Research Project

Khaled: My beloved Abu Kholoud, I would like you to give me a simple introduction about yourself

Sharahili: K - U employee of a steam station operator company

Khalid: Your position

Shrahili: 46

Khaled: What is the position you work in?

Sharahili: Steam station operator

Khaled: How many years of service?

Shrahili: From 2015

Khaled: Almost 7 years old

Shrahili: Approx

Khaled: Our topic is about the factors that affect habits. We evaluated how many simple questions we start, for example, in the name of God.... Why do companies and organizations develop a performance appraisal system?

Shrahily: To motivate the employees, I mean, should I tell you, for example, the one who works and the one who does not work is the same thing. I mean, I evaluate his performance, and God is excellent. I reward him as a reward. I mean, I distinguish the employees. This is me rewarding him for his work.

Khaled: What are the specifications of a fair performance appraisal system, from your point of view?

Shrahily: The first thing is honesty. It is supposed to perform the correct performance. I swear to God, I am to know so-and-so, or I don't know so-and-so. Rather, I evaluate his performance. His job is excellent.

Khaled: Sweet with truth and justice. What are the things that make it fair, for example?

Shrahili: By God, I am a direct Chris. I see, by God, so-and-so, his job, how his performance at work, how his attendance, his dismissal, his productivity, my dependence on him, what I depend on these things.

Khaled: Very sweet. What are the specifications of an effective performance appraisal system that serves, motivates, and raise productivity?

Shrahily: By the truth, the one who worked right was okay, he will come to the end of the year. My evaluation means that I am also tired.

Khaled: What is the method used to evaluate your performance and how is that done?

Shrahili: The way is now.

Khaled: What is the way they follow to evaluate your performance?

Shrahili: I honestly don't know.

Khaled: Why don't you know why you don't know?

Shrahili: I don't know honestly.

Khaled: I mean, but you know that there is an evaluation, but you don't know.

Shrahily: I know, but I don't know what method they take, frankly, in the evaluation.

Khaled: It's okay, it's good. To what degree is the performance appraisal system helping you to understand your need for training and development?

Shrahily: By God, if, as I said, if the assessment is fair, it helps me to a great extent. If you tell me, what helps me in what way?

Khaled: It helps you understand your need for training and development.

Shrahili: What is this?

Khaled: I do not speak in general. I speak in general. You are now a person. Do you mean that you say that the performance appraisal helped you understand your need for training and development? I mean, when I speak, I do not speak in general.

Shrahili: I swear to God, look.

Khaled: The system is now applied to you, so it tells you to what degree the performance appraisal system helps to understand your need to train and develop yourself in full transparency. No one will see your name or anything.

Shrahily: I swear to God, look for me, because I see frankly that the assessment is unfair, very unfair, unjust. I see frankly that it does not help me with anything. I mean, by God, you need such and such. You did not evaluate me from the beginning. Likewise, because what you valued me was correct from the beginning, I see it as wrong from the ground up, because I do not see that it helps me in anything.

Khaled: Okay, very sweet. Well, can he tell you to what degree does the performance appraisal system help you to strengthen effective communication with the supervisor or management?

Shrahily: I swear to God, what am I saying that you are discussing with me about evaluation? I see this as unfair.

Khaled: But we take it point by point as you communicate with

Shrahily: As a communicator, for example, my direct boss, I do not expect what I expect now to have a major reason for the bad evaluation, because it is you. Sometimes I fear the system.

Khaled: I leave this for a second question, but I am talking to you. Your communication means that you see an evaluation that performance evaluations are a strength for you. You have a link to communicate with your boss.

Shrahili: I didn't think it was a little bit personal

Khaled: Personality? How this personal is? means how personal?

Shrahily: Because psychologically you see that you are psychological at the beginning, because it was at the beginning, by God, you work all year long, and then come at the end of the year. And you know, I mean, every sense is known. I knew how psychologically you are this person. You feel that you are a little bit, even if it means, but you feel a little bit between you and him, even if there is no reason.

Khaled: Ok, here we connect the question that I told you about to a second question. I tell you to what degree do you think that your performance evaluation is fair and why?

Shrahily: I see it as fair; it is never fair at all.

Khaled: Why?

Shrahili: Why because you are every year? Is it possible that my work this year will be the same as the first year I came in? I mean, I first came to the station in 2015. Is my job 2015?

Khaled: Absolutely not

Sharahili: No, yes, it differs, because I am new to you, and I do not know anything. There are mistakes and I find many questions about things, and I find that I do not know anything. I mean, Tony is still coming to apply, but I swear to God, after five and six years, salvation. I have come to know the station. I know what to do. As a president, you say to me, by God, this is how it is. The matter ends. You depend on me. You know that I understand and memorize everything. So, you go and say to me, by God, it is so for me, or so for me. Is it possible that from 2015 to 2023 is good? The same evaluation means that I did not develop, and nothing happened. This is unfair.

Khaled: It's nice. It tells you to what degree the performance appraisal system helps you to understand your strengths and weaknesses?

Shrahili: If he was unjust, I wouldn't know neither strength nor weakness if he evaluated me correctly.

Khaled: Right now

Shrahili: Now?

Khaled: I mean if you understand where your strength and weakness are.

Shrahili: Currently, because I am telling you that I am not satisfied with the evaluation, I will see Khaled: Of course, you will see that most of our questions will be in assessing your current performance, which is applied to you, so you tell me.

