Summary
In the article "The Ethics of Performance Appraisal," Larry L. Axline focuses on the consequences of not adhering to the principles of employment appraisal by managers. Fundamentally, the author's key point is that managers tasked with appraising employees in an organization must execute their mandate within the laid down policies. Improperly conducted work appraisal has ethical consequences that may form the basis for worker frustrations, disparagement, and disunity between workers and managers. Although managers are aware of the need to adhere to ethics rules within their mandate, some do not implement these requirements ( Axline, 1996 ). Managers must be systematic and rational when handling the appraisal session, including communicating the outcomes.
The author argues that any employment review process's goals should be founded on ethics and provide an honest assessment of a worker, thus forming a basis for planning how to improve their work effectiveness. Another angle that the article looks into is the balance between legal considerations and ethics. For example, a manager might focus on satisfying all legal requirements of the appraisal and feel that they have satisfied the process's ethical demands. The goal of the process is for a manager to be employee-centric, although there might be casualties such as an employee quitting. The other ethical concern highlighted by Axline concerns managers having empathy for persons being appraised and considering the impact of their approach on the latter's self-esteem. Hence, if all these ethical factors are taken into account, then the employee will eventually be for the benefit of the organization.
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The Contribution of the Article to Contemporary Thinking About Business Ethics
The article by Axline provides an extensive perspective of how managers can align their appraisal processes to business ethics demands. Managers must ensure that they integrate ethical principles when conducting employment appraisals. The 21 st business environment demands that the workforce's diversity be considered in all business processes ( Surdam, 2020 ). This agrees with the article's author that the review process should be employee-centric, which will set the foundation for improving a worker's effectiveness in discharging their mandate. Once the process is employee-centric, the organization will reap value from enhanced workforce effectiveness, which will also reflect customer satisfaction. However, the key point regarding ethics in the modern business environment is that the employee appraisal should be positively conducted, factor in diversity issues, and be employee-centric. Therefore, the performance review process should be defined by empathy and not destructive criticism.
Applying This Information in My Field
This article's information is relevant to my field because it touches on sensitive ethical issues often ignored during employee appraisal processes. As a criminal justice expert, I believe that, generally, ethical practice is important. For example, I might be required to evaluate the work-related performances of my subordinates, a task that will require me to be ethical. An ethical review process should be aimed at improving persons who are the recipients of the performance appraisal. Hence, when conducting employee appraisals, I will try to balance the employees' needs and those of the organization. One should be concerned with the process as well as the long-term outcome. Fundamentally, when ethical principles are integrated into a performance process, clients become the most significant beneficiaries because employee effectiveness will be the focus while the firm will reap financial gains. As a criminal justice expert, ethical practice is the hallmark of my profession, and I always endeavor to base my decisions and work mandate on available ethical guidelines.
How the Article Fits My Ethical View?
I am an ardent believer in the need to be ethical at all times regardless of one’s profession. I think that being ethical is important for developing and sustaining a stellar career. The information provided in the article is synonymous with my ethical view because I believe that managers and junior staff should discharge their mandate so that they are conscious of both the process and the outcome. Also, the author touches on the need to be empathetic towards others. When one integrates empathy in their responsibilities, they establish a foundation for being sensitive to workplace diversity. Recognizing the needs of others is one of the principles that define my social and professional life.
References
Axline, L. L. (1996). The ethics of performance appraisal. SAM Advanced Management Journal , 61 (1), 44-46.
Surdam, D. G. (2020). You can’t live (well) without business ethics. In Business Ethics from Antiquity to the 19th Century (pp. 1-14). Palgrave Macmillan, Cham.
