The Impact of Gender and Race on Performance Appraisal Scores PDF Download
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Author: Karmen Ghiletta Moss
Publisher:
ISBN:
Category : African Americans
Languages : en
Pages : 104
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Book Description
Author: Karmen Ghiletta Moss
Publisher:
ISBN:
Category : African Americans
Languages : en
Pages : 104
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Book Description
Author: Patricia Ann Keehley
Publisher:
ISBN:
Category :
Languages : en
Pages : 300
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Book Description
Author: Seong Soo Oh
Publisher:
ISBN:
Category : Employees
Languages : en
Pages :
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Book Description
Can pay-for-performance increase the motivation of public employees? By providing a basis for personnel decisions, particularly linking rewards to performance, performance appraisals aim to increase employees' work motivation and ultimately to improve their work performance and organizational productivity. With the emphasis on results-oriented management, performance appraisals have become a key managerial tool in the public sector. Critics charge, however, that pay-for-performance is ineffective in the public sector, largely because the link between performance and rewards is weak. However, no one has empirically measured the strength of the linkage. If performance ratings do have an impact on career success in the federal service, they might contribute to race and gender inequality. Although many studies have examined factors affecting gender and racial differences in career success, studies that try to connect gender and racial inequalities to managerial tools are scarce.
Author: Thanh Le (Graduate student)
Publisher:
ISBN:
Category :
Languages : en
Pages : 39
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Book Description
The performance appraisal process is a crucial link between employees' behavior and their organization's strategic objectives. These research objectives are to explore the correlation between performance perceptions (from employees about supervisors and vice versa), and sociodemographic characteristics such as gender, age and ethnicity and to describe current training and human resources policy effectiveness (in terms of implementation and its effects) with regards to promotion of diversity at one Public Works Department in Los Angeles County. Phase 1 of the exploratory design is considered an initial quantitative data collection and analysis, followed by Phase 2 qualitative data collection and analysis, and finally, Phase 3 with the integration or linking of data. The potential results of this study would open pathways for more research at various local Public Works Department to focus on more inclusive promotions of a diverse set of employees.
Author: Manuel L. McGriff
Publisher:
ISBN:
Category :
Languages : en
Pages : 38
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Book Description
Author: National Research Council
Publisher: National Academies Press
ISBN: 0309044278
Category : Business & Economics
Languages : en
Pages : 221
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Book Description
"Pay for performance" has become a buzzword for the 1990s, as U.S. organizations seek ways to boost employee productivity. The new emphasis on performance appraisal and merit pay calls for a thorough examination of their effectiveness. Pay for Performance is the best resource to date on the issues of whether these concepts work and how they can be applied most effectively in the workplace. This important book looks at performance appraisal and pay practices in the private sector and describes whetherâ€"and howâ€"private industry experience is relevant to federal pay reform. It focuses on the needs of the federal government, exploring how the federal pay system evolved; available evidence on federal employee attitudes toward their work, their pay, and their reputation with the public; and the complicating and pervasive factor of politics.
Author: Iris Bohnet
Publisher:
ISBN:
Category :
Languages : en
Pages :
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Book Description
Author: Kevin R. Murphy
Publisher: SAGE Publications
ISBN: 1506352928
Category : Business & Economics
Languages : en
Pages : 682
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Book Description
Organizations of all sizes face the challenge of accurately and fairly evaluating performance in the workplace. Performance Appraisal and Management distills the best available research for and translate those findings into practical, concrete strategies. This text explores common obstacles and why certain performance appraisal methods often result in failures. Using a strategic, evidence-based approach, the authors outline best practices for avoiding common pitfalls and helping organizations achieve their maximum potential. Cases, exercise, and spotlight boxes on timely issues like cyberbullying in the workplace and appraising team performance provides readers with opportunities to hone their critical thinking and decision making skills.
Author: Angelo DeNisi
Publisher: Routledge
ISBN: 1134831285
Category : Psychology
Languages : en
Pages : 285
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Book Description
The benefits of performance appraisal in the business world have caused an upsurge of books and programs for use in management, but few of the methods described bother to verify that the underlying psychology on which they are based holds true. Angelo DeNisi has spent 10 years conducting research into cognitive processes, particularly those of the rater, in performance appraisal. A Cognitive Appraisal is a careful and thorough investigation of appraisal decisions. Based on experiments conducted with over 300 participants, Angelo DeNisi presents results from both the laboratory and real life settings into this vital area. The evidence described will be invaluable to all those involved in assessing the validity of particular performance 'packages' for use by themselves or their clients and to other researchers in appraisal techniques. It is also an excellent guide for all psychologists who wish to verify their results in the field as it contains the story of a long term research program encompassing the move from lab to field, successfully.
Author: Heinz Schuler
Publisher: Psychology Press
ISBN: 113476734X
Category : Psychology
Languages : en
Pages : 376
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Book Description
The impetus for this volume came from the editors' belief that most current research and thinking about personnel selection and assessment in organizations considered only the perspective of the employer. The job applicant seeking to join the organization or the employee being considered for promotion or reassignment was typically given little attention from the designers of employment or assessment systems. They believed that this imbalance had several negative implications: 1. Organizational selection and assessment appeared to be the principal area within work and organizational psychology that had forgotten a basic tenet of the profession of psychology, namely, that the welfare of the individual is paramount. 2. A lack of concern for the individuals who were being assessed could result in additional criticisms of psychological assessment in employment settings. 3. The acceptability of selection and assessment devices and systems may impact in (largely) unknown ways on the decisions of individuals to apply for jobs or transfers, thus affecting the selection ratio and potential utility of such systems. 4. Individual reactions to the characteristics of assessment and selection devices could affect the accuracy of the information obtained about those individuals, adversely affecting the reliability and validity of resulting personnel decisions. Informally discussing these concerns with their professional colleagues, the editors found that others were similarly troubled. Their next response was to organize a three day conference bringing together a number of researchers in applied psychology to present papers and participate in discussions related to balancing individual and organizational needs in selection and assessment. Revisions of the papers presented at this conference form the core of this volume.
