Performance Appraisal I Summary
Team C: Amanda Smith, Erika Roe, Torrey Weaver, Tierra Wilder, Tresa Wolford, and Wayne Manley
University of Phoenix
November 2, 2009
In Learning Team C this week we discussed the differences between the two appraisal systems that we chose, the difficulties in evaluating team performance, the unique needs of a team appraisal system, and how important team motivations and expectations are. Appraisal systems are used to determine how employees at an organization are performing. There are many types of appraisal systems to use in determining employee performance levels. In our discussions we were using the performance appraisal system and the team appraisal system. Differences Between Appraisal Systems
There are quite a few notable differences in the individual appraisal system and the team appraisal system. The individual appraisal is more focused and specific, testing the individual’s aptitude on a number of specific objectives. We feel the team appraisal would need to be more results-oriented, because different members would bring unique skills to the table. Both would be set up about the same way, but the team appraisal would be more geared towards questions about the person’s performance and communication skills. Individual appraisals are more one sided and provide detail of how all employees will be viewed by the company. There is room for bias perception because the perception is based on what the evaluator receives from the appraisal. We also discovered in our two appraisal systems that we were comparing that a team appraisal would provide an evaluation from all team members points of view. Difficulties Evaluating Team Performance
The difficulties that we found with evaluating team performances would have to be the honesty of the people in the team. Most of the time you have people in the team who you know are going to be the slacker, and then those who just step in and take...
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