Performance Appraisal

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Performance Appraisal’s Relation with Productivity and Job Satisfaction Ayaz Khan

The whole essence of the management activities of an organization culminates in the system of performance appraisal adopted in that organization. This, in turn, reflects the extent of the individual contributions and commitment of the employees in different hierarchical levels toward the achievement of organizational

objectives/goals. It goes without saying that an effective performance appraisal system can lead an organization to take strides towards success and growth by leaps and bounds. Conversely, an ineffective performance appraisal system can seal the fate of an organization by creating chaos and confusion from top to bottom in the administrative hierarchy. As a consequence the chances of success and growth of that organization are doomed. Performance Appraisal Defined: Performance appraisal is the periodic evaluation of an employee’s performance measured against the job’s stated or presumed requirements. 1 One way to review the performance and potential of staff is through a system of performance appraisal. It is important that members of the organization know exactly what is expected of them, and the yardsticks by which their performance and results will be measured. Laurie J. Mullins substantiate the necessity of an effective appraisal scheme by saying that it can identify an individual’s strengths 

Ayaz Khan, PhD Scholar, Department of Management Science, Qurtuba University of Science & IT, D.I.Khan, Pakistan

Performance Appraisal’s Relation with Productivity and Job Satisfaction

Ayaz Khan

and weaknesses and indicate how such strengths may best be utilized and weaknesses overcome. 2 Evolution of Performance Appraisal The evolution of performance Appraisal can be traced back to the reign of second caliph of Islam, Hazrat Umar (634- 644 A.D /13-23 AH). Hazrat Umar laid the foundations of many State institutions and enunciated several administrative laws that are being followed and adopted by many nations of the world till today as a role model of true administration. Hazrat Umar, before appointing an officer for any duty, would thoroughly investigate his potentials and capabilities for the assignment. Prime importance would be given to the honesty and integrity of the officer/ official. But, when an officer of any status, was found to have demonstrated any kind of negligence or dereliction from his duty, or if his unsuitability for the job in question would come to light, no expediency could forestall / prevent his removal from the post assigned to him. Ammar bin Yasir was a pious companion of the Holy Prophet (PBUH). His general popularity in public convinced Umar to appoint him as Governor of Kofah, but taking into account his weakness in political affairs, Umar removed him from his position, after a few days of his appointment. The Governor of a province was a representative of the caliph in the province. He was bound to perform all those functions in his area as the caliph did in Medina, (capital City). However, apart from several other government functionaries, each District had a district Officer, called “Aamil”. His domain of activities was mainly concerned with collection of land-tax, Zakat or poor tax, sadaqat or voluntary arms.

Journal of Managerial Sciences

100

Volume I, Number 2

Performance Appraisal’s Relation with Productivity and Job Satisfaction

Ayaz Khan

Only men of sterling character, honesty and integrity were to be chosen for this responsible job. Appointment of Wali or Amil An Amil (Wali) was appointed through an instrument, which contained his appointment order and specified his powers and duties. This deed bore the seal or signature of the Caliph with signatures of some witnesses. At the moment the Amil left Medina, the deed or instrument of instructions was red out in assembly, and hence every citizen came to know the exact powers and duties of Amils. The Amil was bound...
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