DOI: 10.36347/sjahss.2015.v03i03.010

Pages: 660-662

This short communication emphasizes the truth and consequence of having a perception-based evaluation result that may somehow being affected by subjective information and intuition. It aims to present the four possibilities that would happen in the result of evaluation based on how the evaluators perceive someone else’s performance. The employees who have exerted much effort to excel in a certain component in the evaluation and unexpectedly received lower performance rating would have higher probability to express grievances. The two types of complainants were also derived from the consequence which is asserting type and assuming type. It is a challenge for every organization to come up with an evaluation instrument that would measure true performance from employees’ intangible or tangible outputs as evidence of their accomplishments. The organizations must also ensure that their performance evaluation may also motivate employees to contribute in the attainment of company’s vision and mission.