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Reply to discussion (Module 12: Developing Employees through Performance Management)
Q – Please read the discussion Attached and prepare a Reply to this discussion post with comments that further and advance the discussion topic.
The reply needs to be substantial and constructive in nature. it should add to the content of the post and evaluate/analyze that post Discussion
Please provide the references you used.
Ensure zero plagiarism.
Word limit: 200 words.
practices is crucial for maintaining the high-quality service and operational efficiency that passengers
value. The evolving workplace—characterized by remote work, digital transformation, and shifting
employee expectations—demands an appraisal system that is flexible, fair, and forward-looking. One
major challenge in many traditional appraisal systems is subjectivity. When performance ratings depend
too heavily on personal impressions or biased evaluations, they risk becoming inconsistent and
unreliable. This undermines employee trust and makes it difficult to identify real performance gaps or
strengths (Aguinis, 2019, p. 154). Subjectivity often leads to inflated ratings or unfair assessments, which
may cause high-performing employees to feel undervalued and underperformers to receive unclear
direction.
Another common issue is the infrequency of evaluations. Annual reviews, though still widely used, fail to
capture real-time changes in performance and do not offer employees timely guidance to adjust or
improve. This delay in feedback can limit both development and motivation (Aguinis, 2019, p. 210). In
fast-paced industries like aviation, where service quality and safety depend on constant adaptation and
responsiveness, relying on outdated feedback cycles can hinder operational excellence.To remain
competitive and agile, Saudi Arabia Airlines should consider the following three key improvements to its
performance appraisal approach:
1. Adopt Quarterly or Continuous Evaluations
Replacing annual reviews with quarterly or more frequent assessments allows for better responsiveness
to performance issues and achievements. These ongoing reviews foster an adaptive environment where
performance can be tracked and adjusted in real time. Frequent assessments also enable quicker
recognition of high achievers and earlier intervention for those struggling, helping align employee efforts
with organizational priorities continuously (Aguinis, 2019, p. 213).
2. Encourage a Culture of Continuous Feedback
Feedback should not be limited to formal reviews. Establishing a culture that promotes real-time,
constructive feedback empowers employees to grow consistently. This approach not only boosts
performance but also helps strengthen communication between managers and their teams. As Aguinis
(2019, p. 210) emphasizes, consistent and meaningful feedback contributes to higher employee
engagement, which is linked to greater organizational commitment and reduced turnover.
3. Collaborative Goal Setting Aligned with Company Strategy
Performance goals should be developed in partnership with employees, not dictated unilaterally. When
employees are involved in defining their objectives, they are more likely to be committed and motivated.
Moreover, aligning these goals with the airline’s broader strategic direction ensures that each individual’s
efforts directly contribute to company success (Aguinis, 2019, p. 110). This alignment helps build a
culture where everyone understands the value of their contributions, reinforcing a shared vision of growth
and innovation. By addressing key issues like subjectivity and infrequency of evaluations—and
implementing more dynamic, inclusive, and transparent practices—the airline can better support its
workforce and continue delivering the excellence its passengers rely on. Embracing frequent evaluations,
continuous feedback, and collaborative goal-setting not only modernizes performance management but
also strengthens the airline’s ability to adapt, grow, and thrive in a competitive global market.
Reference
Aguinis, H. (2019). Performance management (4th ed.). Chicago Business Press.
Reply to discussion (Module 12: Developing Employees through Performance
Management)
Q – Please read the discussion Attached and prepare a Reply to this discussion post with comments that
further and advance the discussion topic.
The reply needs to be substantial and constructive in nature. it should add to the content of the post and
evaluate/analyze that post Discussion
Please provide the references you used.
Ensure zero plagiarism.
Word limit: 200 words.
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