Performance evaluations can be a helpful resource to improve many areas in the workplace. They show both strengths and challenges for each individual employee. A performance evaluation helps to improve morale and increase productivity within the company. That being said a manager can face many challenges when giving an evaluation as well. Although I have never actually given a performance evaluation personally, I know that as a manager he or she must go into it leaving all personal feelings aside. For instance, if a manager is faced with giving an evaluation of an employee he or she is has a relationship with outside of the workplace; they must base the evaluation solely on the employees work performance and not base any of their decisions on the personal relationship he or she may have with this employee.
Just as the manager cannot base the evaluation on friendship, they also must put any personal feelings of dislike they may have for an employee aside as well. A manager must go into the evaluation with neutral feelings for all of his or her employees and should not base a performance rating on their personal feelings. This can be a challenge because as human beings we base most of our decisions of others on emotions and how we feel about them personally and as a manager you cannot do this or the company could face lawsuits down the road for discrimination.
The Dissertation on A Study on Job Satisfaction Level on Employee’s Performance at JUPEM Negeri Sembilan
... of job satisfaction on the employees’ work performance. Based on the main research ... particularly relevant to outcomes such as performance evaluations, pay raises, promotions, layoffs and ... inter-employee relationships (relationships between managers and employees, the social relationships between fellow employees, ... their workplace friends and reduce feelings of insecurity and uncertainty. They ...
In the past I have worked with a company where fraternization was forbidden in the workplace, meaning managers were not supposed to have personal friendships with subordinates outside the workplace. I had never heard of such a thing before, I mean who were they to tell me who I could and could not be friends with in my personal time. After a while I began to see where the social and ethical issues could merge and create animosity in the workplace. I had a manager who was friends with a couple of co-workers outside the work place and that friendship carried over into work. She would constantly overlook times when her “friends” were not doing their jobs thus creating more work for everyone else. These concerns could not be taken to the head store manager because they were also friends, therefore leaving the other employees no choice but to take on the extra work. Where I could not see in the beginning how a manager having a personal relationship with a subordinate could affect the morale of other employees, it quickly became clear that it could. I still do not believe a company should be allowed to tell its employees who they can and cannot be friends with outside of work; I do believe it is the manager’s duty to never let the two relationships merge. I feel that if I am a manager and I become personally involved with someone outside the workplace, I have a duty to the other employees to reiterate to my friend that while I am your friend outside of work, I am still your boss in the workplace and those two lines should never cross.
For arguments sake, a manager is asked to give a performance evaluation of employee “A” and employee “B and this evaluation will determine which employee will get a promotion. However, he or she has a personal relationship with Employee “A” outside the workplace is it ethical to have this manager performing the evaluation? I do not believe it is ethical because the manager, even if he or she does not do it intentionally, is going to base possibly part of the evaluation based on the friendship he or she has with Employee “A”. It is too hard to separate personal and professional relationships in the workplace; therefore a neutral party should give the evaluation right? Well maybe, but then it could leave the question should that person be a manager if he or she cannot separate personal and professional relationships. There are so many issues when faced with ethical dilemmas. Whether they are small seemingly insignificant issues or larger more blatant ones, a manager has a duty to all of his or her employees to base their performance evaluations solely on their job performance, leaving all personal feelings aside.And when they cannot or do not do this, they are in fact being unethical.
The Term Paper on My Personal Work Experience Questionnaire
My Personal Work Experience Questionnaire Work Application 1 George Sullivan works as a manager in a restaurant. He is responsible for almost all activities in the company, including training and development of people as well as their motivation, overseeing their evaluation and compensation. However, having access to power, his leadership style is mainly based on coercive power. His favourite tool ...
Performance evaluations could be the deciding factor on whether an employee gets a raise, a promotion or whether or not they get to keep their job, so if the manager giving the evaluation lets his or her personal feelings cloud their judgment it could seriously affect the employee who is being evaluated. Ethically a manager has a duty to the company first and if an employee, who is also a friend, is performing badly then the manager has an obligation to the company to reprimand that employee regardless of their relationship and the same goes for an employee whose work performance is exceptional but the manager has ill feelings toward them personally, it is their duty to give a high or favorable performance rating regardless of their personal feelings.
