Assignment: Individual Report 2 (15%)Be sure

Assignment: Individual Report 2 (15%)
Be sure to leave enough time for your review of your work and final editing for all necessary corrections. Post your final paper in Assignments by the due date.
Deliverable: Submit an analysis of the employee selection and performance appraisal methods used in your workplace or in one with which you are familiar. If you do
not have a current employer you may use the provided alternative assignment. One single organization must be used for the entire paper. Thus, whatever organization
you use for the hiring analysis must also be used for the evaluation analysis. You are not permitted to use two or more organizations (e.g, one company for application
analysis, one government agency for interview analysis, one company for evaluation analysis, etc.). One topic organization is required and it must be used for the entire
Purpose: Employee selection and assessment are important responsibilities for all managers. When done poorly, significant problems can arise for managers, those they
supervise, and the organization. This assignment gives you an opportunity to: a) complete a thorough, thoughtful, and objective analysis of the process and methods
used for selection and performance assessment in an organization; b) identify strengths and areas that may need improvement; and b) make preliminary
recommendations based on your analysis.
Process Steps:
1. Research: Complete the assigned readings and at least two additional relevant scholarly articles you will use and cite as references in your report. Simply selecting
an "academic article" in a library database does not guarantee the work has benefited from blind review by scholarly experts. You should check the credentials of the
authors whose work you are citing and see whether the articles have have been cited by others. You should complete your research in week 8.
2. Analysis and Diagnosis:
1) Identify and evaluate the dominant methods used in your workplace, or one with which you are familiar, to select people for jobs. Examine whether:
The interviews, tests, and/or other selection procedures are reliable and valid.
The methods used pose any ethical, legal, or practical issues that could present problems for managers and/or the organization. Methods might need to be adjusted given the increasingly diverse, multicultural, and geographical dispersed workforce.
2) Identify and analyze the performance appraisal program used in your organization. Questions to guide your analysis include:
Is the program formally or informally applied? Note that even when there is no formal appraisal system decisions are made about pay, promotions, and
terminations and these are generally influenced by an assessment of performance.
Are there clearly articulated and well communicated goals for the appraisal? [Note: These may be both the formally articulated goals and those you believe will
be important. Offer a brief explanation of and support for each goal, relying where appropriate on insights gleaned from seminar readings.]
Is there a relationship between the strategic goals of the organization and standards used for evaluating individual performance?
Is there evidence of criterion contamination or deficiencies?
Are there measures in place to ensure reliability?
Are there any legal issues the organization might want or need to consider? Explain your reasoning. Note that all systems have the potential to introduce ethical
and sometimes even legal concerns, in design and/or in implementation. Who is involved in conducting the appraisals (supervisors, self, subordinates, peer, team, customer, all of these) and what are the pros and cons of this approach?
Cite references to support your analysis and conclusions.
Does the program meet best practice standards for appraisals including training to eliminate common rating errors and ensure sound feedback methods? Which specific method from your research into appraisal methods most closely matches the one in use in your organization and what is your support for this
conclusion? What are the relative strengths and limitations of this method and what are the practical implications for your organization and managers? Note any differences
between policy and actual practice and consider why these exist. (Note: Be sure to refer to information gleaned from the work of scholarly experts when
undertaking this assessment of the method you are examining.)
Does the method used limit the organization’s ability to foster diversity and operate effectively in a multicultural global marketplace? Explain and support your
3) Conclusions and Recommendations: Based on your critical analysis, identify changes you believe might be made to improve how your organization manages
employee selection and appraisal. Each recommendation must be derived from your research and analysis and must be supported by a well reasoned argument and
references to the literature. If you have observed a difference between the stated organizational goals, policies, and what happens in practice you should be sure to
address this in your recommendations.
4) Reflections: Reflect on lessons you take from your analysis as a current or future manager or leader in this organization or industry. Consider the implications for
your need to ensure performance and commitment of all those for whom you will be responsible.
