The Current State of Performance Appraisal Research and Practice: Concerns, Directions, and Implications

On the surface, it is not readily apparent how some performance appraisal research issues inform performance appraisal practice. Because performance appraisal is an applied topic, it is useful to periodically consider the current state of performance research and its relation to performance appraisal practice. This review examines the performance appraisal literature published in both academic and practitioner outlets between 1985 and 1990, briefly discusses the current state of performance appraisal practice, highlights the juxtaposition of research and practice, and suggests directions for further research

An Appraisal of the Model Business Corporation Act’s Appraisal Rights Provisions

Siegel examines four fundamental differences between the Delaware General Corporation Law and the Model Business Corporation Act (MBCA). In the area of shareholder appraisal rights, the two statutes are diametrically opposed on many key elements. Most notably, MBCA chapter 13 on appraisal rights differs from Delaware\u27s statutory appraisal provisions in four fundamental respects: 1. events that will trigger a shareholder\u27s right to demand appraisal, 2. timing of the corporation\u27s payment to shareholders demanding appraisal rights, 3. allocation of court costs and shareholder expenses, and 4. whether the market-out exception to appraisal rights is limited only to appraisal-triggering transactions that are not conflict-of-interest transactions

Quasi-Appraisal: Appraising Breach of Duty of Disclosure Claims Following Cash-Out Mergers in Delaware

In recent years, Delaware has served as the hot bed for the dramatic increase in merger appraisal litigation and the proliferation of “appraisal arbitrage” whereby opportunistic shareholders buy into companies following merger announcements and challenge announced deal prices as an investment strategy. While this has not always proved profitable, it has increased scrutiny over the Delaware appraisal regime and the ability for shareholders to avail themselves of the opportunity for a judicial valuation of their shares. Furthermore, it has highlighted information asymmetries in which controlling shareholders, particularly those seeking to cash out their minority shareholders, are incentivized to underpay or mislead minority shareholders who might be reluctant to seek appraisal. This raises questions regarding the accessibility of the appraisal remedy and how closely appraisal should mirror class actions which allow for broader representation with lower barriers to entry. This Note argues that current trends in merger and appraisal litigation, particularly those which have significantly heightened scrutiny over pre- and post-closing disclosure claims, present an opportunity to reexamine quasi-appraisal as a collective form of redress in appraisal actions. This Note calls for the expansion of the quasi-appraisal remedy to provide greater access to appraisal valuations in the most extreme examples of minority shareholder manipulation, which would provide a more equitable form of recovery and discourage manipulation of minority shareholders

RANCANGAN EFFECTIVE PERFORMANCE APPRAISAL (EPA) UNTUK MENUNJANG BADAN USAHA YANG BERORIENTASI PADA LAYANAN DAN KEPUASAN PELANGGAN

