Appraising Managers: A Grid Managerial Approach

Abstract

Performance appraisal is claimed to be the only mechanism for differentiating performance among managers in the organization. The differences that are supposed to be taken into account are their skills, knowledge, physical abilities, responsibilities and attitudes that should be appraised so that everyone will have an equal and fair share of rewards in relation to their contribution to the organization. These differences should be recognized either through pay, promotion or other intrinsic rewards as a basis toward the establishment of fairness and equity in the organization. Organization should also realize that none of their managers will give the same level of contribution and loyalty to the organization. Some have strengths in certain aspects but are weak in other aspects of work. Perhaps, it is organizational responsibility to understand the internal career profiles such as motives, values and attitudes and learn to use these differences in career orientation for their benefit. In short, performance appraisal system should accommodate different types of managers, simultaneously maximizing their strengths, potentials and talents that they have.