Problem
Part I
Many companies use performance appraisals to determine the work ethic of their employees and even the production of the company. I think it is important to provide expectations and feedback to employees in a work structure. However, I disagree with the statement proposed from this week's discussion topic. I believe culture has a large impact on performance appraisals. If a company is giving an appraisal to someone who speaks a different language, it can have a negative impact on the report. Society tends to compare a member's ability to articulate a language, with their intelligence. If someone has a hard time speaking a language, one might judge them as incompetent or not trust their working ability.
Unfortunately, the appraisal is controlled by the person conducting the report. Therefore, that person may have a bias toward what is important to them and not the company. Performance appraisals may lead to unfair evaluations in which employees are judged not by their accomplishments but by their likability. They can also lead to managers giving under performing staff a good evaluation to avoid souring their relationship (Silver, 2020). Furthermore, the one conducting the report may have a disliking to a certain race, religion, and even gender. Any bias can lead to a false report; therefore culture has a large impact on performance appraisals.
References:
Silver. 2020. Performance Appraisal.
Part II
Discussing whether culture can affect things such as performance appraisal. I disagree with the original statement that culture does not have any impact on performance appraisal. How a person is graded in their position or even the ability to get the position can depend on different factors in foreign countries than it may be in the United States.
Every country is different than that next and what they take into consideration as valuable for an employee or anyone working alongside them may be different. When reviewing why human resources appraisals are different it is important to understand the cultural norms in the country as well. To understand what is valued trait people have that we as Americans may overlook or pass over, thinking it is not a big deal.
When human resources are conducting performance appraisals they are making sure that the business is running efficiently and effectively. Also, they are using their resources to their fullest extent. Even different companies in the United States share different thoughts when it comes to utilizing their resources to the highest possible degree, so why would companies in different cultures not see it differently as well?
So, I do not agree with the statement in this week's discussion prompt. I think culture affects how businesses and human resource appraisals. What companies value changes from company to company or even city to city. So why would a a different country and different values not effect what human resources finds valuable change as well?
The response should include a reference list. Using one-inch margins, Times New Roman 12 pnt font, double-space and APA style of writing and citations.