MT203 Unit 6 Journal Providing Useful Feedback
Journal: Providing Useful Feedback
Introduction: Staying in compliance with EEO law and making sure diversity is represented in the workforce is the responsibility of the HR manager and staff as assigned. However, it is not only a good idea and a legal imperative to be fair, it makes good business sense as well. The population is becoming much more diverse in the United States, and thus the customers are much more diverse as well. Having a workforce that represents all the diversity of the U.S. makes good sense as the workforce can more closely relate to the client or customer’s needs.
You will only post once for a grade in the Journal. Post a minimum of 250 words, but make sure it is an original post concerning the following:
Scenario: As your company’s HR professional, you have completed a review of the employees’ performance appraisal feedback they have received. You have discovered that there are differences in the type of feedback that men and women receive. Positive feedback for men most often cited specific goals that were met and technical skills for development, 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. This makes it more difficult for women to apply feedback and positively contribute to the company’s performance goals. Since men received specific suggestions, 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.
Checklist:
- Explain how the current performance appraisal system impacts 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?
MT203 Unit 6 Journal Providing Useful Feedback Answer
The current performance appraisal system of giving specific and actionable feedback to men and vague feedback to women impacts the company in many ways. It is a clear violation of Title VII of the Civil Rights Act which prohibits discrimination based on sex (intentional or unintentional). This violation opens the company up to fines and lawsuits. The lack of diversity in senior executive positions is a big impact on the company and can also hurt their ability to attract top talent. Since there is no universal appraisal feedback system, it becomes a revolving door of the same problem. Men getting promoted because of tangible goals and when in those positions, giving the same kind of feedback to women………..
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