Diplomarbeit, die am 29.10.2004 erfolgreich year einer Fachhochschule für Wirtschaft und Technik in Deutschland im Fachbereich Wirtschaftswissenschaften I - Fachbereich 3, Betriebswirtschaft eingereicht wurde. Abstract: The Diploma Thesis at hand CONSIDERS The interdependence of employee motivation is the one and feedback and job appraisal Processes in Organizations On The Other Hand. Basically, today's job appraisal procedures Have One Major Disadvantage. Rarely included Theys More than a subjective assessment of employee performance. This Assessment is Normally Carried out by year's superior employee. In this thesis, It Will Be That Argueda Through the dynamics of bias and politics in organizations, The validity of job appraisal information IS Significantly distorted. Hereby, The Effectiveness of Job Appraisals Negatively Affected sincere IS THEY cannot serve as a reliable Basis for personnel decisions. More important goal, The distorted information IS Likely to result in overseeing gold Ignoring year's Individual Achievement in the Workplace. Lack of appreciation of one's effort and, additionally, The Feeling of Being Treated inequitably Compared to co-workers May erode year employee's motivation. However, in a World of Accelerating globalization and Malthus Increasing competition has motivated Workforce Is The Key To An organization's success. The thesis proposes a potential solution to Will for this dilemma - public feedback. This Means thats the Information Gained Through job Appraisals Will not Be Discussed 'one-on-one' superior and subordinate only chantiers. Rather, The discussion extended to IS "latter's peers. The Prerequisites for de cette procédure & the Approach to Employee Evaluation Will Be Provided. Also, The thesis Covers The analysis of a survey. This Was Accomplished to Test the acceptance of a public feedback process Among a sample of white collar worker. The results show a general acceptance and appreciation
