Subjective criteria are judgments about the work of an employee. They usually represent a ranking. For example, a supervisor can evaluate subordinates working in one unit on the basis of general efficiency. Then it becomes the standard. The rating assessments of supervisors are so far the most commonly used subjective criteria; However, colleagues, subordinates and employees themselves can also be evaluated. It can be carried out according to the general factor, for example, efficiency in general, or by individual criteria – such as the quantity, quality of work, creativity, rationalization proposals, etc. D. Some studies even compare the judgments of two or more groups of “appraisers”, making their judgments in several parameters of behavior. In such studies, it is usually found that some of the “appraisers” are close to opinion regarding certain aspects of professional activity. Supervisors can have a common view of the quality of work; Colleagues equally evaluate interpersonal relations. In chapter 7, we will consider this issue in more detail.
Since subjective criteria are used quite often, much attention is paid to improving the quality of such an assessment. If people who make judgments do not know how to do it, the quality of their assessments will be low. Swall has analyzed studies on the effectiveness of people’s training in a more accurate assessment of behavior. He found that a person can really learn to give more accurate assessments. People who are actively interested in this process give more balanced and accurate judgments.
The studies found that a one -day training program can significantly improve observation skills and explanation of behavior.
From the above, it is clear that no indicator of the success of the work can be exhaustive. Each criterion has both certain advantages and disadvantages. For example, it is unlikely that anyone will say that the absence of an employee at the workplace will not affect the general performance of work, but no one will say that this factor is an exhaustive measure of determining the success of labor activity. The absence of workers, as well as the level of performance, is just an element of a holistic picture. Let it not upset you that not a single criterion meets all the standards. Precisely because the concept of success of the performance of work is multidimensional, when establishing criteria, we are forced to take into account many aspects of labor activity.