Saat ini mau tidak mau keterbukaan pasar membuat suatu orientasi baru bagi badan usaha untuk menang dalam persaingan, yaitu memberikan layanan dan menciptakan kepuasan pada pelanggan. Salah satu tugas terpenting dan tersulit bagi seorang manajer dalam rangka orientasi baru tersebut adalah melakukan pengendalian melalui performance appraisal terhadap para karyawan agar orientasi tersebut dapat tercapai, yang biasanya dilakukan dengan menggunakan rancangan performance appraisal pada umumnya. Badan usaha satu dengan lainnya memiliki orientasi yang berbeda satu sama lain, sehingga untuk menunjang tercapainya orientasi badan usaha tersebut perlu adanya performance appraisal yang lebih spesifik. Ketidakjelasan akan apa yang dinilai dan dengan apa karyawan akan dinilai membuat para karyawan merasa frustrasi dan kebingungan, demikian juga sebaliknya hasil penilaian yang tidak berdasar pada orientasi yang tepat akan membuat individu tidak suka mendengar hasilnya, dan para manajerpun juga tidak akan merasa nyaman untuk menyampaikan hasil, terlebih hasil negatif atas penilaian diri karyawan. Para manajer akan khawatir untuk mendapatkan serangan dari para karyawan sesudahnya. Penilaian atas kinerja yang obyektif dan efektif akan banyak gunanya. Dalam bidang pengembangan sumberdaya manusia, performance appraisal ini akan berdampak pada pemberian reward, promosi, memotivasi, pengembangan, pemberian feedback, dan pemenuhan aspek legalitas pemberhentian para karyawan oleh badan usaha apabila yang bersangkutan tidak berorientasi pada tujuan yang telah ditetapkan oleh badan usaha. Persyaratan performance appraisal yang efektif meliputi persyaratan obyektivitas pengukurannya serta pemilihan metode yang tepat. Badan usaha yang berorientasi pada layanan dan kepuasan pelanggan memiliki beberapa ciri. Oleh karena itu performance appraisal yang efektif untuk menunjang badan usaha yang berorientasi pada layanan dan kepuasan pelanggan secara spesifik sangat dibutuhkan untuk dirancang. Selama ini dikenal beberapa performance appraisal, yaitu performance appraisal orientasi hasil dan performance appraisal orientasi proses, di mana masing-masing mempunyai beberapa kelebihan dan kekurangan, serta dikenal beberapa cara penilaian, salah satu di antaranya adalah 360 degree appraisal. Pada kesempatan ini akan diperkenalkan cara merancang performance appraisal orientasi hasil dengan performance appraisal orientasi proses yang dikombinasikan dengan pcnilaian secara 360 degree appraisal, dan dinamakan rancangan performance appraisal yang efektif (EPA), dimana rancangan ini berguna untuk mengendalikan karyawan yang bekerja dalam badan usaha yang mementingkan layanan dan kepuasan pelanggan

The impact of self-efficacy and cognitive appraisal on coping adaptability in military recruits : a test of a model and its impact on organisational outcomes : a thesis presented in partial fulfilment of the requirements for the degree of Master of Arts in Psychology at Massey University

The present research aimed to test a model of adaptation in RNZAF recruits which was similar in structure to transactional models of stress such as Lazarus and Folkman's (1984) model. Using a longitudinal design and dispositional measures the study assessed the impact of general self-efficacy and cognitive appraisal at the start of recruit training on coping adaptability at the end of training. These variables were also assessed as to their impact on organisationally relevant variables including organisational commitment, perceived performance improvement and readiness for next career phase. Overall the study had two broad aims. The first was to confirm the relationships between appraisal, coping adaptability and outcomes as previously shown in transactional models of stress and coping. The second aim was to discover how self-efficacy impacted on the model, more specifically, whether it acted as a moderator, mediator or antecedent to the appraisal – coping relationship. The results confirmed that challenge appraisal was associated with better organisational outcomes, this relationship was fully mediated by coping adaptability. Self-efficacy was strongly correlated with challenge appraisal however did not moderate the appraisal – coping relationship nor did it mediate the appraisal – coping adaptability relationship. The direct relationship between self-efficacy and coping adaptability was however, fully mediated by challenge appraisal. Threat appraisal did not demonstrate strong relationships with the remaining variables in this sample. Additionally, general self-efficacy, challenge appraisal and coping adaptability were associated with organisational commitment and readiness but not with performance improvement

Fit for planning? An evaluation of the application of development viability appraisal models in the UK planning system

The aim of this paper is to critically examine the application of development appraisal to viability assessment in the planning system. This evaluation is of development appraisal models in general and also their use in particular applications associated with estimating planning obligation capacity. The paper is organised into four themes: · The context and conceptual basis for development viability appraisal · A review of development viability appraisal methods · A discussion of selected key inputs into a development viability appraisal · A discussion of the applications of development viability appraisals in the planning system It is assumed that readers are familiar with the basic models and information needs of development viability appraisal rather than at the cutting edge of practice and/or academ

