bioethics, 2004). The specific risks related to transplant include; Organ acquisition related stress: In most cases, patients with organ related complications seem to believe that an appropriate donor must have died for them to secure an organ. Studies have also found out that in cases where the recipient dies, the donor may be stressed up by the feeling of a total loss.Secon is alcoholic addiction related stress. Because of the overwhelming temptation to take alcohol, alcoholic addicts waiting for organ transplant always find it difficult having to battle with the temptation. They may find it extremely difficult to maintain sobriety while abstaining as per the medication requirement. The third emotional issue is related to obtaining the organ from a living donor. The process of recovery after one donates an organ may in some cases be longer than expected.Some donors also develop complications after surgery. It is also common among the recipients to have a feeling of owing the donor.In cases where the transplant results into any surgical complication, the recipient may begin feeling feel guilty for having caused these problems. A donor who assisted a person whose situation was caused by drug abuse may be very sensitive to seeing the person drinking again. Forth issue is related to pregnancy after organ transplantation. This is normally experienced by the women patients who are still in their child bearing age. Such women normally worry about their ability to become pregnant and the effect the anti rejection may have on their unborn child. This is even more complicated among those who are barred from conceiving by the doctor. Fifth is the effect of transplant on children. In most cases, a child who has gone through organ planting may require mare limits in their behavior than is the case with normal children. These may affect their self esteem especially when they dont understand why their behavior is being restricted (Center for Bioethics, 2004). Organ transplant may also result into stressful relationships especially if it results into a long term illness. Adolescent patients who want to be independent may be stressed from having to depend on others. Finally, there are also a number of physical changes that are usually experienced by most organ transplant patients. The changes which may include weight gain, fluid retention and rounded face may cause mood swing and the emotional changes which are difficult to predict and harder to deal with (Center for Bioethics, 2004). Laws against Organ Sale Various policy makers in this field have argued that with proper regulative mechanisms, organ sales can be beneficial for both the patient and the donor. The most often sited argument in favor of organ transplant is that it helps the patients to live longer and healthy lives. The disparity in the low supply of organs for transplant has promulgated legislation and case laws. The laws seek to regulate the sale of the organs and to help establish equitable national system of how to best allocate the organs. The laws were promulgated to address a variety of medical, legal and moral issues involved in organ donation and transplantation (Fredrick, 2010). They include; The revised Uniform Anatomic Gift Act of 1987. The Act prohibited the sale of human organs and tissues with the exception of blood, sperms or human eggs. Another Act is the National Organ Transplant Act which expressly forbade selling human organs across state lines. The act made the sale of organs a federal crime. It prohibited the payments to those who provided the organs for transplantation. Though, it was designed to prevent the sale from the living donors, it also prevented the possibility of individuals selling the right to harvest their organs after their deathh . The third law is the Patent Self-Determination Act of 1991 that established the issue of donor cards. The cards can not be issued to those who are under the age of 18 years. It therefore made it difficult for them to donate organs. Elsewhere the Transplantation of Human Organ Act passed in India in 1994 made the sale of organs a punishable offence. Reasons why Organ Transplant can be Beneficial Organ sales would save peoples lives. Various proponents of organ transplant have argued that there is no reason for people to die if there is a way of saving them. Legalizing organ sales is also the most efficient measure of increasing the organ supply. Heather argued that the patients have the right to regain normal life. Secondly legalizing the sale of organs will discourage the existing black market (Heather, 2003). These practice has led to killing of people like was witnessed in China in 1998 when smugglers were found with 50 freshly harvested organs from prisoners. Corrupt Chinese officials are also making huge money by selling organs to rich foreigners. Legalizing organ sales will compel the brokers to resort into offering a cheaper alternative to potential recipients. This will enable the patients to save part of their money and while greatly reducing the length of time for which they have to wait. At the same time, it reduces the risk involved in receiving organs through a black market. An example is the case of Malaysia in 1994 when five kidneys purchased from India were found infected with HIV virus (Heather, 2003). Third, legalizing organ sales will also reduce the amount of money the government spend on Medicare and thus help save government money. For example in US dialysis will cause Medicare $240,000 while the patient with a new kidney will only cost $160,000 (Heather, 2003). This will enable the government save money to improve the life of its citizens. Forth, legalizing organ sales would possibly encourage more people to donate the organs. This is because of the possible compensation to the donors for the risk and time involved. Studies have shown that despite the willingness to donate organs by nearly 69% of Americans, the donation is currently merely around 4,000 people annually. Many people confessed that they are afraid of donating their organs to strangers because of the risks involved. Finally legalizing organ sales will protect the individuals right to choose. According to Hither, the decision to assume risk should be made by the individual. He argues that there is no different between legalizing the sale of blood platelets, eggs and sperms while legally denying people the right to sell other organs. They also argue that the individual will make decisions which reflect their need for money which is necessary for meeting their basic needs. Conclusion In conclusion it is therefore clear that irrespective of the many arguments against organ transplant, legalizing organ sales can be very beneficial to both the donor and the recipient. It will save more lives as many people are encouraged to donate organs. Such a move will result into an affordable medical cost for patients. The government will also save both the money that it spends on Medicare while greatly reducing the risks involved in black market enabling it to save and improve the lives of its citizens. Buy custom Organ Sales essay

Discussing the controversy of vaccines and their potential link to Essay

Discussing the controversy of vaccines and their potential link to disease such as autism - Essay Example This however has left a fear in parents of vaccinating their children. There has been a lot of research and information put forward since then to allay these fears. The conclusion of all the research done is that there is no empirical evidence to show a direct link between vaccine and autism. On the contrary there are more reports providing sufficient proof that vaccines are safe. It is understandable however that parents will remain skeptical and concerned. The major ingredient in these vaccines that has been cited as a possibility for causing autism is thimerosal. Multidose vaccines posed a potential threat of contamination to children many years ago. Thimerosal, a mercury-containing preservative, was therefore added to vaccines at low concentrations in the 1930s to inhibit bacterial and fungal growth and to protect the immunized from infections at the site of the immunization. However it is a mercury-based preservative. But it contains ethylmercury and not methylmercury. There have been no existing guidelines for the safe amount of ethylmercury in the human body and so the guidelines for methylmercury were used on the false assumption that the body handles them both in the same way. This led to confusion, believing that ethylmercury would have the same possibly harmful effects on humans as methylmercury. Around the same time a report from the California Department of Developmental Services indicated a rise in autism over the years which was later described as an epidemic. (Weber, 2008). This led to even firmer belief by some parents that there was a connection between the vaccines and autism, although there was still no scientific proof. As Weber states â€Å"A report in 2004 by the Institute of Medicine concluded that there is no association between autism and MMR vaccine, or between autism and thimerosal† She further states that, â€Å"there is no conclusive evidence that any vaccine or vaccine additive increases the risk of