Organizational Goals

Question 1
Organization’s goals: the goals are to facilitate information exchange and to influence performance. The performance appraisal should be designed to provide data about what’s going on, and a medium through which the organization tries to influence the behavior of the individual. Some examples of what data is used for are: to provide feedback on employee’s performance, to determine training and development needs, to identify promotion potential and to identify employees with specific skills and abilities. Ways that organization tries to influence the behavior of the individual are: determining merit increases and planning goals for job performance.
Individual goals: the goal of the individual is to obtain information that will help them evaluate their performance, how they are progressing, and to maximize rewards. If the individual’s performance is favorable in comparison with others, then, this tends to fulfill their need for competence and psychological success. If otherwise, they tend to experience failure and feedback becomes difficult to accept.
Individual-Organizational conflicts: the main conflict is connecting the individual’s goal of obtaining rewards with the two goals of the organization. In other words, the conflict is over the exchange of valid information. As long as the individual sees appraisal as having an important influence on rewards, the potential for this conflict continues. In the case of the good performer, the conflict is negligible because the individual want to provide valid data. In the case of the poor performer, however, the conflict is bound to be substantial.

Question 3
Step One: Select the right people. At least three sets of critical players should be included in the design process: top managers, human resources professionals, and system users. Top managers must specify what levels of performance are necessary to meet the goals of the business plan, as well as the strategic values to which the plan must adhere...