Sharahili: I tell you that the current assessment is unfair. I see it as it does not show me where my weaknesses are or where it shows. I mean, I have been watching for years, by God, and I am good. See how I know where my weaknesses are and where are my strengths. You are not diligent, by God, this is ok. I know that the year you performed, by God, is this year. For example, I have mistaken like this. Good, by God, I worked together, otherwise I did not work.

Khaled: Sweet, sweet, may God be pleased with you. We also have the next question that tells you to what degree did the performance appraisal system help you to develop and make a development plan for your career path?

Sharahili: I saw, at the beginning of the time, I mean, my evaluation was good, okay, I see.

Khaled: The same situation as you?

Shrahili: I'm in the same situation.

Khaled: Well, tell you to what degree do you think the performance appraisal system helped you motivate you and produce you at work?

Shrahily: There is no incentive, frankly, or anything.

Khaled: What is the reason?

Shrahily: The evaluation is very unfair, unjust, and hateful of the evaluation.

Khaled: Ok, let's say, after that, to what degree do you see the rewards? To what degree do you think that the rewards related to the tool evaluation system have an impact on the fair distribution of performance evaluation in the organization? I mean, you have bonuses, whether they are financial, or credit, or an increase in the official salary, which is your right annually. Do you see that it is related to the distribution of evaluations?

Shrahili: How did you understand?

Khaled: I mean, for example, as a president, I evaluate the employees and the employees in the end receive rewards. These rewards are related to your view as a president. Do you, Khaled, see that the president might look at rewards like this and affect his decision in distributing evaluations to people?

Shrahily: No, I don't expect him to see rewards.

Khaled: As courses, as promotions

Shrahili: It is assumed that this has nothing to do with this in the first place, I see.

Khaled: It's nice to see that this has nothing to do with the topic.

Shrahili: It's supposed to have something to do with it.

Khaled: I don't want to; how I'm supposed to know.

Shrahili: Currently not

Khaled: Do you see that it has anything to do with distribution?

Shrahili: No, currently, it is a true relationship.

Khaled: Why is it related?

Shrahily: I don't know. They linked it to each other. Honestly, I don't know why it has anything to do with it. Why is this? I don't know.

Khaled: You see that the rewards have a relationship and have a direct impact on the distribution.

Shrahili: You mean as a president. For example, he sees that he is like this. For example, by God, so-and-so is of little value. He deserves such and such. Otherwise, how would I not understand the question?

Khaled: I mean, I am saying that, for example, I have rewards for my grades that I want to distribute.

Shrahili: I see the evaluations.

Khaled: I look at the evaluations, and by God, I distribute. I give so-and-so.

Shrahili: Because I took an excellent example.

Khaled: For example, or if I give an example to so-and-so, I give him a thumbs-up, so that I want, for example, to take a reward or take a jerky, or so, do you see a direct effect on it?

Shrahily: I see it has an effect. It has an effect.

Khaled: Why?

Shrahili: Why is this? I don't know. This is due to them themselves. I don't know why.

Khalid: What do you think?

Shrahili: I have no idea, but I see that it has an effect.

Khaled: It's very sweet. So, let's go to the next one. I mean, it tells you to what degree do you think the performance appraisal system is the solution that measures real effort?

Shrahily: Zero, by God, I see that it never measures anything.

Khaled: Why?

Shrahili: Why, because I told you that I saw it as an unfair assessment, frankly, because it does not measure the sincerity of the truth. By God, this is so-and-so together. No, by God, is this a right job or is this a wrong job.

Khaled: Ok, let's go to the next question. This question is related to everyone. He tells you what can be changed or modified in the performance appraisal system, if you can?

Sharahili: The assessment is honest, true, correct. I mean, by right, what is evaluated by God is according to the first thing before the first thing. I mean, for example, I link the company, for example, to a number, or this department to a number. By God, I will come to an operating department. For example, you have a percentage of 10%. For example, the direct manager oppresses people. He does not want to be oppressed. You force him to do injustice. This is from the basics. You must fix this from the basics. From the basis of the company itself, do not degrade the percentage of salvation. Value it correctly. By God, this deserves to be given. This is what he deserves. Do not give it.

Khaled: Sweet. Well, if the question is I don’t know, consider it repetitive, or is it the same as the last question, the one before the last, but with a second turn, it tells you, for example, if the decision is in your hands, what can you add to the current performance appraisal system that would raise and stimulate productivity for an employee? I mean, can you add something that helps raise productivity and motivate employees from your point of view?

Shrahili: By God, I see it almost the same question.

Khaled: There he can talk to you about the amendment that you amend the system. By God, this is me, this or that paragraph. You see that you can help motivate employees.

Shrahili: By God, I see something to add. Honestly, I see, for example, our department.

Khaled: Something is in the system.

Sharahili: It does not exist. I mean, for example, give up, by God, for example. If, for example, you, by God, must settle a percentage, let it be for example, in proportion to the heads for their situation. For example, the entire CRO is in proportion to their situation. For the operators, the Operator is in proportion to their situation. If you are forced to settle, by God, I must settle the percentage. I must give 10%, 5% you divide it to be less Influence, because if it is divided and becomes, for example, into groups, the percentages become less than one or two. This is what I see honestly.

Khaled: Do you have any extras you want to increase or something?

Shrahili: never give you wellness ever.

Khaled: May God be pleased with you, and we are sorry to have taken up your time.

Shrahili: You don't have a problem; may God bless you.

Khaled: We are thankful and appreciative, O Abu Ahmed. May God be pleased with you and ease your affairs, God willing, this world and the afterlife.