The experiences and expectations of registered nurses in Lesotho regarding perfomance appraisal

[摘要] English: There is a human tendency to make judgements about those one is working with, as well as about oneself. Performance appraisal seems to be both inevitable and universal. With its absence, people tend to judge the work performance of subordinates naturally, informally and arbitrarily. A qualitative study was undertaken to explore and describe the experiences and expectations of registered nurses in Lesotho regarding performance appraisal. Recommendations are made according to the results of the study and these will assist the NGOs which were part of this study and the Ministry of Health and Social Welfare in Lesotho in the planning and implementing of the performance appraisals of registered nurses. Six phenomenological focus group interviews were conducted within the selected institutions to ascertain the participants' experiences and expectations in relation to performance appraisal. The meaning of these experiences and expectations was also explored. Basic steps in qualitative analysis as outlined by Ulin, Robinson, Tolly, & McNeill (2002) were used to analyse the data. The participants reported various experiences regarding performance appraisal. They reported experiences such as an increase in motivation and performance, receiving training, gaining insight into their own performance and being able to refer problems to supervisors as a result of performance appraisal. There were also feelings of dissatisfaction such as performance appraisal being seen as a threat, a lack of commitment, poor appraisal skills, unreliable instruments, no benefits, unclear purpose and the poor administration of performance appraisals. They also expressed their expectations regarding performance appraisal. Most of them would like the organisations to clarify the purposes of performance appraisals and their involvement in them. Both appraisers and appraisees should be trained in performance appraisal. The instruments should be reviewed, consistency in the appraisal process should be ensured and organisational decisions should be based on the results of the appraisal. The poor attitude and weak appraisal skills, inconsistencies in the appraisal process, the unclear purpose, the inability of appraisers to provide feedback and do follow-up, and also organisational decisions such as salary increments not based on the results of appraisal, were a concern across all the focus group interviews. Recommendations were made in view of both the experiences and expectations of these registered nurses. The organisation should define and clarify the purpose and the relationship between appraisal, performance and rewards, the results of the performance appraisal should be analysed and used for making organisational decisions. The full involvement of appraisees, the training of both appraisees and appraisers, more frequent appraisals throughout the year, the development and availability of standards of nursing care, the review and development of appraisal instruments, and further research are needed.

[发布机构] University of the Free State