What is the administration’s role in evaluations.Social Sciences Essay

Staff Evaluation
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In most organizations or companies, the staff is resistant to or even fearful of evaluation. The first reason is the fear of losing the job. Some employees might not be working as efficiently as they are required to work (Sutton, 2018). They resist changes in the workplace and even go against regular evaluations. Another reason is the lack of interest. Some of the staff members do not have any interest in getting promotions and increments. They are happy with their current salaries and positions and thus resist evaluations. The third main reason is poor communication. Communication can solve all problems, but when some of the team members refuse to communicate, their performance may get impacted. At the time of performance evaluation, they hesitate or resist everything because they do not want others to know the facts. Another main reason is a lack of trust. Sometimes, employees do not trust the person who is going to evaluate their performance. In an organization where there is a lack of trust, the management will never be able to get the desired results.
The first way to make evaluations non-threatening or valuable for the entire team is providing adequate feedback to every person. The management must check the performance of the staff members on a regular basis and should give feedback in written forms (Ensuring Consistency from Staff, 2017). For example, if someone has shown bad performance, then they should not be insulted before the entire team. Instead, they should be given the feedback in written form and suggestions on how they can improve themselves. Secondly, the HR or the management of an organization can guide everyone on how to change their behaviors and develop effective working habits. For example, if the team spends the entire day chatting or on unnecessary things, then the management or the HR should urge everyone to change their behaviors or habits as soon as possible. Another idea to make evaluation non-threatening or valuable for the whole team is comparing the performances of all team members. Those who give good performance must be rewarded, and those who have given bad performance should be taught how they can improve in the coming days. A friendly environment has to be created in the office so that every employee can feel safe, secure, valued and respected.
The administration can provide individual feedback to everyone. It is their responsibility to regularly check the performance of the entire team. If someone is not working well, he or she should be warned once or twice, and then their salaries must be deducted so that they can learn a lesson. Another thing the administration needs to do is giving respect and value to everyone without any discrimination. It is a common observation that in some offices, male employees are praised and valued more than female employees. This type of behavior or treatment can cause restlessness among female workers. Next, the administration should provide a copy of the job description to every new employee so that they can have an idea of what they are to do during the office hours and what types of benefits they will get. The administration can also conduct performance-based evaluations on a weekly basis, and t...