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The negotiated character of performance appraisal: how interrelations between managers matters
Uppsala University, Disciplinary Domain of Humanities and Social Sciences, Faculty of Social Sciences, Department of Business Studies.
2013 (English)In: International Journal of Human Resource Management, ISSN 0958-5192, E-ISSN 1466-4399, Vol. 24, no 4, 853-870 p.Article in journal (Refereed) Published
Abstract [en]

This study is based on empirical material that was gathered by interviewing managers, at different hierarchic levels of a company, about their work with employee performance appraisal. The analysis, theoretically based on structuration theory (Giddens 1979, 1984), shows how managers describe the meaning of their work and how it is realised through their interactions with other actors in a social process. The present findings help increase our understanding of what could be called the negotiated character of performance appraisal and the complexity of managerial work, as has been sought after in previous research (see, e.g. Willmott 1987; Whittington 1992; Hales 1999). Through this and similar investigations, more attention will hopefully be focused on the manager's role as a social actor, on the question of the accuracy of performance appraisal as well as on viewing organisational management as a social practice.

Place, publisher, year, edition, pages
London: Routledge, 2013. Vol. 24, no 4, 853-870 p.
Keyword [en]
informal negotiations, managerial work, pay setting, performance appraisal, structuration theory
National Category
Business Administration
URN: urn:nbn:se:uu:diva-178199DOI: 10.1080/09585192.2012.703215ISI: 000312483200009OAI: oai:DiVA.org:uu-178199DiVA: diva2:542258
Available from: 2012-07-30 Created: 2012-07-30 Last updated: 2013-01-22Bibliographically approved

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Neu Morén, Elizabeth
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