"Questionnaire surveys were sent out to two hundred medium-sized companies in industry. The study is an attempt to find the main cause for the unsatisfactory results in most appraisal programs and to make recommendations concerning the implementation of an effective performance appraisal program. Human factors play an utmost important role in the success of the entire appraisal program. An atmosphere of mutual understanding and trust should be established between the well trained supervisor and his subordinate so that the rapport between them can be brought to the highest possible level. Performance appraisal should be considered as an integral part of the managerial functions. Each type of appraisal technique has its own strong and weak points, however, there is a general consensus that a combination of Management By Objectives and Free-Written Rating has the greatest strength"--Abstract, page ii.
Cuthbertson, G. Raymond
Gabert, Daniel T.
Spooner, James E.
Engineering Management and Systems Engineering
M.S. in Engineering Management
University of Missouri--Rolla
v, 63 pages
© 1973 Benildus Wai-Young Lau, All rights reserved.
Thesis - Restricted Access
Library of Congress Subject Headings
Employees -- Rating of
Print OCLC #
Electronic OCLC #
Link to Catalog RecordElectronic access to the full-text of this document is restricted to Missouri S&T users. Otherwise, request this publication directly from Missouri S&T Library or contact your local library. http://laurel.lso.missouri.edu/record=b1066963~S5
Lau, Benildus Wai-Young, "Managerial performance appraisal" (1973). Masters Theses. 3461.