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PERFORMANCE APPRAISAL.
Term Paper ID:23122
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Essay Subject:
Definition & description, theory, management-by-objectives approach; briefly applied to nursing home facility.... More...
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Paper Abstract:
Definition & description, theory, management-by-objectives approach; briefly applied to nursing home facility.
Paper Introduction:
PERFORMANCE APPRAISAL IN A NURSING HOME FACILITY
Introduction
The economic and social environments of the mid-1990s in the United States places American organizations in all fields under tremendous competitive pressures. To survive in this dynamic era, the level of performance must be improved by all American organizations. This imperative is particularly relevant in the health care industry where funding constraints and increasing wage levels demand improved productivity (Ditzler, 1994, pp. 44-45). One of the tools available to management to achieve productivity improvements within the contemporary environment is personnel performance appraisal.
Defining Performance Appraisal
Performance a
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Hunter, D. If thenursing home organization is characterized by a team-based care deliverystructure, the team leaders are responsible for the conduct of theperformance appraisal process. Objectivity in performance evaluation means that the process mustprovide an evaluator with a means of measuring performance criteria thatdoes not require a subjective act on the part of the evaluator (Gortner,1992, p. L., Kernan, M. (1995, Spring). MBO relies on an analysis of the specific needs of the managementgroup and of the obstacles it faces. Gortner, H. (1993, February). Therefore, the objectives for anorganizational unit are established through joint action by the manager ofthat unit and the manager of the next higher organizational unit. Social context andperformance evaluation decisions. Burgio, L. Validity in a performance evaluation means that the processactually measures that which it is intended to measure. Hersey, P., & Blanchard, K. True validity isdifficult to obtain in any process that is designed to evaluate humanactivities; however, the task is made infinitely less difficult, if thedefinition of that which is to be measured is simplified. A reliable evaluation process is one which will yield comparableresults time-after-time when used for its intended purpose (Gortner, 1992,p. F. In each of these several instances, the manager comprises one-half of several pairs of managers participating in the establishment oforganizational objectives. Among these factors are objectivity, validity, reliability,relevance, equity, and accountability (Gortner, 1992, p. O. Critical Care Nursing Quarterly, 18(3),48-55. Thus, within a nursing home organizational structure, themanagers of the subordinate organizational units would participate in thedevelopment of the performance goals for their organizational sub-units,and, to a great extent, the performance of these managers would beappraised within the framework of the MBO-established goals for theirorganizational sub-units (Burgio, Engel, Hawkins, McCormick, & Scheve,199 , pp. 199-2 5). The allure of outcome-basedperformance appraisal is strong-especially so in for-profit organizations.A complete emphasis on outcomes, however, easily can lead to an "endjustifies the means" mentality that can produce some side effects that aresocially highly unacceptable although the bottom-line outcome may be good. These trends involve anincreasing emphasis on outcomes and an increasing delivery of care throughteams. Ditzler, J. For a performance evaluation process to be relevant, it must measuredirectly all of the components of performance, as opposed to including onlythose that are either easy to measure, that are non controversial, or thatwill provide an appearance of an evaluation, without really providing one(Gortner, 1992, p. One prime characteristic of an MBO system is clear. Priorities are thenestablished for these goals and objectives, and they are used as guides forallocating the organization's resources during the time for which theorganizational goals apply. A., McCormick, K., & Scheve, A.(199 , February). 291). The essence of any form of participativemanagement is that the decision-making process is not authoritarian-thoseindividuals who are affected by the decisions participate, to some extent,in the making of those decisions. The development of reliable processes for the evaluation ofpersonnel performance is difficult; however, the development of reliabilityin performance evaluation does not present insurmountable problems fororganizations. Much of the contemporarywriting on the topic eschews process-based performance appraisal in favorof outcome-based performance appraisal. (1992). To survive in this dynamic era, the level ofperformance must be improved by all American organizations. Further, the performance oforganizational subordinates will not likely improve, unless organizationalsuperiors and subordinates discuss the quality of work performed bysubordinates. T., Hawkins. Mostcertainly, effective and meaningful communication between organizationalsuperiors and subordinates is essential for effective organizationalperformance, as well as for the minimization of the potential for thedevelopment of organizational conflict. R. For anindividual manager to develop the objectives for her or his organizationalsub-unit within a nursing home organization, that manager must be aware ofthe objectives of the next higher unit. Administration in the public sector. Appraisal interviews are designed to foster communication betweenorganizational superiors and subordinates (Gregory, 1995, pp. 3 6). As an example, if patient satisfaction werea part of a nursing performance evaluation process, simply measuringpatient satisfaction at the end of some specified time would likely beunfair to those nurses who were assigned responsibilities for a group ofpatients whose health conditions were especially perilous and resistant toimprovement. This example illustrates the type and complexity of theproblems involved in the development of equitable personnel performanceevaluation processes. 289). If, however,the administration is also interested in other aspects of nursingperformance, such as nurse-patient interaction, patient satisfaction, andso forth, then, the development of a valid measurement process increases indifficulty, as the definition of nursing performance is expanded. 57-58). 44-45). Gregory, G. Gerontologist, 3 (1), 1 7-112. 