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In our example, the manager uses the 360 degree method to evaluate the engineer’s work, in which feedback is usually provided by peers, subordinates and supervisors. This approach seems flawed as there is no one in the manufacturing plant qualified to evaluate the engineer’s work, as he is the only trained engineer there. None of the other employees or supervisors understands his work, so an appraisal of his work cannot be done by them. Also, all the employees seem to resent the engineer due to clashing personalities. Therefore, any feedback they provide is going to be biased against him. Thirdly, is the attitude of the engineer himself. He demonstrates a poor attitude towards coworkers and the manager, which would lead him to get lower scores on items such as friendliness etc.
The engineer has worked hard to reduce the company’s manufacturing and energy costs, and eliminating a safety hazard that was overlooked by the previous engineer. He is also a very hard-working, detail oriented worker. His job is very specialized and technical in nature, and he completes important tasks well and usually does them well. His performance should be evaluated based on more quantitative criteria and less on personal characteristics and behaviors. For example the dollar volume of cost savings, quality