In your reflection, please respond to the following: 1. Please make it clear in your writing which content you reviewed - Vara's New Yorker article or the HBR video on Deloitte. 2. Based on the article/video you reviewed, why has there been so much pushback against performance appraisals? 3. Given what you've read/watched, what can be done/has been done to address concerns with the traditional performance appraisal process? 4. Optional: If you have experience having received (or given!) a performance appraisal, does your organization's process look more like a performance appraisal or performance management? Based on what you've learned this week, are there things that your organization is doing really well when it comes to performance appraisals, or are there things they could be doing better? THE PUSH AGAINST PERFORMANCE REVIEWS By Vauhini Vara July 24,2015 I old, or have been hated as long, as the performance review. Job ratings were used (and criticized) in China as early as the third century; in the early eighteen-hundreds, an owner of cotton Among the problems with mills in Scotland hung color-coded wooden blocks over employes' Managers bave incentives to workstations to indicate their merit. inflate appraisals; even accurate The bureaucratic corporate culture of feedback can feel biased and unfair; the nineteen-hundreds - the century of and organizations don't do a good cubicles, assembly lines, and Six Sigma and sanctioning bad -enshrined performance reviews in ones, PHOTOGRAPH BY IAN BERRYI