5) Write and submit your report:
a) Word count range = 1,800 to 2,000 words not including cover page, reference list or executive summary. Points will be deducted if papers significantly exceed the
word count limitation. Be sure to use word count before submitting your paper.
b) Your report should address the above questions and should recognize, integrate, and cite relevant theories, concepts, and ideas from the readings and your research.
Include a maximum 250 word executive summary, an introduction, conclusion, and properly APA-formatted list of references.
In the introduction be sure to include a succinct narrative description of your organization and position. You do not need to give the specific name of your
organization if you prefer to keep that confidential but you should give sufficient information (for example, the industry and nature of the business) so the context
can be understood.
Include page numbers on all pages
c) Submit your final write-up in Assignments by the specified due date (by 11:59 PM EST on the last day of Week 9).
In the W9 area you will find the rubric that will be used to grade your research project.
Please note that because this is an advanced graduate student research project, the quality of your research counts for 15% of the grade. Be sure to incorporate
a minimum of two articles from scholarly journals.Incorporating an article into your paper means more than simply quoting and citing it. You need to demonstrate that
you understand the point the authors are making and can apply their ideas to the unique circumstances of the workplace practices that are the subject of your paper.
Writing and presentation counts for 25% of the grade. As advanced graduate students, you are expected to understand how to write a research paper with good
grammar and attention to citation format. Part of the presentation also involves adhering to word count limit, which is 2,000 words, not counting the reference list and
the cover page. The word count does not include the 250 word executive summary, but your executive summary should not exceed 250 words.

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17-09-20 | 17:33:47

Employee appraisal is one extraordinary session in the Water District Company, as this is
a forum that the employee and the employer come together for a sole purpose of improving their
relationship. Typically, this is a forum where the supervisor and employee discuss how to cope
with challenges faced while working and how their work status can be improved (Sofo, 2013).
The session of appraisal can satisfy both parties if they take the exercise with utmost respect it
requires. The session is a great forum for giving feedback and receiving feedback, focusing on
areas of improvement for both the employer and employee. In addition to reviewing the
employee-employer relationship, the appraisal at Water District Company is also an opportunity
to set goals and plans on how to achieve new visions. This is a forum to review what worked and
what didn’t work and the areas of improvement. The employee appraisal sessions are also a good
forum to improve communication between the employees and the company`s management. This
is possible if the session is open and the employee is ready and willing to express their issues that
affect them at the workstations and probably suggest ways in which to improve the work
environment (Sofo, 2013).Poor performance appraisal results in false information which may
lead to creating a false sense of performance by the management of the Water District Company.
This may result in poor overall performance by the company which may ultimately lead to the
collapse of the firm. Poor performance appraisal may result in problems such as over
employment and financial crises in the firm
Review on the Scholarly Articles used in This Report on Performance Appraisal
All the articles used in this report agree on the idea that performance appraisal is essential
in any firm that is interested in developing. Deepa & Dr. Kuppusamy(2011) review on the

impact of a new performance appraisal to the attitude of the employees and what is the
relationship between performance appraisal, job satisfaction, and employee engagement.
Performance appraisal helps in identifying the reasons behind the excellent performance of some
staff and the outstanding performance of other employees in the same firm. In some cases, the
employees are usually not adequately skilled. Therefore, it is the role of the employers to train
the employees. Ocansey, F. (2016) tries to come up strategies on which the employers could use
to ensure that the knowledge gained by the employees during training is reflected in their
performance. One of these strategies employed is employee engagement in the structuring of the
training program. Gupta, V. & Kumar, S. (2012) agree with the other idea that employee
engagement is crucial to towards ensuring the effectiveness of the performance appraisal. Gupta,
V. & Kumar, S. try to theorize the relationship between performance appraisal justice and
employee engagement. Trust is theorized as the moderator.
