Overcoming Personal Biases: A key for Effective Performance Appraisal


  • Nawroz Bibi Zeenat Shah Aga Khan Health Services Program (AKHSP) center, Gilgit Baltistan.
  • Sobia Idrees College of Nursing, Shaheed Zulfiqar Ali Bhutto Medical University (PIMS), Islamabad
  • Misbah Zafar SaidaWaheed FMH College of Nursing, Lahore




Performance Appraisal, Maslow’s Theory, Appraisal Challenges, Personal Bias, Appraisal Strategies/Methods


Performance appraisal is a very challenging task for a manger that needs expertise along with commitment to fulfill the process in a fair and transparent manner. There are some standards, which are very essential for motivation of the staff and organizational growth. Performance appraisal does not only mean evaluating the performance of a staff but it provides a platform to overcome the deficiencies and set plan for the staff with mutual understanding. The most neglected part of performance appraisal process is setting SMART goals for the staff by a manager with mutual understanding. Many factors hinder the process of appraisal that include; organizational culture, predetermined budgetary constraints, capability of manger/supervisor and lack of training opportunities by human resource department. These factors may lead to dissatisfaction among staff and in the long run develops a mindset with negative image for the entire process. Maslow’s needs theory should be kept in mind to evaluate the performance of a staff as all human have common needs but with different desires to satisfy their hierarchy of needs.




How to Cite

Shah, N. B. Z., Idrees, S., & Zafar, M. (2015). Overcoming Personal Biases: A key for Effective Performance Appraisal. International Journal of Endorsing Health Science Research, 3(4), 17–20. https://doi.org/10.29052/IJEHSR.v3.i4.2015.17-20