There are definitely weaknesses in the Family Dynamics performance appraisal system.

Make sure to respond to 1 of your classmates threads with at least 200 words in your response.

Need respond to this

1) There are definitely weaknesses in the
Family Dynamics performance appraisal
system. First of all, it is a lack of objectivity
when it comes to performance appraisal and
rewards. The organization was giving high-
performance appraisal ratings and equal merit
raises regardless of performance. I believe that
performance motivation may be lowered for
this reason, including the feeling that it’s no
decent rewards for good performances
Moreover, Family Dynamics doesn’t set the
parameters for measuring the performance
levels of employees. Also, Family Dynamics
doesn’t give promotions to employees who
show great performance. Instead, supervisory
positions are given according to seniority, not
the quality of work. You are a superior
employee only because of the number of years
you were working in Family Dynamics
How can it be corrected? It should be the
relationship established between the
performance appraisal and rewards. Good
employees should receive salary increases
such as merit pay, bonuses, and all other
rewards that serve to increase an employee’s
salary base. On the other hand, low
performers should be terminated.Also, Family Dynamics should establish the
appraisal format, timing, and process
providing an avenue for appeals, and
establishing a relationship between
performance and reward. This organization
should develop a systematic approach that
establishes objectives at the beginning of the
year, translates ratings into comparable scores
and ties merit increases to existing salaries.
Therefore, it will maintain a fair, objective
system of rewards.
2) If the director really wants to keep Michelle
as an employee there are two things that
should be done. First of all, Michelle should get
this supervisory position simply because her
quality of work was at a high level. This
decision will be loyal to both Michelle and the
organization as a whole. Secondly, Michelle’s
evaluation score and the size of her merit
raises should be corrected by the organization
so Michelle should feel that her exemplary
work was valued not only with words.

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