Orgainzational behaviour
“Managers are uncomfortable when they are put in the position of ‘playing God,” Douglas McGregor’s this statement highly insisted on the importance of performance appraisal, because organizations require a consistent level of high performance from their employees in order to survive in a highly competitive environment. To evaluate the performance as well as encourage higher standard of performance of the employees of an organization, the most effective method is Performance Appraisal Evaluation Report. Near about 1957 Douglas McGregor identified that how appraisal of subordinate place the supervisor into a ‘playing God’ situation, because as it is difficult to control over ‘playing God’ as well as it is very difficult to evaluate the subordinates. Also in this situation the manager feel very uneasy regarding what to do. Each employee either superior or subordinate performs his job according to his few personal goals (may be financial goals or non financial goals) at the side of organizational goals and he might feel uncomfortable if he ever thinks that he is not being cooperated with his surrounding environment for attaining those goals. The performance appraisal which main purpose is to investigate about the employee’s goals attainment, here McGregor’s statement explains regarding the resistances, when an employee is practiced by a usual performance appraisal. Instead, McGregor recommended an approach for the employee, which assists them to set up their goals or objectives and to evaluate their performance themselves. As a result, the manger emphasizes on subordinate’s strengths at the moment of interview rather than his deficiencies and hardly cares about subordinate’s personality.
Performance appraisal is a tool of management development programs has been being practiced by many companies for the last 20 years. Performance appraisal plays a key role in the reward system. It is the process of evaluating the performance of employees, sharing the information with them, and searching for ways for improving their performance. Appraisal is necessary in order to (1) allocate resources in a dynamic environment, (2) motivate and reward employees, (3) give employees feedback about their work, (4) maintain fair relationship within groups, (5) coach and develop employees, and (6) comply with regulations. It is also a formal opportunity to do what should be done much more frequently in organization express appreciation for employee contribution. Appraisal system, therefore, is necessary for proper management and for employee development. McGregor explained two major purposes of appraisal system.
• Devices the requirements for the mangers to judge the usual performance appraisal on the individual value of the subordinates.
• Enables the subordinates with alternatives for setting up performance goals and appraising progress toward them.
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