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Organizational Justice in Performance Appraisal

Summary

The original post’s author noted that organizational justice is crucial for the performance appraisal process to improve employee productivity. Organizational justice does play a significant role in this managerial type of activity, but it is not limited only to making medical workers’ performance better. It is also “essential for effective proactive management and processes by shared managers and operational executives” (Fatma et al., 2020, p. 939). Moreover, how nurses perceive organizational fairness directly affects organizational commitment (Fatma et al., 2020). Therefore, it can be said that organizational fairness is the key to both an effective relationship between working and managerial personnel and an honest appraisal of performance and, consequently, continuous improvement.

The writer did not mention nurses’ involvement which is also an important aspect. Nurses’ perspective on performance allows one to choose proper evaluation tools, analyze workers’ productivity more honestly, and identify directions for improvement (Sepahvand et al., 2020). Another positive outcome of nurses’ participation is increased organizational commitment. According to Sepahvand et al. (2020), “nurses’ involvement in revising and improving the process of their performance appraisal leads to higher commitment” (p. 595). From worker to leadership positions, nurses of all categories should be encouraged to participate in the performance appraisal process.

The Linking Function of Organizational Commitment

The author has ideally described how standards of care and performance appraisal relate to each other. However, organizational commitment was not mentioned in this section of the post. It is another point of intersection between the two concepts of medicine and management. A high level of organizational commitment ensures patient and staff safety and high-quality care and treatment (Sepahvand et al., 2020). As one can see, performance appraisal helps health care providers meet standards of care and develop them further.

References

Fatma, S. A., Fatma, A. A., & Mohamed, N. T. (2020). Impact of organizational justice on performance appraisal process and commitment among staff nurses at an oncology hospital. The Medical Journal of Cairo University, 88(March), 939-945.

Sepahvand, F., Mohammadipour, F., Parvizy, S., Zagheri Tafreshi, M., Skerrett, V., & Atashzadeh‐Shoorideh, F. (2020). Improving nurses’ organizational commitment by participating in their performance appraisal process. Journal of Nursing Management, 28(3), 595-605.

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StudyKraken. (2022, November 6). Organizational Justice in Performance Appraisal. Retrieved from https://studykraken.com/organizational-justice-in-performance-appraisal/

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StudyKraken. (2022, November 6). Organizational Justice in Performance Appraisal. https://studykraken.com/organizational-justice-in-performance-appraisal/

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"Organizational Justice in Performance Appraisal." StudyKraken, 6 Nov. 2022, studykraken.com/organizational-justice-in-performance-appraisal/.

1. StudyKraken. "Organizational Justice in Performance Appraisal." November 6, 2022. https://studykraken.com/organizational-justice-in-performance-appraisal/.


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StudyKraken. "Organizational Justice in Performance Appraisal." November 6, 2022. https://studykraken.com/organizational-justice-in-performance-appraisal/.

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StudyKraken. 2022. "Organizational Justice in Performance Appraisal." November 6, 2022. https://studykraken.com/organizational-justice-in-performance-appraisal/.

References

StudyKraken. (2022) 'Organizational Justice in Performance Appraisal'. 6 November.

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