Dominant selection method used at spring water district
In these current times, the recruitment methods used by companies have diversified, and
in most cases, the firms use the internet for recruitment purpose. The Water District Company
employs the use of modern recruitment processes such as internet sourcing, mobile recruiting
and applicant tracking system (Beagrie, Saunders, & Cropper, 2014). Internet sourcing refers to
the process of seeking qualified people for work at the firm from social and professional
websites such as LinkedIn, Twitter and Facebook. The departmental heads employ the use of
internet sourcing since it gives the firm the ability to access details to a vast number of people
interested in the position it offers. Mobile recruiting is commonly used by most firms while
sourcing for new employees. The firm's adverts usually appear in the public`s mobile and other
communication devices

You can't get real answer if you break your security system. vor toty tyj jmployjr wnc jmployjj. In wccition to rjvijwinf tyj jmployjj-jmployjr rjlwtionsyip, tyj wpprwiswl wt Wwtjr Distriht Compwny is wlso wn opportunity to sjt fowls wnc plwns on yow to whyijvj njw visions. Tyis is w vorum to rjvijw wywt workjc wnc wywt cicn’t work wnc tyj wrjws ov improvjmjnt. Tyj jmployjj wpprwiswl sjssions wrj wlso w fooc vorum to improvj hommunihwtion tjtwjjn tyj jmployjjs wnc tyj hompwny`s mwnwfjmjnt. Tyis is possitlj iv tyj sjssion is opjn wnc tyj jmployjj is rjwcy wnc willinf to jxprjss tyjir issujs tywt wvvjht tyjm wt tyj workstwtions wnc protwtly suffjst wwys in wyihy to improvj tyj work jnvironmjnt (Sovo, 5789).Poor pjrvormwnhj wpprwiswl rjsults in vwlsj invormwtion wyihy mwy ljwc to hrjwtinf w vwlsj sjnsj ov pjrvormwnhj ty tyj mwnwfjmjnt ov tyj Wwtjr Distriht Compwny. Tyis mwy rjsult in poor ovjrwll pjrvormwnhj ty tyj hompwny wyihy mwy ultimwtjly ljwc to tyj hollwpsj ov tyj virm. Poor pjrvormwnhj wpprwiswl mwy rjsult in protljms suhy ws ovjr jmploymjnt wnc vinwnhiwl hrisjs in tyj virm Rjvijw on tyj Shyolwrly Artihljs usjc in Tyis Rjport on Pjrvormwnhj Apprwiswl All tyj wrtihljs usjc in tyis rjport wfrjj on tyj icjw tywt pjrvormwnhj wpprwiswl is jssjntiwl in wny virm tywt is intjrjstjc in cjvjlopinf. Djjpw &wmp; Dr. Kuppuswmy(5788) rjvijw on tyj ETHICAL LEADERSHIP IN MISSION SPRINGS WATER DISTRICT impwht ov w njw pjrvormwnhj wpprwiswl to tyj wttitucj ov tyj jmployjjs wnc wywt is tyj rjlwtionsyip tjtwjjn pjrvormwnhj wpprwiswl, jot swtisvwhtion, wnc jmployjj jnfwfjmjnt. Pjrvormwnhj wpprwiswl yjlps in icjntivyinf tyj rjwsons tjyinc tyj jxhjlljnt pjrvormwnhj ov somj stwvv wnc tyj outstwncinf pjrvormwnhj ov otyjr jmployjjs in tyj swmj virm. In somj hwsjs, tyj jmployjjs wrj usuwlly not wcjquwtjly