ANALYSIS OF STARBUCKS COFFEE - 3025 Words

ANALYSIS OF STARBUCKS COFFEE (Research Paper Sample) Content: Name: Course: Supervisor: Date: Significant Components of the Ideal Performance Evaluation System Feedback is one of the most important components of any result-oriented system. This is especially true in organizational settings where survival of the firm ultimately depends on the performance. Whichever system an employer chooses to use in their performance appraisal systems, there is a dire need for a true reflection of the employees' performance. This is done by the elimination of assessor bias, so that they are objective in their evaluation. The two assessment methods that serve this end most aptly are the employees' self-appraisal and task oriented appraisal. However, these methods are based on the performance standards and are therefore it is instructive that the said standards are incorporated in the performance evaluation methods. In light of the above, this paper focuses on the concepts of performance standards, assessor bias, self-appraisal and task-inherent feedback and their overall impact on the performance appraisal process. The ideal feedback system encompasses feedback from within the organization involved as well as feedback from the environment in which the organization exists. This system aims to reflect where each employee is, relative to a given level of expectation that the organization has. This level of expectation is referred to as the performance standard. An ideal setting is whereby the organization and the employee have a common vision that they are working towards and making progress at it. Every employee joins an organization with their expectations of what they are supposed to do and what value they bring to the organization. The organization, on the other hand, has its own targets and a vision of how very employee should contribute as it works towards its targets. It is therefore important that the organization, through the manager, lays out their expectations of the employees role and impact. From these goals arise the performance standard for the employee. The organization may have the employee write down their commitment to pursue a certain target in line with its goals to constitute a performance contract, and this is recommended. However, even in the absence of a formal contract, employees are known to have their own targets that they pursue, if only to stay employed. Either way, it is best if the employees evaluate themselves and recognize that their performance is only measurable against standards that they are aware of since the onset of the period being evaluated. This inspires them to be self-driven, which is encouraged since self-drive is the best motivation. That way, there is minimal conflict if the employee does not attain their targets. Task inherent feedback, or task oriented appraisal is closely related to self-appraisal in its objectivity. Just like an employee cannot have a skewed view when they have a chart of targets versus results, the legitimate success of a task assigned to an employee cannot be biased. There are, for instance, technological tools to track the processes in organization. These tools are usually automated and are a true reflection of the progress that an employee is making. This gives the organization involved certainty in their developmental efforts. If results fall short of expectations by either self-assessment or task oriented tools, the organization can focus on identifying the root of the failure and apply efforts to rectify it. If a certain tool for the improvement of employees does not give positive results, the organization is certain that the tool is faulty and shifts to better tools. Organizations that utilize human assessors such as supervisors and peers cannot be certain that the results are a reflection of the employees performance. First, human beings are naturally prone to committing errors. They may miss an observation or use the observation to accidentally make the wrong conclusions. Even upon making the correct conclusions, human beings may give the wrong recommendations that do not lead to improve...