Relationship Between Performance Appraisal Systems And Nursing Staff Article

Relationship Between Performance assessment Systems And Nursing Staff Performance - Article ExampleThis is discriminatory to the hospital, and the patients as well beca practise, nurses will be motivated to put their best foot forward, so that during the evaluation, they score highly, which might earn them a promotion. For the patients, they will take away the best care a treatment, which will ensure that there is more influx of patients to the hospital, resulting to economic benefits to the hospitals. This paper will focus on the process of carrying kayoed the appraisal performance on nurses, and how it is beneficial to them.The key words commitd to search these articles were performance appraisal and nursing management. From the results, I determined whether the articles met the aims and objectives of the research, examined each unrivalled of them carefully by pulling and synthesizing the results. I also applied the qualitative results which examined the how and why questions , and the quantitative results which examined the cause and effect. Several literature reviews give their opinions on the same. in that respect are many sources, but not all of them fit the research. The sources that I chose for this research were from their titles and abstracts of the articles, since they gave an overview of what was in the whole article. Those that were relevant were excluded, at this point. The next step was to get into access to the full texts of the chosen articles, and the same criteria of inclusion and exclusion applied again, and final number sources were left for use (Roussel & Swansburg, 2006). The Relationship between Performance Appraisal Systems and Nursing Staff Performance For over three decades, organizations have considered performance appraisal systems as key organizational processes for the management and development of personnel (Giangreco et al 2010 Levy & Williams 2004 Ferris et al 2008). The aim of performance appraisal systems is to offer a comparison between the level of performance expected by any unrivalled organization and the performance achieved by an individualist or group of individuals. The basis for performance of evaluation is that it helps to improve performance by providing concise feedback on how the individual or department is doing in the place of work. The popularity of the use of appraisal systems is, however, surrounded by a forceful debate on their productivity and the related be and benefits. It is widely believed that performance appraisals are prone to bias, that they do not demonstrate high levels of accuracy, and that they are not readily accepted by users (Coates, 2004). The argument against the use of performance appraisal systems is based on tension in the organizational climate, as well as resistance and opposition amongst employees who may find the use of performance appraisal systems derogatory or pejorative (Wright 2004). In some cases, a negative performance appraisal may even lead to a reduction in productivity (Banka & Roberson, 2002). Western business environments are different from those in the East and globalization has provided access to various business environments, which necessitates optimal expertise. Applying a performance appraisal system to a healthcare organization in which many of the employees may be unfamiliar with certain systems may again