Workforce Performance Evaluation

How can fairness in performance evaluation disrupt workforce morale? References

1.Zuberi, R. (2014). Favoritism, Fairness, and Equity in the Federal Workforce: Perceptions, Impacts, and Recommendations for a Strong Merit System. Nova Science Publishers, Inc.

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This article reflects on the merit of how favoritism can and will ruin a workforce.

2. Du, F., Erkens, D. H., Young, S. M., & Tang, G. (2018). How Adopting New Performance Measures Affects Subjective Performance Evaluations: Evidence from EVA Adoption by Chinese State-Owned Enterprises. Accounting Review, 93(1), 161–185.

This article will help my research paper by showing how making adjustments to performance evaluations can change how employees view the workplace.

3.Murphy, K. R. (2020). Performance evaluation will not die, but it should. Human Resource Management Journal, 30(1), 13–31. 

This article will highlight the flaws fundamentally and give specific information on the performance forms and how the evaluation systems make radical changes.

4.Mumford, T. V. (2010). Just Teams: The Relationship Between Team Roles, Fairness and Performance. Journal of the Academy of Business Education, 11, 12–30.

This study investigates how the roles students perform in teams are related to perceptions of fairness, and how role performance and fairness are related to team performance.

5.Yamazaki, Y., & Yoon, J. (2016). A Cross-National Study of Fairness in Asia: How Perceptions of a Lack-of-Group Bias and Transparency in the Performance Evaluation System Relate to Job Satisfaction. Human Resource Management, 55(6), 1059–1077.

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This study looked at how managers‘ views of the fairness of performance appraisal systems vary across countries and how they contribute to job satisfaction. The constructs used to test fairness attitudes were lack-of-group bias and accountability.

6.Garber, P. R. (2004). Giving and Receiving Performance Feedback. HRD Press

The degree to which they consider politics playing a role in ranking decisions can assess the objectivity and fairness of the performance appraisal system. Regrettably, few companies are aware of this component of their performance appraisal programs.

7.Dulebohn, J. H., & Ferris, G. R. (1999). The Role of Influence Tactics in Perceptions of Performance Evaluations’ Fairness. Academy of Management Journal, 42(3), 288–303.

The current study looked at how employees‘ use of influence strategies affected their perceptions of the fairness of the performance assessment process.

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8.Petera, P., Wagner, J., & Šoljaková, L. (2020). Strategic management accounting and strategic management: The mediating effect of performance evaluation and rewarding. International Journal of Industrial Engineering & Management (IJIEM), 11(2), 116–132.

This article will conclude my paper on the consequences of performance evaluation and the rewards of implementation of strategic management. For more information on Workforce Performance Evaluation check: https://en.wikipedia.org/wiki/Evaluation_(workplace)

Attachment: fairness revision 2

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