can i just get a work cited page please:)

1. Identify and briefly describe the basic steps in performance appraisal. An organized and formal process called a performance cvaluation asserses an employee's job performance and gives them feedback. The following are the fundamental steps in performance evaluation: Establish objectives and performance standards Setting up the employee's goals and performance expectations is the first stage in the performance appraisal process. This is usually done at the start of the performance period and should be in line with the overarching goals of the organization. Monitoring Performance is the following phase. This is done throughout the employee's performance term. This can be accomplished through a variety of techniques, including peer input, observation, and product reviews. Evaluate Performance. The next stage is to evaluate the employee's performance in light of the specified objectives and performance standards. Several techniques, including rating scales, behavioral observation seales, and critical incident procedures, can be used to do this. Give feedback: After the employee's performance has been assessed, they should receive feedback. Specific, timely, and centered on areas where the individual may improve, this criticism should be given. Set Development Goals: The employee should have his or her development goals established after receiving feedback. These objectives must be in line with the employee's goals, which should be centered on areas for growth. Follow-up and Review: Lastly, the employee's development goals should be followed up on and their progress evaluated on a regular basis. This will confirm that the worker is moving closer to their objectives and present an opportunity for more feedback and growth. 2. What are the basic goals of performance appraisal? The primary objectives of a performance review are to raise employee performance, offer feedback, and pinpoint areas that require training and growth. Making employment decisions, such as promotions, transfers, and terminations, is also based on performance evaluation. Performance evaluations can also be used to find high-performing workers who might be candidates for leadership training or other specialized responsibilities. 3. Which of the performance appraisal methods listed in Chapter 10 would you prefer to be used to evaluate your performance? Explain your answer with specific information and examples. The 360-degree feedback approach of performance appraisal is the one I would desire to be used to assess my performance. Several people, including the employee's management, colleagues. subordinates, and other stakeholders, provide feedback using this strategy. Because it includes comments from various viewpoints, I think this method offers a more thorough and accurate cvaluation of an employee's performance. Additionally, compared to other approaches, the 360-degree feedback technique might deliver feedback that is more focused and useful. For instance, if I receive input from a variety of sources on a certain area where I need to improve, 1 might concentrate my development efforts there. Overall, I think that the 360-degree feedback system would give me more options for growth and development and would give a more complete and accurate assessment of my performance. 4. Conduct an internet search on 360 Performance Appraisal. Would you prefer a 'traditional' performance appraisal with input from just your manager or a 360 Appraisal? Explain your answer with specific information and examples. Ilooked up 360 Performance Appraisal on the internet and decided that I would prefer one over the more "traditional" performance appraisal that just included feedback from my management. The 360-degree feedback technique collects feedback from several sources to give a more thorough evaluation of an employee's performance. A more accurate and comprehensive picture of a worker's strengths and shortcomings can be obtained using this method. The 360 -degree feedback technique can also encourage an organizational culture of feedback and ongoing improvement. Employees are more likely to receive feedback on their areas for improvement and to be acknowledged for their strengths if feedback is sought from a variety of sources. The 360-degree feedback approach offers a more thorough and accurate evaluation of an employce's performance, even though the standard performance appraisal method can be effective in some circumstances, such as when the person is new to the firm or has a small range of tasks. The 360-degree feedback system, in my opinion, would be a more effective way to assess my performance and encourage my growth inside the organization