Leadership Journal Performance Appraisal Essay Example | Topics and Well Written Essays - 1250 words

lead Journal Performance Appraisal - Essay ExampleIn work management, the most important deviate includes conducting exertion appraisals of the employees by their supervisors. The current discourse hereby aims to reflect on slaying appraisals in one(a)s work setting, including any participation in a 360-degree evaluation. Performance Appraisals Received In the capacity of a registered nurse with a Nursing and Rehabilitation Health Care Facility, one has definitely authorized performance appraisals from ones supervisor. It was acknowledged that performance appraisals are meant to assess and evaluate the actual performance of individuals against the pre-determined targets. These sufficees also serve the function of aligning individuals goals with schemeal objectives, and therefore provide a direction to individuals actions performance appraisals help in setting the right expectations from individuals. As such, it was confirmed that the appraisal has been connected to the stra tegic blueprint of the health care facility as well as to the nursing unit. Connection to Strategic cast The connection of the performance appraisal to the strategic plan of the facility as well as to the objectives of the nursing unit is definitely advantageous both to the organization and to me, as a nurse. Performance appraisals provided the needed inputs by decision makers in the health care facility with regards to human resource requirements, salary adjustments, and the employees attitudes and abilities through feedback mechanisms combine inwardly the performance appraisal (PA) system. Advantage of Connection to Strategic Plan In terms of the benefits to nurses, these performance appraisals clearly show how efficient we are in fulfilling our responsibilities and in conforming to standards of health care. For instance, we have to visualize safety of the patients at all times no medication errors focus on customer satisfaction through high quality patient care. Through pe rformance results, we are apprised on our abilities to achieve standards and objectives within a defined time frame and with minimum complaints or errors. These become the basis for promotions and salary increases. This PA model is very similar to many opposite behavior-based models that have been extremely successful in the healthcare organizations, as pointed out by Chandra and Frank (2004). Likewise, the current system is corroborated in a recent semiempirical study in Nigerian organization which indicated that such strategic management of performance by linking performance appraisal to career progression and employee participation will enhance the employees commitment towards the job and the organization (Abdulkadir, Isiaka & Adedoyin, 2012). Participation in 360-Degree Evaluation A very successful and famous PA method is the 360-degree feedback bidding which reportedly involves receiving feedback from various people working with the employee directly or indirectly. Accordin gly, the process helps individuals to understand various perspectives which other stakeholders hold about themselves with respect to their peers, customers, clients, and shareholders (Weiss & Kolberg, 2004). As a nurse, one had been a participant in the 360-degree process through being informed of the results of ones performance appraisal and by relaying personal comments and inputs on the assessment. One strongly believes that the inputs provided are instrumental for leaders and decision makers to