英语论文网

eir subordinates achieved their goals since it is not a requirement that they find out employee behavior and give a feedback during appraisal. Subordinates can therefore take advantage and engage in questionable practices as long as they produce the desirable results.

Various types of compensation can increase employee misconduct without knowing it since they only target at rewarding best performed individual not considering that misconduct may have led to the performance. If there is a bonus of an employee's salary of 10 to 15% on his or her base salary annually, it may lead to motivation of misconduct. The greater the pay for performance, the more likely the employees will indulge in misconduct. Within individual incentive plans, various design features could lead to increase or decrease likelihood of employee misconduct. These pay incentives may be continuous or discontinuous and if continuous it means that the performance levels and amount of incentives have a direct linkage.

In a discontinuous incentive, the linkage to the performance is in such a quota. If no platform is attained then no incentive is provided to the individual.Both types of incentives are perceived to make profits of misconduct attractive but discontinuous incentives is more likely to encourage misconduct than continuous incentives. The more an employee gets close to the platform, the more they are attracted to misconduct so that they achieve the required level of performance. One may be involved in a very serious misconduct that will help in performance at a later period.

It is important to realize that rewarding influences organizational dynamics and at the same time individual behavior since it can strengthen or weaken the organizational culture. Rewarding is linked to symbolic legitimating of misconduct. Legitimating is concerned with appropriate actions in an organization meaning that the perspective labeled as misconduct is constructed socially to be desired. Legitimation is also seen as a way to justify actions that people act and wish to train their actions within an organization and therefore a justification for misconduct that a supervisor endorsed in. Employees who are involved in misconduct are most likely to justify themselves that their actions were good for the organization. Incentive systems are used socially to come up with managerial support of misconduct.

Performance appraisal is under performance management because it states performance standards and then evaluates employees based on those standards. Many decisions in the administration are determined by the performance evaluation and have a direct impact on the individual's job security, pay within the organization, status and future employment opportunities. Fear of being caught among the employees may cause them to maintain a high level of discipline. Supervisors have a great impact on the conduct of their subordinates but it is possible for the subordinates to hide information about themselves for the administration.

Supervisors may have difficulties in monitoring performance because spans of control have been on the increase in many organizations because of mergers, acquisitions and electronic communication that allow supervisors and their subordinates to be in operation in many different geographical regions. Even with the reasons for information imbalance, greater information imbalance reduces the employee perceptions of be本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。