Developing a frame of reference for ex-ante IT/IS investment evaluation

Investment appraisal techniques are an integral part of many traditional capital budgeting processes. However, the adoption of Information Systems (IS) and the development of resulting infrastructures are being increasingly viewed on the basis of consumption. Consequently, decision-makers are now moving away from the confines of rigid capital budgeting processes, which have traditionally compared IS with non-IS-related investments. With this in mind, the authors seek to dissect investment appraisal from the broader capital budgeting process to allow a deeper understanding of the mechanics involved with IS justification. This analysis presents conflicting perspectives surrounding the scope and sensitivity of traditional appraisal methods. In contributing to this debate, the authors present taxonomies of IS benefit types and associated natures, and discuss the resulting implications of using traditional appraisal techniques during the IS planning and decision-making process. A frame of reference that can be used to navigate through the variety of appraisal methods available to decision-makers is presented and discussed. Taxonomies of appraisal techniques that are classified by their respective characteristics are also presented. Perspectives surrounding the degree of involvement that financial appraisal should play during decision making and the limitations surrounding investment appraisal techniques are identifie

What can we learn from exploring cognitive appraisal, coping styles and perceived stress in UK undergraduate dissertation students?

Undergraduate dissertation students’ cognitive appraisal, coping styles and perceived stress were examined at three time points during their undergraduate dissertation projects (UDP), observing whether cognitive appraisal and coping styles predicted perceived stress and their temporal changes. Sixty-four dissertation students completed the Perceived Stress Scale, an adapted Cognitive Appraisal of Health Scale, the Brief COPE and explorative open-ended questions. Linear Regression models for each time-point showed coping styles and cognitive appraisal predicted perceived stress, but single coping styles and primary appraisal harm/loss predicted stress levels inconsistently over time. Analyses indicated significant effects of time-point on primary appraisals benign/irrelevance, harm/loss and challenge but none for secondary appraisal,coping styles or perceived stress. Content Analysis showed perceived stressors and coping styles to be a function of the UDP’s stages and their tasks and challenges. Implications and recommendations for students and supervisors are discussed

Comparative analysis of conventional versus modern appraisal systems: an empirical evidence from telecom sector of Pakistan

Current study aims at investigating the comparison of online performance appraisal system in relation with Traditional paper and pencil based performance appraisal system on employees’ work outcome and behavior. In this way, the contemporary study will focus on major areas of online performance appraisal system and paper and pencil based performance appraisal system. The universe selected for this study is telecommunication industry of Pakistan and two stage sampling is used to conduct the study. First all the telecommunication and cellular companies were the population and then PTCL was finally selected for study purpose. The results showed that there is a significance difference between the responses of the manual and online respondents and it is very clear that the employees consider online based performance appraisal system to be more beneficial and accurate with respect to the above mentioned six constructs

Managerial Discretion in the Use Of Self-Ratings in an Appraisal System: The Antecedents And Consequences

Self-evaluations of performance have elicited the interests of researchers over the last four decades. Supporters attest to the importance of employee involvement in the appraisal process while detractors raise issues concerning leniency, validity and purpose. This study examines the circumstances under which superiors have discretion to ask subordinates to self-evaluate their performance in an ongoing appraisal system. Three primary issues are investigated: the conditions under which superiors requested subordinates to self-evaluate, the relationship between opportunity to self-evaluate and the type of post-appraisal interview that was conducted, and the impact of self-ratings on performance appraisal outcomes. Three hundred twenty-six subordinates responded to questions about the performance appraisal process. Results showed leader-subordinate relationships were strong predictors of opportunity to self-rate. Self-ratings were strongly related to type of interview conducted and had an impact on perceived fairness of ratings. While criticism of self-ratings exists, our findings indicate that voluntary self-ratings, focusing on performance development, have a positive impact on the appraisal process