ically the internet and its own intranet) and using a third party to bring a sense of trustworthiness to the process. For Otis elevator “ using a contractor also meant that performance evaluation would be administered by an objective third-party…Managers only trust it if they are confident of its objectivity and confidentiality. A third-party system has obvious advantages in these respects.” (Huet Cox et al. May 1999 p. 94) The level of consensus at Otis is very high that it is a program that works. It actually can help shape behavior in a positive way. There are a host of companies introducing off the shelf software products to help a company install and maintain an appraisal process that can be trusted by all the participants as well as improving behavior through the appraisal system. If an employee knows that she or he is going to be rated not only by their manager, but also their peers and customers, they may begin to see areas in their own behavior they can improve upon. Using an intranet and the Internet is defiantly the state of at in this area. This is partly due to the fact that most companies did not have connection to the Internet, as well as a sophisticated enough intranet system to help with the appraisal process. As more and more companies are investing in these technologies, more and more of them will see the benefit in using the intranet as a communication tool. My organization does not do these things particularly well. However, all the pieces are in place for some type of similar appraisal process to be implemented. We regularly survey our customers (the students) and we have an intranet already set up. Currently, their manager gives the employees of the University of Phoenix an appraisal twice a year, although it is no longer tied to pay. If we could combine the information we already have at hand, and use it to get more accurate appraisals and a better understanding of where to improve o...
