These prescriptions have origins in managerial desire to address problems of employee motivation and secure a one-to-one relationship between manager and employee. Note however that schemes apply to a "category" of staff and that the structure and process of the scheme requires every employee to be engaged with these in the same way. Hence individual recognition is suggested within a shell of conformity and control.
The work of Douglas McGregor and (for results-based appraisal) that of Peter Drucker have both been significant in this regard.
The managerial literature emphasises the attractions of systematic staff appraisal and corporate bodies, large and small, continue to invest considerable time, energy and resources into appraisal schemes.
© Created by Chris Jarvis for the BOLA Project.