CASE 3

I think the problem here is that the manager was uncomfortable with giving appraisal and the employee receiving, and that it's still a way too common thing.  as well as not enough communication between, so the employee had no idea that it hadn't gone as well as they had thought. this also creates the problem that if you wait a long time to tell the employee that they aren't doing as well of a job that they initially thought, then it's lost time with a bad performance. If the employer tells the employee that they aren't doing such a good job, straight away, then the employee can make a change much faster. or that the employee is doing a good job, but not the job they are supposed to be doing.
 
''After all, you may have a very hard-working and dedicated team member, but if he or she is not working on things that advance the organization's purpose, what is the point?'' (Bumgarner, J. 2011). 

By using new technology and software’s, the appraisal becomes easier for the one giving the appraisal. The software is also unbiased, which is of curse a very good thing, since we humans sometimes act on feeling, it’s better to use a computer for certain things. But there is also the danger off the software not being aware off some key points, that would make a big difference, just like what happened it the case in the book, where they might have ended up loosing a very important and talented employee, because of the software. (Gomez-Mejia, L.R., Balkin, D.B. and Cardy, R.L, 2016 p. 232.) The manager should have thoroughly gone through what the software gave, and then make changes to it if needed, which was in this case. I do think the employee reacted in the wrong way, to have the mindset that you should be the only person doing something, just because you are better, is wrong, because then the other employees won’t get as good a chance to improve themselves. 

Unfortunately, the thing missing from these appraisals is the part about making sure that the employee is doing what he or she is supposed to be doing. If the employee isn’t doing what they are supposed to, then it’s a waste of time and resources. (Mindtools, 2018)

The first article is about what to do, and not to do during a performance appraisal. They talk about how not to wait too long before giving feedback, and not to hold of on clarifying expectations and standards the employee is held to. You shouldn’t only give feedback in paper form, since text is always interpreted in its own way, as well as not giving vague feedback. (Harley, S. 2012.) 

It’s also important not to give mixed messages to the employee, so that they wouldn’t misinterpret something. 

The second article talks about how the basic old way of evaluation is being reappraised. Microsoft, Accenture and Deloitte are companies that are changing their performance review processes, they are moving into more fluid feedback. (Martin, J. 2015.)

Sources:
Bumgarner, J. 12.4.2011. A performance appraisal horror story (with a happy ending). Cascade employers association. http://www.cascadeemployersblog.com/salarytrends/a-performance-appraisal-horror-story-with-a-happy-ending Accessed: 1.2.2018

Gomez-Mejia, L.R., Balkin, D.B. and Cardy, R.L. 2016. Managing Human Resources. Global Edition 8/E. Pearson 

Harley, S. 14.10.2012. Performance appraisals gone wrong – do’s and don’ts. Candidculture. http://candidculture.com/2012/10/14/performance-appraisals-gone-wrong/ Accessed: 5.2.2018
 
Martin, J. 9.9.2015. Why employee performance reviews are getting sacked. BBC. http://www.bbc.com/news/business-33984961 Accessed: 5.2.2018

Mindtools, 2018. Performance Management and KPIs. https://www.mindtools.com/pages/article/newTMM_87.htm Accessed: 1.2.2018