I need help with responding to a classmates discussion post. Thanks!

This weeks scenario deals with performance appraisal where the employees work performance is evaluated by a supervisor. The information gathered would be compared with the organizations competency model that was derived from a job analysis of the skills, knowledge, and the qualification that is needed for the job. This gathering of information provides feedback for a supervisor to discuss future goals with the employee.

I think that I would enjoy working in a company that utilizes the performance appraisal system for the following reasons: 1) I am a task-focused person, therefore, any suggestions that can help me to improve my inefficiencies will allow me to succeed in obtaining that goal, at the time, it would also benefit the company. According to Aamodt, 2016, there is a disadvantage to offering suggestions for how to correct the deficiency if an employee scores low on a dimension (p.242). I do not agree with this statement because I am determined to give it my all to improve my performance. 2) I also am goal focused. I believe that when my goals and the organizations goals are aligned, then customers happy and satisfied (p.242). Two reasons why a company like Wachovia would invest much effort into performance evaluation are: 1) supervisors who filled out performance evaluations did not follow through with the reason for the evaluations, which was to assess employees strengths and weaknesses and to find ways to remedy their weaknesses. 2) to evaluate employee salary increases.

Managers are required to provide quarterly coaching sessions at Wachovia to provide feedback about competency and goal progress for that time to compare the progress for the year, going beyond the usual completion of their yearly report card on each employee (Spector, 2006, p. 103). Wachovia needed to do more evaluation on employee performance than just once a year. In an article written by McCarthy, 2017., quarterly coaching sessions were used in their studies by 580 general managers and human resource managers from different organizations were conducted to set employee expectations. I absolutely believe that goal setting in an organization increases employee motivation and performance. The company I work for has used this method in the past, leading to increased sales and bonuses for all sales personnel. McCarthy, 2017, writes, research shows that manager coaching leads to improvements in productivity, engagement, and customer service.