Share
Explore BrainMass

Self-Evaluation and Managing a Career

What was your best and/or worst performance evaluation? What are your thoughts on evaluating an employee's performance based on what a manager thinks he or she deserves as opposed to what his or her work entails? Support your rationale with examples.

Are the intangibles such as personality, attitude, and behavior as important to consider when evaluating an employee as is his or her work product? Provide some examples to support your rationale.

What evaluation sample do you think is effective to give an accurate evaluation of an employee? What are the risks and returns of both short samples and longer samples of an employee's work productivity? How are you evaluated at work? Do you support it, or would you like to see it changed? Explain.

What is the value of self-managing one's career? What are the concerns? Please explain. Which career management perspective most resembles your current workplace: individuals focusing on themselves, the organization focusing on individuals, or the organization focusing on itself?

957 words

Solution Preview

What was your best and/or worst performance evaluation? What are your thoughts on evaluating an employees performance based on what a manager thinks he or she deserves as opposed to what his or her work entails? Support your rationale with examples.
The best performance review I received was when most of it was linked to surveys taken by customers. Even though one should not eliminate subjectivity in performance evaluations the main goals should be to measure how the employee is meeting his or her quantitative objectives. The worst performance evaluation I received was when I was working in a manufacturing setting. In this position the performance evaluation was done solely by my immediate supervisor. A manager should have some insight into the performance review of the employee but not have sole discretion of it. By giving a manager sole discretion over a performance evaluation it gives him or her too much power and only has a basis on his or her immediate perceptions. When a performance evaluation is somewhat subjective, more than just one person should evaluate the employee. An example would be if an immediate supervisor feels threatened by the knowledge and dedication of a lower-level employee. When one person evaluates an employee's performance he or she could make errors that are not even intended. For example, the halo effect, horn effect, and central tendency are errors that could commonly happen when just one person conducts the performance evaluation.

Are the intangibles ...

Solution Summary

A detailed solution over 950 words describing the following:

What was your best and/or worst performance evaluation? What are your thoughts on evaluating an employee's performance based on what a manager thinks he or she deserves as opposed to what his or her work entails? Support your rationale with examples.

Are the intangibles such as personality, attitude, and behavior as important to consider when evaluating an employee as is his or her work product? Provide some examples to support your rationale.

What evaluation sample do you think is effective to give an accurate evaluation of an employee? What are the risks and returns of both short samples and longer samples of an employee's work productivity? How are you evaluated at work? Do you support it, or would you like to see it changed? Explain.

What is the value of self-managing one's career? What are the concerns? Please explain. Which career management perspective most resembles your current workplace: individuals focusing on themselves, the organization focusing on individuals, or the organization focusing on itself?

$2.19