This topic contains a solution. Click here to go to the answer

Author Question: Discuss how to structure a successful performance appraisal interview. What will be an ideal ... (Read 74 times)

LaDunn

  • Hero Member
  • *****
  • Posts: 526
Discuss how to structure a successful performance appraisal interview.
 
  What will be an ideal response?

Question 2

In an appraisal interview, the rating manager should never ________.
 
  A) refuse to discuss negative employee performance as a defense against a possible lawsuit
  B) assist the employee in setting goals
  C) refuse to take some responsibility for an employee's performance if the supervisor neglected to provide regular performance feedback
  D) take any responsibility for an employee's performance



Related Topics

Need homework help now?

Ask unlimited questions for free

Ask a Question
Marked as best answer by a Subject Expert

shaquita

  • Sr. Member
  • ****
  • Posts: 324
Answer to Question 1

Answer: A successful appraisal interview should be structured in a way that allows both the supervisor and the subordinate to view it as a problem-solving rather than a fault-finding session. The manager has several purposes when planning an appraisal interview. Certainly the employee's performance should be discussed, focusing on specific accomplishments. Also, the employee should be assisted in setting goals and personal-development plans for the next appraisal period. The manager should suggest means for achieving established goals, including support from the manager and firm. For instance, a worker may receive an average rating on a factor such as quality of production. In the interview, both parties should agree to the specific improvement needed during the next appraisal period and specific actions that each should take. During performance reviews, managers might ask employees whether their current duties and roles are effective in achieving their goals. In addition to reviewing job-related performance, they might also discuss subjective topics, such as career ambitions. For example, in working on a project, perhaps an employee discovered an unrealized aptitude. This awareness could result in a new goal or serve as a springboard to an expanded role in the organization. The amount of time devoted to an appraisal interview varies considerably with company policy and the position of the evaluated employee. Although costs are a consideration, there is merit in conducting separate interviews for discussing (1) employee performance and development and (2) pay. Many managers have learned that as soon as the topic of pay emerges in an interview, it tends to dominate the conversation, with performance improvement taking a back seat. For this reason, if pay increases or bonuses are involved in the appraisal, it might be advisable to defer those discussions for one to several weeks after the appraisal interview.

Answer to Question 2

Answer: C




LaDunn

  • Member
  • Posts: 526
Reply 2 on: Jul 7, 2018
Great answer, keep it coming :)


cdmart10

  • Member
  • Posts: 332
Reply 3 on: Yesterday
YES! Correct, THANKS for helping me on my review

 

Did you know?

Only one in 10 cancer deaths is caused by the primary tumor. The vast majority of cancer mortality is caused by cells breaking away from the main tumor and metastasizing to other parts of the body, such as the brain, bones, or liver.

Did you know?

Women are two-thirds more likely than men to develop irritable bowel syndrome. This may be attributable to hormonal changes related to their menstrual cycles.

Did you know?

About 3% of all pregnant women will give birth to twins, which is an increase in rate of nearly 60% since the early 1980s.

Did you know?

People with high total cholesterol have about two times the risk for heart disease as people with ideal levels.

Did you know?

The B-complex vitamins and vitamin C are not stored in the body and must be replaced each day.

For a complete list of videos, visit our video library