Article Bouskila-Yam: Strength-based performance appraisal and goal setting
11 important questions on Article Bouskila-Yam: Strength-based performance appraisal and goal setting
Kluger went in collaboration with HR managers and developed and implemented Strength-Based performance Appraisal (SBPA) by capitalizing on positive psychology. In the SBPA were six tools and principles applied:
2. Reflected best self feedback(RBSF)
3. Developing strengths
4. A ratio of 3:1 between positive and negative
5. A win-win approach
6. Increasing collective efficiency
Performance appraisal doesn’t lead to..
It is seen by observation that presentations of negative feedback to
subordinates is an unpleasant task and one that supervisors tend to avoid.
Performance appraisal doesn’t lead to..
It is seen by observation that presentations of negative feedback to
subordinates is an unpleasant task and one that supervisors tend to avoid.
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False assumption about performance appraisal
- it does not help helps to develop those being appraised. But it is seen that companies put the responsibility of the performance appraisal on the appraisers, making it the Theory X of application of McGregor instead of Theory Y.
- Another false assumption is the belief that individuals’ behaviour largely determines the organizational success instead of the team’s performance. Therefore, the SBPA is made.
Feedforward interview (FFI)
FFI address two key shortcomings
FFI contains five elements
- Story
- Peak
- Conditions
- Feedforward question
Reflected best self feedback (RBSF)
- strengths-based approach --> function of uniqueness
- Personal development --> based on deficit model
- area of weakness is the greatest area of opportunity
- RBSF exercise, it contains three steps -->
- First request RBSF,
- then analyze it and
- finally build on it.
Positive organizational core and collective efficacy
Discussion SBPA --> Are managers capable of implementing this process?
- Some managers are ineffective at conducting the SBPA, but in most cases it is still a much more user-friendly process for the supervisor
- The skills and personal strengths of many supervisors are underestimated.
- Once they experience a benefit to their
own work life, many supervisors were capable of offering the benefit to their subordinates.
FFI tool could serve
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