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As your company’s HR professional, you have completed a review of employees’ performance appraisal feedback. You have discovered that there are differences in the type of feedback that men and women receive. Positive feedback for men most often used specific accomplishments, whereas feedback for women was in general terms (for example, Good job this year.). Feedback for women often was about a need to improve communication style. Feedback for men was more likely to be about technical areas to develop. This makes it more difficult for women to apply feedback and contribute to the company’s performance. Since men received specific suggestions in technical areas, they could more easily identify assignments and opportunities for promotions.
Your manager wants to be sure that the performance appraisal system supports everyone fairly and links to the company’s goals.
How does the current system impact the company?
How can the company help managers give feedback that links the goals of the company to the individual’s goals?
What type of performance appraisal approach would best fit with providing specific, actionable, feedback? Why?
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