The grAde

Running head: Annotated Bibliography

Annotated Bibliography Abduallah Alajmi.

Fairness in management.

John. R,. (2018). “Fairness is good management.” Business career journal. www.the balancecareers.com

In the article, “fairness is good management,” john (2018) discusses the importance of respecting treating employees with fairness. He highlights that when a manager has favorites, he/she kills the employee’s morale, which affects productivity and limits business success. The author explains ways in which fairness affects employee’s performance, what workplace fairness is, and how one can be a fair manager.

According to the article, when a manager treats all employees with the same level of standard and accountability, they perform exemplary good because they are motivated to work and all feel valued. He continues to say that when a manager has a star employee, other employees develop hatred towards the manager and the employee. This may affect teamwork and corporation at the workplace and the general performance will reduce. The manager may end up struggling to retain productive, effective and talented employees. In addition, he highlights that there are managers who make rules that revolve around them so that employees can praise them and agree to everything he says.

Fairness at workplace refers to the kind of treatment a manager gives to the employees and all feel valued and respected equally. This leads to respect and develops trust among them. The employees develop respect and believes in the manager when they are treated fairly. They also focus to meet the business goals because the success belongs to them all.

Summary of the article “4 Types of Performance Appraisal Methods a Company can adopt”

Riesty (2016). 4 types of performance appraisal method a company can adopt. HR in Asia group. www.hrinasia.com.

The article recognizes the crucial role of performance appraisal in the company. It is a time when the business management- employers and the employees come together and talk face to face to provide feedback on how the employee worked. Performance Appraisal is used to gauge the employee’s workability thus initiating either a pay rise or promotion. To ensure a successful performance appraisal, a company can adopt the following methods: Using job results to ascertain the employee’s workability since employment. The employee’s results are compared against the set standards of the company. The method provides an employee with a detailed record of absenteeism, turnover, production rates and profitability. Secondly, a company can adopt an essay method for appraisal. This entails a written report by the evaluator to consider appraising the employer. The evaluator measures the employee’s justification for promotion or pay rise, evaluates the employee’s behavior if it is in tandem with the requirements of the pay rise or the position for promotion. However, this method is said have weaknesses such as having unstructured process and lacking standardization thus making it prone to biasness. The third method a company can adopt is use of graphic rating. This method is where the evaluator rates the employee using a scale containing the requirements for a certain job such as skills, knowledge, aptitudes, attitudes and crucial job behavior. The graph runs from low to high showing the or good to poor. However, this method is likely to have errors that may compromise its effectiveness. The fourth method proposed by the article is the use of Behavior checklist. The employee’s behavior is measured and its suitability to either pay rise or promotion. If the behavior suits the demands of the company for promotion then an employee is considered.

Follow the Leader: 7 Employee Motivation and Retention Strategies Used By Tech Giants

Rogers, M. (2018). Follow the Leader: 7 Employee Motivation and Retention Strategies Used by Tech Giants. Business.com.

In this article, Rogers discusses how Tech Giants have succeeded in ensuring that their employees are well motivated thus retaining them. Like any business organization, they delight in seeing their best employees around. They have employed the following motivation and retention strategies which other companies can borrow a leave.

To start with, they offer employee purchase and pension. Employees are offered with the opportunity to buy stock in the company with an aim of ensuring that they feel part and parcel of the business organization. Apart from that, they also ensure that their employees have the best pension scheme ever thus motivating them to stay till retirement beckons.

Secondly, Tech Giants offers their employees with paid maternal and paternal leaves. Unlike other companies, they spend quite a lot of money in ensuring their employees are paid during this period. For example, Google grants maternal leave of five months and a paternal leave of twelve months. The Tech Giants offer something more than just basic health insurance. “Most of the big ones offer at least dental insurance along with general health insurance plans.” (Rogers, 2018) Tech Giants industry offer encourage their employees to advance their knowledge by either catering fully for their tuition fees or reimbursement of tuition fees. An example is that plan rolled by Microsoft, adobe, Salesforce, and eBay.

They also encourage their employees to work on their personal projects thus enabling them to expand their financial gains and follow other interests they have. They also give “some small perks” (Rogers, 2018) to its employees such as free gym, a childcare plan, free dry cleaning, and reimbursement of travel expenses.

Finally, The Giants do all means to ensure that their employees are happier. They do so by the use of the strong HR department, which works actively to investigate the desires of their employees thus granting them.