Health Organization for Judgmental Methods-myassignmenthelp.com

Question: Discuss about theHealth Organization for Judgmental and Mechanical Methods. Answer: Performance rating is the process of work measurement in an organization wherein the analyst is supposed to observe the performance of the worker and record a value that is a representation of the performance relative to the concept of standard performance as perceived by the analyst (Dusterhoff et al., 2014). As per the researchers, a number of factors have the potential to influence overall performance rating of an individual. Aquinas (2013) had defined two distinct methods that are related to the overall performance score, judgmental and mechanical. He further opined that a mechanical approach is most suited in most case, especially in case the performance objectives have not been weighted. The case study titled Judgmental and Mechanical Methods of Assigning Overall Performance Score at The Daily Planet gives a comprehensive idea about the differences in judgmental and mechanical methods for performance score from which one can highlight the relative implications of applying the two methods. The case study indicates the mechanical method of reaching performance score in which the competencies adjudged were productivity, quality of work, Dependability and adherence to company values and policies and Contribution to the effectiveness of others/unit. The scores had been given on a scale of 1-5 where score 1 was unacceptable, and score 5 was outstanding. From this, one can understand that mechanical method is an objective measurement wherein there is a particular interpretation. According to Cascio (2018) mechanical measurement, or objective measurement, is best suited since an employee can be assessed in a direct manner and performance of an employee can be accurately comp ared to that of another employee. Such form of measurement is good at allowing the analyst to exercise judgment about the individual in highly complicated systems. Ginter et al., (2018) contradicts that mechanical evaluation technique is not appropriate under all situations. A judgmental evaluation approach is vital when the evaluation is done with intangible measurements. When mechanical measurements fail due to analysts attempt to complex processes into a particular score, judgmental scores are beneficial. This is because the mechanical scores do not hold much value in real life context. Judgmental or subjective evaluation ensures that the analyst considers criticism and feedback given to the employee. The method has the striking advantage that the perception and opinion of one person is not the ultimate score, rather, the consensus of other individuals are considered (Cascio, 2018). References Aguinis, H. (2009).Performance management. Upper Saddle River, NJ: Pearson Prentice Hall. Cascio, W. (2018).Managing human resources. McGraw-Hill Education. Dusterhoff, C., Cunningham, J. B., MacGregor, J. N. (2014). The effects of performance rating, leadermember exchange, perceived utility, and organizational justice on performance appraisal satisfaction: Applying a moral judgment perspective.Journal of business ethics,119(2), 265-273. Ginter, P. M., Duncan, J., Swayne, L. E. (2018).The Strategic Management of Healthcare Organizations. John Wiley Sons.