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

Leadership Journal Performance Appraisal - Essay sampleIn cognitive demonstrate management, the most important part includes conducting performance appraisals of the employees by their supervisors. The current discourse hereby aims to reflect on performance appraisals in iodines work setting, including any participation in a 360-degree evaluation. Performance Appraisals Received In the capacity of a registered nurse with a Nursing and replacement Health Care Facility, one has definitely received 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 processes also serve the function of aligning individuals goals with establishmental 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 be en connected to the strategic plan of the health care facility as well as to the nursing unit. Connection to Strategic jut out 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 establishment 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 integrated within 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 ensure safety of the patients at all times no medication errors focus on customer atonement through high quality patient ca re. Through performance results, we are apprised on our abilities to achieve standards and objectives within a defined time frame and with token(prenominal) complaints or errors. These become the basis for promotions and salary increases. This PA model is very similar to many other 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 empirical 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 process which reportedly involves receiving feedback from various people working with the employee at a time or ind irectly. Accordingly, 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 leadership and decision makers to