CONDITIONS THAT STIMULATE LEARNING:Limitations of Performance Appraisal, Discipline

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SME Management (MGT-601)

Lesson 29

CONDITIONS THAT STIMULATE LEARNING

· Behavior of Boss

Boss is the key figure in an organization. Others tend to emulate him. Every meeting between boss and

subordinate presents a teaching learning situation. If the boss favors training and development, the

subordinates tend to become positively inclined to learn. Therefore, the boss should exhibit a tendency

towards learning and training.

· Behavior of Informal Group.

Informal groups set the behavior norms for its individual members. It may either support or resist the

introduction of any change. If the informal groups support training, measure would find a motivated group

inclined towards obtaining it.

· Influence of Formal Organization.

The organizational structure, policies, procedures, objectives etc. reflect and reinforce the behavior which

the formal organization prizes. For instance, if the company keeps the top management within the family or

has rigid control, would little opportunity for growth. Learning is stimulated when there is openness, lack of

constraints and climate of exploring new ideas and the objectives of the organization support training and

development.

· Economical &Technological Influence.

A rapidly growing company in an expanding field offers more opportunities through training.

· Performance Appraisal

It is a form of counseling and coaching. It is used for defecting and correcting errors. It is the process by

which owner gathers information about each employee's performance, effectiveness and communicates the

same to employee. It includes

Establishment of Standards.

Recording of Performance.

Reviewing of Performance in accordance with Standards.

Taking Corrective Action.

Purpose of Performance Appraisal

To evaluate performance over a specific time.

To motivate employees through performance feedback.

To evaluate individual employee's potential for growth and development.

To collect information for decision making.

To evaluate effectiveness of training program.

Limitations of Performance Appraisal

Limitation of Job Description

People are unique. The same job may be performed differently by different people. The same is true of

conditions within the organization. While framing position description, the managers attempt to find some

congruence between the job description and their knowledge of requirements. No wonder, the position

description may not be totally correct.

Inadequacy of Appraisal and Problem of Reliability

Many of the items that are included in appraisal such as initiative, quality of work, cooperation, adaptability

etc. are subject to personal standards of the appraiser. Bias and prejudice are common failings of every

individual. Therefore no appraisal can be considered as absolute. Due to these defects, ratings tend to vary

widely and raise doubts about their reliability.

SME Management (MGT-601)

Impediments in Communication

Managers insist on fair criticism, based on performance appraisal. The employees, however, regard it as

censure and tend to adopt a defensive mechanism against it. Therefore, there arise conflicts which make the

goal of appraisal self-defeating.

Failure to Motivate

Appraisal procedures are not designed to provide motivation impact. The urge to change must come from

within the individual. There is too long a gap between the act and its consequence and hence its failure to

play any significant role in motivating the employee.

Employee Morale

Morale is the attitude of the employee towards factors in the work environment such as job, pay, superiors

etc. Since it is an attitude, it can not be measured as the profits. Therefore indirect techniques are used to

measure the morale.

Indirect Techniques to Measure the Morale

One such technique is" survey" in it employees are asked to check how they feel in a particular factors in a

company.

Another method of collecting morale data is" descriptive" survey wherein employees are asked to provide

descriptive answer to question.

1) Indicators of employee morale:

2) High employee turnover ratio.

3) Higher number of accidents.

4) Lower productivity.

5) Increased number of defective output.

Discipline

Disciplinary problems arise due to lack of knowledge, Lack of interest and Carelessness. The following acts

call for disciplinary action:

Disorderly conduct: reporting for work under the influence of liquor.

Dishonesty

Obtaining employment by using false or misleading information

Violation of safety procedure

Gambling

Excessive Tardiness

Insubordination.

Types of Discipline

Progressive Discipline

It consists of minimum disciplinary action for first offence. The degree of punishment increases for

subsequent violations. It may be in the form of oral warning, reprimand, written warning stating

consequences of future violation, disciplinary lay off, demotion, discharge etc.

It should have following ingredients:

a) A forewarning

b) Immediate action

c) Consistent

d) Impersonal administration

Positive Discipline

1) It is the most effective type of discipline since it corrects and strengthens an individual. Guidelines

in this behalf are:

SME Management (MGT-601)

Disciplining should be done in private and never in front of fellow employees.

Concentrate on mistakes than on individual.

Listen to the employees so as to get complete facts and clarify misunderstanding.

Explain not only that something is being done incorrectly but also on as to why employee should

be doing it the other way.

6) There must be no favorites and privileged.

7) Provide for appeal against decision considered unfair.

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