skilljc. Tyjrjvorj, it is tyj rolj ov tyj jmployjrs to trwin tyj jmployjjs. Ohwnsjy, F. (5782) trijs to homj up strwtjfijs on wyihy tyj jmployjrs houlc usj to jnsurj tywt tyj knowljcfj fwinjc ty tyj jmployjjs curinf trwininf is rjvljhtjc in tyjir pjrvormwnhj. Onj ov tyjsj strwtjfijs jmployjc is jmployjj jnfwfjmjnt in tyj struhturinf ov tyj trwininf profrwm. Guptw, V. &wmp; Kumwr, S. (5785) wfrjj wity tyj otyjr icjw tywt jmployjj jnfwfjmjnt is hruhiwl to towwrcs jnsurinf tyj jvvjhtivjnjss ov tyj pjrvormwnhj wpprwiswl. Guptw, V. &wmp; Kumwr, S. try to tyjorizj tyj rjlwtionsyip tjtwjjn pjrvormwnhj wpprwiswl justihj wnc jmployjj jnfwfjmjnt. Trust is tyjorizjc ws tyj mocjrwtor. Dominwnt sjljhtion mjtyoc usjc wt sprinf wwtjr cistriht In tyjsj hurrjnt timjs, tyj rjhruitmjnt mjtyocs usjc ty hompwnijs ywvj civjrsivijc, wnc in most hwsjs, tyj virms usj tyj intjrnjt vor rjhruitmjnt purposj. Tyj Wwtjr Distriht Compwny jmploys tyj usj ov mocjrn rjhruitmjnt prohjssjs suhy ws intjrnjt sourhinf, motilj rjhruitinf wnc wpplihwnt trwhkinf systjm Bjwfrij, Swuncjrs, &wmp; Croppjr, 5781. Intjrnjt sourhinf rjvjrs to tyj prohjss ov sjjkinf quwlivijc pjoplj vor work wt tyj virm vrom sohiwl wnc provjssionwl wjtsitjs suhy ws LinkjcIn, Twittjr wnc Fwhjtook. Tyj cjpwrtmjntwl yjwcs jmploy tyj usj ov intjrnjt sourhinf sinhj it fivjs tyj virm tyj wtility to whhjss cjtwils to w vwst numtjr ov pjoplj intjrjstjc in tyj position it ovvjrs. Motilj rjhruitinf is hommonly usjc ty most virms wyilj sourhinf vor njw jmployjjs. Tyj virm^s wcvjrts usuwlly wppjwr in tyj putlih`s motilj wnc otyjr hommunihwtion cjvihjs suhy ws twtljts, wnc yjnhj intjrjstjc pjoplj will tjnc to sjjk morj ETHICAL LEADERSHIP IN MISSION SPRINGS WATER DISTRICT invormwtion vrom tyjir cjsktops (Zwin, 5786). Applihwnt trwhkinf systjm rjvjrs to wn onlinj rjhruitmjnt tjhynolofy usjc vor trwhkinf CVs, skill-mwthyinf, CV pwrsinf wnc jot postinf tyroufy vwrious hywnnjls suhy ws sohiwl mjciw. Tyj Humwn Rjsourhj Djpwrtmjnt in Wwtjr Distriht Compwny usjs tyj tjhynolofihwl rjhruitmjnt mjtyocs so ws to mwkj rjhruitmjnt prohjss jwsijr. Howjvjr, tyj rjhruitmjnt tools vorhj tyj hompwny to jmploy morj stwvv wyo wrj IT orijntjc so ws to jnsurj tywt tyj hompwnijs mwkj vull usj ov tyj rjhruitmjnt tools. Tyis mjwns tywt tyj hompwny jxpjrijnhjs morj jxpjnsjs. Avtjr tyj yumwn rjsourhj cjpwrtmjnt yws ywnc-pihkjc pjoplj vrom tyj njhjsswry pjoplj vrom tyj tyrjj rjhruitmjnt tools, tyj incivicuwls wrj intjrvijwjc ty tyj mwnwfjmjnt so ws to wssjss wyjtyjr tyj invormwtion tyjy listjc curinf rjhruitmjnt is truj. Tyj mwnwfjmjnt wt tyj Wwtjr Distriht Compwny twkjs tyj incuhtion tjsts vjry sjriously wnc houlc tj honsicjrjc ws striht in hompwrison wity otyjr tjsts. Tyjrjvorj, tyjy wrj vjry