Fuzzy logic as a tool for performance appraisals: Several studies focused on what makes appraisals fair and the consequences of appraisal fairness. But it is difficult to evaluate one teacher objectively and fairly using the traditional evaluation method for the influencing factors are more and complex. In recent years, the fuzzy logic techniques have been successfully applied in comprehensive evaluations instead of traditional mathematical models when evaluating the performance of Teacher.
The Best Phrases for Ethics In This Chapter Identifying and filling ethical gaps Highlighting and energizing equitable behaviors Aligning employee actions with company values Ethical issues in the workplace have always been important.
They bring down individuals as well as companies.
Most people are aware of the damages that ethical shortcomings can wreak on a company, but many people don't realize that a strong performance appraisal system can play a critical preventive role. Performance appraisals, accompanied by ongoing coaching and feedback, have the potential to identify and arrest unethical behaviors before they lead to a different kind of arrest.
With feedback and guidance from solid performance appraisal systems, unethical behaviors are likely to be identified and stopped in their earliest stages. In order to stop these breaches of ethics, appraisals need to do more than merely advise an employee that he's been acting unethically. In order for feedback regarding unethical behavior to have a lasting impact, it needs to target specific unethical acts.
This chapter focuses on the broad range of written comments that deal with the broad range of unethical behaviors. These phrases focus on employee behaviors in such areas as equal employment opportunity, diversity, sustainability, honesty, integrity, fairness, and more.
With strong feedback in each of these specific areas, you can prevent unethical behaviors from expanding and contaminating your company. With Safari, you learn the way you learn best.
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Hated by bosses and subordinates alike, traditional performance appraisals have been abandoned by more than a third of U.S. companies. International Journal of Business and Social Science Vol.
2 No. 21 [Special Issue – November ] 92 Fairness Perceptions of Performance Appraisal . The performance appraisal is a formal interaction between the staff and supervisor, through which the performance of subordinate is assessed and discussed on the ground of evidences with the view to identifying strengths and weaknesses as well as opportunities for improvement and skills development.
This study will examine the perception of executive level employee toward performance appraisal which is applied in their organization It also investigated the technique of evaluation of performance appraisal, the level of effectiveness, justice and fairness when appraisal and satisfaction of employees toward the performance appraisal evaluation.
In this research, we examine the relationship between three dimensions of performance appraisal fairness (distributive, procedural and interactive fairness), leader-member exchange (LMX) and motivation to improve performance among a sample of US and Mexico employees. Therefore, rather than being concerned just with interactional fairness, supervisors need to be cognizant about distributive and procedural fairness, especially while conducting performance appraisals.