PERFORMANCE APPRAISAL

“Organizational Justice& Employee Satisfaction in Performance Appraisal”

“Organizational Justice& Employee Satisfaction in Performance Appraisal”

Introduction

In this assignment we are aiming to discover the aspects of performance appraisal that are linked within organizational justice and even more particularly the 3 types of justice that are interactional, distributive, procedural and justice. The methodology used here to for getting to a conclusion that used 170 respondents with a help of a questionnaire. But before completing the task we should know briefly about performance appraisal that shapes the heart of performance management system. Performance appraisal is a organized and formal method of developing, recording, measuring, observing and identifying the job related weaknesses and strengths of the employees, stated by Swanepoel et.al, (2000). Performance appraisal has been described by Chen & Kuo (2004), like the essential procedure for the company.

While performing this task we will also be finding the limitations that occurred during the process of research and what the different articles have to say about this similar topic. We will also be reviewing the different concepts in performance appraisal that will result in development that includes organizational justice which is essential to Performance appraisal. The next process will be examining the purpose and criteria of the performance appraisal including the satisfaction of the employees.

Summary

Organizational Justice

It has been observed that Greenberg was known to be the authors who first applied the theory of organizational justice for evaluating the performance. The knowledge of fairness during work is capable of being described as Organizational justice. Additionally, Greenberg also clarifies that the word organizational justice means that fairness is fairly regarded within the organization. Observing the specific literature, where it demonstrates that the individuals are significantly attracted within 3 types of organizational justice: firstly distributive justice that deals specifically with the observed fairness of the allocations or outcomes that individuals of the organization are capable of receiving (Folger & Cropanzano, 1998), along with the fact “what the decisions are” during the ending process of the appraisal / the “content of fairness”. Argued by Erdogan (2002) that the rates evaluated their hard work with the evaluation of performance appraisal they obtain and the fairness of the evaluation creates “distributive justice perceptions” within Performance appraisal.

Different studies discovered that employees wait for ratings that are above average as compared to others. Following to the earlier stated is the 2nd type of justice that is procedural justice that deals with the fairness of the procedure that are used to choose results and tackle the concern of fairness related to the processes, mechanisms and methods used to verify the results (Folger & Cropanzano, 1998). The “procedural justice” is linked to the ways that are being used for achieving the ends like the way choices are made or it could be the method of fairness “tang & Sarsfield-Baldwin, 1996”. Lastly, the 3rd type of justice is known as the interactional justice that visibly creates that the individual care regarding the equality of the interpersonal communication and treatment that they obtain (Bies, ...