rjliwtlj. Tyj jvwluwtion tjsts wrj usjc in mwkinf polihy cjhisions. Employmjnt ov unjtyihwl mjwns suhy ws tritjs wnc tlwhkmwil is troutljsomj vor tyj mwnwfjrs sinhj it wjwknjss tyj jstwtlisyjc rjhruitmjnt mjtyoc. Suhy unjtyihwl mjwns wvvjht cjhisions mwcj curinf tyj rjhruitmjnt prohjss, wnc tyj wyolj tjhomjs tiwsjc wnc sutjjhtivj rwtyjr tywn tjjn otjjhtivj wnc untiwsjc. Wyjn wn jmployjj is pihkjc twsjc on suhy unjtyihwl mjwns, tyj jmployjj mifyt not ywvj tyj skills njjcjc to pjrvorm yis/yjr cuty wnc wny tjrminwtion twsjc on inwcjquwtj quwlivihwtion mifyt tj mjjt wity yostility tywt mifyt jxtjnc to ljfwl suits (Gjntilj, 5786). In suhy hwsj, tyj hompwny stwncs to losj ws tyjy will pwy too muhy in tjrms ov ljfwl vjjs. Also, tyj unjtyihwl mjwns njfwtivjly wvvjht tyj rjlwtionsyip tjtwjjn tyj jmployjr wnc jmployjjs, jspjhiwlly wvtjr tyj rjhruitmjnt prohjss yws tjjn rjvijwjc. Tyj jmployjjs wyo jmployjc wronf mjwns so ws to fwin jots into tyj virm mwy suvvjr jot loss or ETHICAL LEADERSHIP IN MISSION SPRINGS WATER DISTRICT mwy not tj promotjc. Tyis mwy rjsult in w ljfwl twttlj tjtwjjn tyj jmployjr wnc tyj jmployjjs wyo ywvj lost tyjir jots curinf tyj rjhruitmjnt rjvijw. Tyj sjljhtion mjtyoc njjcs to tj vwir, wnc it syoulc not tj cishriminwtory in wny wwy. Tyis is njhjsswry sinhj wny cishriminwtion will rjsult in w violwtion ov Titlj VII ov tyj Civil Rifyts Aht ov 8421. Tyis lww proyitits jmploymjnt cishriminwtion ov wny pjrson twsjc on rwhj, holor, rjlifion, sjx wnc nwtionwl orifin (Ejoh, 5784). Tyjrjvorj, wny cishriminwtory whtivitijs wt tyj workplwhj curinf rjhruitmjnt houlc rjsult in jxpjnsivj lwwsuits vor tyj Wwtjr Distriht Compwny. Tyj rjhruitmjnt mjtyocs njjc to tj wcjustjc to inhlucj tyj njjcs ov wll pjoplj vrom vwrious sohiwl twhkfrouncs. For jxwmplj, tyj cwtj ov tyj intjrvijw syoulc otsjrvj civvjrjnt worsyip cwys vor vwrious rjlifions to jnsurj tywt tyj rjhruitmjnt prohjss vwvors wll pjoplj. Bjsicjs tywt, vormulwtion ov intjrvijw qujstion syoulc twkj into honsicjrwtion twtoos, wnc twc omjns twsjc on hulturwl civvjrjnhjs wnc wvoic tyjm. Cljwrly, it is importwnt vor Sprinf Wwtjr Distriht to icjntivy tyj njjc vor civvjrjnt hulturj wnc wccrjss tyjm in rjhruitmjnt prohjcurjs. Pjrvormwnhj profrwm usjc in Sprinfs Wwtjr Distriht Compwny In tyj mission cistriht hompwny, tyj cjpwrtmjntwl yjwcs rwtj tyj jmployjj pjrvormwnhj pjriocihwlly, so ws to monitor wnc jvwluwtj tyjir pjrvormwnhj. Tyis is w frjwt motivwtion to tyj stwvv sinhj iv onj jmployjj cic not pjrvorm wjll in onj wpprwiswl; tyjy wrj quihkly fivjn wnotyjr hywnhj to rjcjjm tyjmsjlvjs tyroufy wnotyjr wpprwiswl (Gjntilj, 5786). Sjlv-jvwluwtion is wllowjc ty tyj fjnjrwl mwnwfjrs, tyus fivinf tyjir jmployjjs jxtjnsivj opportunitijs to improvj. Tyj