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"You can come across as abrasive sometimes. I know you dont mean to, but you need to pay
attention to your tone."
These findings, while from a small sample size, illustrate a well-documented phenomenon for
working women: The Double Bind. The double bind is the idea that if a women is too "nice" at
work or uses stereotypically feminine vocal characteristics shell be seen as too soft and wont be
taken seriously. On the flip side, if a woman is too assertive shes seen as brusque and bitchy.
"Abrasive alone was used 17 times to describe 13 different women, but the word never appeared
in mens reviews."
This paralyzing situation was rumored to be part of the reason why New York Times executive
editor Jill Abramson was abruptly fired earlier this year. Even if it wasnt at the heart of her
dismissal, the familiar critiques "abrasive" and "brusque" were often used to describe her
management style, but not her male successor.
Unfortunately there isnt an easy solution to this frustrating situation. Snyder found that even
female managers critiqued womens personalities and not mens, hinting that these perceptions
and biases are deeply and perhaps unconsciously engrained in the way we view women at work.
The first step is perhaps simply pausing and asking why abrasive is an adjective reserved for
women.
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1. Essay Method
In this method the rater writes down the employee
description in detail within a number of broad categories
like, overall impression of performance, promoteability
of employee, existing capabilities and qualifications of
performing jobs, strengths and weaknesses and training
needs of the employee. Advantage It is extremely
useful in filing information gaps about the employees
that often occur in a better-structured checklist.
Disadvantages It its highly dependent upon the writing
3. Rating Scale
Rating scales consists of several numerical scales
representing job related performance criterions such as
dependability, initiative, output, attendance, attitude etc.
Each scales ranges from excellent to poor. The total
numerical scores are computed and final conclusions are
derived. Advantages Adaptability, easy to use, low cost,
every type of job can be evaluated, large number of
employees covered, no formal training required.
Disadvantages Raters biases
4. Checklist method
5.Ranking Method
The ranking system requires the rater to rank his
subordinates on overall performance. This consists in
simply putting a man in a rank order. Under this method,
the ranking of an employee in a work group is done
against that of another employee. The relative position of
each employee is tested in terms of his numerical rank. It
may also be done by ranking a person on his job
performance against another member of the competitive
group.
Advantages of Ranking Method
Employees are ranked according to their
performance levels.
It is easier to rank the best and the worst
employee.
Limitations of Ranking Method
The whole man is compared with another
whole man in this method. In practice, it is very difficult
to compare individuals possessing various individual
traits.
This method speaks only of the position where an