The Effects of Managers' Employee Categorization on Performance appraisal & Reward Allocation
| Autor: | Chiu-Jung Liao, 廖秋容 |
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| Rok vydání: | 2004 |
| Druh dokumentu: | 學位論文 ; thesis |
| Popis: | 92 The distinguishing characteristic of Chinese Managers in organizational management - no matter is work distribution, the rewards and punishment, job promotion, or in life attendance — is that the leaders will do the best to accommodate every employee’s aptitude. This means, managers interact with their subordinate according to the subordinate’s role in the relational network; therefore, managers uses different interpersonal interaction standards upon trusted and not trusted subordinates. Past researches mainly probe into enterprise leaders as subject. The research motive of this paper focuses on whether the Chinese executives use the same employee categorization standard as other managers in general. This paper intend to answer the following questions: 1、To understand within Chinese organizations, whether the managers classify the subordinates into "in group" and "out group"? What is the managers’ employee categorization standard? In addition, how many categories are formed based on the categorization standard? 2、To find out whether a subordinate''s classification affects manager trust level in the person? 3、To find out whether a manager’s performance appraisal of his/her subordinate affects the subordinate''s reward allocation? 4、To find out whether the managers’ employee categorization will affect employees’ performance appraisal & reward allocation. 5、To find out whether managers treat their subordinates differently, after categorize the subordinate into different groups, will this trustworthy categorization affect the subordinates’ performance appraisal and reward allocation? This study is based on the interviews with thirty managers who have at least five years of managerial work experiences in Taiwan''s organizations. The interviews were conducted based on a half-structure interview to collection and analysis information. Main research discovery as follows: 1、The managers’ employee categorization standards are based on guanxi, zhongcheng, competence, sex, work attitude, deportment, values, personality, learning desire, contribution and etc. Managers will categorize their subordinates according to the categorization standards and classify them into "in group" and "out group," and treat them according to their category. 2、Although managers will divide the subordinates into different types based on sketchy classification, majority of the interview participants (23) divide their subordinates into four different types. 3、The managers’ trust degrees with different types of subordinates are dissimilar. In comparison, managers tend to pay more attention and assign important responsibilities and the authorities to subordinates of the "in group". 4、In performance appraisal and reward allocation, the results show that managers treats their subordinates differently according to the standards. Finally, the research contribution, the research limitation, future research implication and practice are discussed in the Chinese context attached. |
| Databáze: | Networked Digital Library of Theses & Dissertations |
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