In regards to performance evaluation at the workplace environment, I am exultant to confirm that I have a supportive supervisor who uses every opportunity she has to positively influence me. It is precisely clear that I am not fully equipped to handle every aspect of the responsibilities I had but having a supportive supervisor is an addition for me. She provides a favorable working environment whereby consultations, discussions and supportive services are offered to impart more knowledge and skills necessary for the delivery of the best services. As a result, I can confirm that my experience with the supervisor has been positive. There are many reasons that support my inference. For instance, my supervisor considers my opinions and thoughts as she conducts the regular evaluations procedures and uses the avenue to highlight the challenges I face with the aim of helping me achieve the best. It is worth acknowledging that my supervisor uses the performance evaluation process to help me learn more about the work process in a friendly manner. The most intriguing aspect of our interaction is that she encourages me and uses the most professional terms of engagement to ensure that I get the best out of the process.
Compared to the Kadushin’s performance evaluation description, it is apparently clear that the process should be administrative, educational and supportive. By being administrative, supervisors seek to promote and maintain good standards of work while being educative means that a supervisor is expected to use the opportunity to help workers learn and enhance their skills in a particular field. In regards to the performance evaluation process being supportive, it means that supervisors are responsible for creating harmonious working relationship. The above characteristics are evident in my supervisors working process hence her approach is very similar to Kadushin’s description.
Delegate your assignment to our experts and they will do the rest.
Despite the entire process being posed to success, there are various elements that were missing and are necessary for organizational growth. For instance, the supervisor did not provide clear objectives which are necessary for matching the workers job description. Secondly, there were no follow up mechanisms to confirm the effectiveness of the initiated learning process. It is therefore recommendable for the supervisor to provide clear and specific objectives in the future besides instituting follow up mechanisms to confirm the success rate of the learning process.
The failure to effectively conduct performance evaluation may result to the respective failure of an organization. Therefore, harmonizing all employees to ensure that they are working towards achieving a common goal is imperative.
