During last week, I had the opportunity to attend one of our CoPs (community of practises) meetings at my company. This CoPs was dedicated to Scrum Masters and since we have many new scrum masters, the focus of the meeting was on a following topic: “What means to be a good Scrum Master, its roles […]
Performance Appraisals - Rating the person or the system?
One of the components of performance appraisals is the rating part. People are usually rated based on how well they performed their tasks. Companies usually forget the fact that in order for a person to be rated, the manager should understand how much the system influences the performance of the person. Can managers actually know […]
Get Rid of Performance Appraisals - Appraisal as a Rating Device Problem
Hi guys, the objective of this post is to discuss the utility of Performance Appraisals as a Rating Device. I will use four other blogs posts to justify how problematic is the use of Performance Appraisals as rating device. Traditionally, companies think that objective measurement can happen within an appraisal process, but is this really […]
Get Rid of Performance Appraisals - People I Like Favoritism Problem
Hi guys, this blog post is part of a four blog post series that talk about the problem of Performance Appraisals as a Rating Device. All series can be found here. This post will discuss how People Favouritism can affect Performance Appraisals. The “People-I-Like Favoritism” is quite common in our companies. I am sure everyone […]
Get Rid of Performance Appraisals - Categorization and Stereotype Problem
Hi guys, this blog post is part of a four posts series that talk about the problem of Performance Appraisals as a Rating Device. All series can be found here. This time I will discuss how Categorization and Stereotype can affect Performance Appraisals. Based on wikipedia definition, Categorization is the process in which ideas and […]
Get Rid of Performance Appraisals - Gender, Race and Age Bias Problem
Hi guys, this blog post is part of a four blog post series that talk about the problem of Performance Appraisals as a Rating Device. All the series can be found here. In this blog post, I will discuss how Gender, Race and Age Bias can affect Performance Appraisals. There are several studies about appraisals […]
The Myth of Organization Improvement using Performance Appraisals…
Hi guys, I will dedicate this post to one of the most common reasons that companies/managers provide for the existence of Performance Appraisals: “Improve the Performance of the Organization”. To accomplish this objective, I would like to start explaining how Performance Appraisals appeared in our society. Nearly hundred years ago, two gentlemen called Frederick Winslow […]
Why companies must provide a purpose for employees…
Nowadays, everyone talks about the importance of companies providing possibilities for employees to find a purpose in daily work. But why is this so important? Why people actually need to have a purpose in their work/life? When we think about ourselves, what makes us feel happy? What makes us to have a nice feeling of […]
Why is so difficult for workers to find purpose on their daily job?
Every day we hear how important is to have purpose in our jobs and in our life. Daniel Pink refers in his book “Drive” that in order for us to be truly motivated with our work we need to have a feeling of purpose, mastery and autonomy. Therefore, this post will focus on the purpose […]
Drop Targets, Institute Measures Derived from Work!!!
Lately, I have been writing lot about goals and targets. Today, I want to start this blog with John Seddon’s sentence :The whole notion of targets is flawed. Their use in a hierarchical system engages people’s ingenuity in managing the numbers instead of improving their methods. Daniel Pink in his book: “Drive” goes even further, […]