Motivation and Performance Appraisal Behavior.
UNIVERSITY OF SOUTHERN CALIFORNIA LOS ANGELES CENTER FOR EFFECTIVE ORGANIZATIONS
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This paper is concerned with what motivates the behavior involved in carrying out performance appraisals PA in organizations. Typically, research and theory concerned with motivation has focused on how PA effects the subsequent work behavior of the appraisee here we will focus on what motivates the PA behaviors themselves. Conducting a PA involves a set of behaviors performed by organizational members. As such, PA behaviors are simply one subset of the total set of role behaviors they perform. Thus, they can be analyzed as any other organizational behavior. PA behavior is a particularly interesting and important type of behavior to study. The particular purposes of PA create contexts that give PA behaviors unique and complex meanings that are worthy of study for what they can teach us about motivation and assessment. In addition, as we come to understand more about the results of certain PA behaviors such as allowing participation in the process by appraisees and as we become more concerned with the quality of PA behaviors e.g., bias in measurement, we also need to be more concerned about what motivates such behaviors so they can be managed. Seeking to manage performance behaviors through PA will come to nought unless these PA behaviors themselves can be managed.
- Sociology and Law
- Personnel Management and Labor Relations