The Performance Appraisal and Development Process: A Trend Toward Increased Communication

Zawacki, Robert A.
August 1974
Academy of Management Proceedings (0065-0668);1974, p62
Conference Proceeding
Traditionally, performance appraisal has been viewed as an aid to the decision-making process; it has been discussed separately from the communication processes of coaching and appraisal interviews. However, in the late 1950's, a trend began which includes communication of the appraisal to the employee as part of the appraisal process. This trend is a movement away from the traditional myth that appraisal is something that supervisors do for the organization to the subordinates. This basic myth is being challenged by a two-way exchange of communication between the supervisor and the subordinate that contributes towards better development of the organizational participants. The conceptual model in this paper is presented as a means of identifying, classifying, and integrating the theories and numerous variables that influence the supervisors' and employees' attitudes towards performance appraisal and development systems. There is no attempt to suggest or demonstrate that the model represents an exhaustive explanation of the impact of the variables on the performance appraisal and development system. Rather, this model is a continuum of four systems; within each system, there is an internally consistent, but complex, pattern of interrelationships. This model is introduced as a guide in helping the future writer and researcher better organize his theories and facts regarding the appraisal and communication process. Additionally, this model may be the first exploratory step in a long series of steps towards developing a macro theoretical framework that helps us better understand the complex relationships with the personnel management performance appraisal and development system.


Related Articles

  • DIMENSIONAL STRUCTURE OF POSITIVE AND NEGATIVE PERFORMANCE FEEDBACK. Geddes, Deanna; Linnehan, Frank // Academy of Management Best Papers Proceedings;1992, p248 

    This study explores the multidimensional nature of positive and negative feedback given in organizational settings. The results indicate that positive feedback messages are characterized by two underlying dimensions, and that negative messages reflect a four-dimensional structure. Conceptual and...

  • What Performance Management Needs Is a Good Theory: A Behavioral Perspective. Hantula, Donald A. // Industrial & Organizational Psychology;Jun2011, Vol. 4 Issue 2, p194 

    The article focuses on the behavioral approach for performance appraisal system of organizations. It explores the performance appraisal system described by Pulakos and O'Leary which are adopted with little consideration of implementation that result to another formalized systems with little...

  • Effect of Behavior Plus Outcome Goal Setting and Feedback on Employee Satisfaction and Performance. Kim, Jay S. // Academy of Management Journal;Mar1984, Vol. 27 Issue 1, p139 

    In a field experiment, goal setting and feedback involving both behavior and outcome simultaneously was found to be superior to that involving either behavior or outcome alone on sales performance, but not on employee satisfaction.

  • Contrast Effects in Performance Evaluation and Reward Practices. Ivancevich, John M. // Academy of Management Journal;Sep83, Vol. 26 Issue 3, p465 

    The present study investigated whether a contrast effect was operating in making judgments about and issuing rewards to engineers and scientists. It was found that the greater the proportion of unsatisfactory performing engineers, the more favorable the engineering supervisors' performance...

  • Two-Way Influence Processes in Leader-Follower Dyads. Herold, David M. // Academy of Management Journal;Jun77, Vol. 20 Issue 2, p224 

    A laboratory experiment demonstrated that leaders' behaviors and attitudes varied as a function of subordinate performance and that subordinate behaviors and attitudes varied as a function of leaders' behavior. The effect of leader behavior on subordinate performance was shown to be conditional...

  • Contextual Model of Leadership Influence in Hospital Units. Sheridan, John E.; Vredenburgh, Donald J.; Abelson, Michael A. // Academy of Management Journal;Mar1984, Vol. 27 Issue 1, p57 

    Using Kerr and Jermier's (1978) taxonomy of substitute and neutralizer variables, the contextual model indicates that the staff nurse's education, group cohesion, and work technology substitute for the head nurse's leadership behavior by having direct and indirect effects on job performance. The...

  • POLITICAL INFLUENCE BEHAVIOR AND CAREER SUCCESS. Judge, Timothy A.; Bretz, Jr., Robert D. // Academy of Management Best Papers Proceedings;1992, p58 

    In a recent review, Ferris and Judge (1991) indicated that no studies had investigated the relationship between influence behavior and overall career success. In the present study, the effect of influence behavior on career success was hypothesized to depend on the type of tactic employed....

  • Kolb's Experiential Learning Theory: A Framework for Assessing Person-Job Interaction. Sims, Ronald R. // Academy of Management Review;Jul1983, Vol. 8 Issue 3, p501 

    This paper presents Kolb's experiential learning theory as a framework for measuring the person and the job in the same language. In addition, it suggests other valuable uses of Kolb's theory, such as increasing understanding of person-job match or mismatch, identifying pivotal versus peripheral...

  • ABILITY AS A MODERATOR OF THE RELATIONSHIP BETWEEN PERSONALITY AND JOB PERFORMANCE. Wright, Patrick M.; Kacmar, Michele; McMahan, Gary C.; Deleeuw, Kevin // Academy of Management Best Papers Proceedings;1992, p284 

    This study tested the validity of the use of personality tests with aptitude tests as predictors of performance for 203 warehousers. Results indicated cognitive ability explained a significant 2% of the variance in performance, with the interaction between cognitive ability and personality...


Read the Article


Sorry, but this item is not currently available from your library.

Try another library?
Sign out of this library

Other Topics