74-77).Through the appraisal interview process, information is communicated tothose persons whose performance is being evaluated that will enable thoseindividuals to make stronger contributions to the nursing home facility andthe level of patient welfare, as well as developing stronger personalskills. Further, the objectives of thesubordinate unit must be compatible with, and support the objectives of thenext higher organizational unit. Management-By-Objectives The concept of management-by-objectives (MBO) is one of several formsof participative management. MBO is primarily a process of managingmanagers. R. MBO implies that objectives are set jointly, or participatively, byorganizational superior and subordinate, and that the subordinate'sperformance is appraised in terms of the degree of attainment of suchobjectives (Hunter, Kernan, & Grubbs, 1995, pp. American Journal of Medical Quality, 1 (4), 199-2 5. Management of organizationalbehavior. 296). In order for a performance evaluation process to provide foraccountability, it is necessary to insure that the process measures andevaluates those factors that are important to those to whom an organizationis accountable-the stockholders in the case of private sectororganizations, and the public in the case of public sector organizations(Gortner, 1992, p. Relevancy in theperformance evaluation process is important to both employees andorganizations. Therefore, MBO is primarily a system of management that isdesigned to bring about the participation of all, or almost all, of themanagers of an organization into the major decision processes of theorganization. Director, 3(2), 57-58, 63. 48-55). 8 -1 3).Both the care process and care outcomes are critical factors for theperformance appraisal process in a nursing home organization (Meyers, 1995,pp. The goal of organizational personnel performance evaluation systems isto improve the performance of employees, by "guaranteeing that there willbe meaningful communication between supervisors and employees about workingconditions and the quality of work" (Gortner, 1992, p. (1995, Winter).TeamWorks: A model for continuous quality improvement in the health careindustry. (1995, July). Withinan MBO system, there is an explicit attempt to state publicly the basicgoals and quantifiable objectives of the organization. To assure positiveoutcomes, a sound criterion-based framework for such discussions must bedeveloped, implemented, and adhered to in evaluation throughout theorganization. D., Engel, B. T., & Grubbs, M. 1 7-112). Meyers, A. Using a nursing performance informationsystem. Thus, a relevant personnel performance evaluationprocess will measure results, as well as procedures. Simply talking to one another about the quality of work,however, will not likely yield positive results. (1995, November). A., & Ferris, G. This point is of particular significance forthose individuals within organizations who typically consider themselves tobe the experts in their particular fields of endeavor. Defining Performance Appraisal Performance appraisal appears to be a straight-forward concept whereinthe effectiveness and the efficiency of an employee's work performance isevaluated (Hersey & Blanchard, 1993, p. PERFORMANCE APPRAISAL IN A NURSING HOME FACILITY Introduction The economic and social environments of the mid-199 s in the UnitedStates places American organizations in all fields under tremendouscompetitive pressures. These goals and objectives also give theorganization a yardstick against which the success of the year's activitiesmay be measured. (1994, May). 293). Evaluating nursing home employees: Usingthe information to improve employee performance. (6th ed.). Developing an effective system forperformance appraisal, Nursing Homes, 43(4), 44-45. One of the tools available to management toachieve productivity improvements within the contemporary environment ispersonnel performance appraisal. Academy of Management Journal, 36(1), 8 -1 5. The objectiveswithin an organization must be established from the top down, in order toinsure that the objectives for each organizational unit will be compatiblewith, and will support to objectives of both the next higher organizationalunit and the overall objectives of the total organization. Judge, T. The Performance Appraisal Process Several factors characterize an effective performance evaluationprocess. Themanager of the next higher organizational unit will, in most instances,participate in the establishment of objectives for several subordinateunits, as well as for her or his own organizational unit in conjunctionwith her or his organizational superior in the nursing home organizationalstructure. In fact, however, theconcept of performance appraisal is complex. (1993). For an evaluation process to be equitable, it must insure that oneindividual is not penalized in relation to another for no justifiablereason (Gortner, 192, p. It also illustrates why many organizations try toavoid including a results factor in their personnel evaluation processes.The concept of equity is applicable to all aspects of personnel performanceevaluation; not just to results-oriented facets of performance; and theconcept is appropriate for all types of organizations whether thoseorganizations be manufacturing or service oriented. H. As an example,if a hospital administration is satisfied to simply equate nursingperformance with the ability of the nurse to prepare an acceptable patientcare plan, then, a valid measurement may be easily developed. Application of the Performance Appraisal Process in A Nursing Home Facility Performance appraisal within a nursing home organization must be basedon the level of care delivered to the patient and on the level of patientsatisfaction with the care received (Judge & Ferris, 1993, pp. Thisimperative is particularly relevant in the health care industry wherefunding constraints and increasing wage levels demand improved productivity(Ditzler, 1994, pp. Conclusion The future of performance appraisal in nursing home organizationslikely will be driven by two emerging trends. Often, suchindividuals tend to believe that it is their prerogative alone to establishthe criteria for the evaluation of performance. 136). Englewood Cliffs, New Jersey: Prentice-Hall, Inc. 295). Evolution of peer review: Enhancingcommunication through team review. Nursing Management, 26(7), 74-77. Eachapproach is in wide use in the United States. (4th ed.).New York: John Wiley & Sons, Inc. Importantly, one'sperformance may be evaluated within the context of either adhering to aprocess or on the extent to which specified outcomes are attained. References Buckley, J. 287). A descriptive analysis of nursing staff behaviors in ateaching nursing home. The responsibility for the conduct of the performance appraisalprocess in a nursing home organization lies with each manager of a unit inthe facility's organizational chart (Buckley, 1995, pp. The process ensures performance byconverting objective needs into personal and organizational goals.
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