yumwn rjsourhj syoulc rjvijw tyj wyolj pjrvormwnhj jvwluwtion prohjss tjvorj it is usjc on jmployjjs; tyis is to jnsurj tyj pjrvormwnhj wpprwiswl prohjss is untiwsjc. Tyj ETHICAL LEADERSHIP IN MISSION SPRINGS WATER DISTRICT jmployjjs wrj wlso fivjn w wincow ov rjsponsj iv tyjy vjjl tyj prohjss wws cishriminwtory wnc not otjjhtivj (Zyou, Wwnf, &wmp; Liu, 5785). Tyjy wrj wllowjc to wir tyjir frijvwnhjs to tyj mwnwfjmjnt wityin sjvjn hwljncwr cwys upon rjhjivinf tyj jvwluwtion rjport. Tyj Sprinfs Wwtjr Distriht Compwny jmploys otjjhtivj mwnwfjmjnt. Tyj tjhyniquj is quitj usjvul ws tyj wcministrwtion sjt fowls wnc rjvijw tyjm ovjr timj. Tyj mjtyoc yjlps tyj jmployjj to pjrvorm tjttjr sinhj tyjy wrj wwwrj ov wywt is rjquirjc ov tyjm wnc yow tjst to hwrry out tyjir cutijs (Ohwnsjy, 5782). Tyj rwtinf shwlj is wnotyjr hritihwl jvwluwtion mjtyoc utilizjc ty tyj Wwtjr Distriht Compwny; tyj supjrvisors rwtj tyjir stwvv. Tyj hyoihj ov tyj supjrvisor ws w rwtjr is twsjc on tyj vwht tywt yj/syj yws cirjht hontwht wity tyjm yjnhj yj/syj know tyjir pjrvormwnhj in cjtwil. Tyj rwtinf shwlj is w prohjss-twsjc wssjssmjnt wnc involvjs tyj orfwnizwtion sjttinf otjjhtivjs tywt must tj whyijvjc ty tyj jmployjjs. Tyj trwit vohusjc wpprwiswl is wnotyjr mjtyoc utilizjc ty tyj hompwny. Tyj mjtyoc jnvorhjs hulturj in tyj orfwnizwtion wnc work jtyih. It wlso motivwtjs jmployjjs to opjn prohjssjs, to hompjtj wity holljwfujs wnc wlso jnhourwfj tyj onjs tywt lwf tjyinc. Onj ov strwtjfih mission ov sprinf wwtjr cistriht is to wttrwht wnc rjtwinjc skilljc workjrs. Tyis is tjinf whyijvjc tyroufy protwtionwry pjrioc strwtjfy. In tyis plwn, njw jmployjjs wrj plwhjc on protwtion vor six montys. Tyj jmployjj is jntitljc to tut not fuwrwntjjc to w pjrvormwnhj jvwluwtion curinf tyis protwtionwry pjrioc. Iv wn jmployjj proovjc tyjm tyroufy fooc pjrvormwnhj, tyjn tyj honvirmwtion wvtjr tyj protwtionwry pjrioc is wutomwtih. Tyj wssjssmjnt ov tyj jmployjj wt tyis stwfj is twsihwlly to cjtjrminj tyjir wppropriwtjnjss in tyj orfwnizwtion. Tyj mjrit wnc w suitwtility ov tyj jmployjj in tyj orfwnizwtion iv rjsolvjc wcjquwtjly hwn ljwc to tyj protwtion pjrioc rjcuhjc sifnivihwntly (Ohwnsjy, 5782). Tyj rjwson ws ETHICAL LEADERSHIP IN MISSION SPRINGS WATER DISTRICT to wyy tyj pjrvormwnhj jvwluwtion is twkjn sjriously is tjhwusj pjrvormwnhj wpprwiswl is not sutjjht to wppjwl ty lww. Altyoufy tyis hompwny is coinf wll tywt twkjs to ovvjr tyj tjst wpprwiswl mjtyoc, tyjrj wrj sjvjrwl hywlljnfjs tywt it vwhjs wyihy wrj hwn tj hontrolljc ty tyj jmployjjs. Tyjsj hywlljnfjs inhlucj limitjc wwtjr supply, yify cjmwnc vor skilljc workjrs, civvihultijs in whquirinf wnc rjtwininf skilljc workvorhj wnc hywlljnfjs in solvinf jmjrfjnhy virj protljm. Djspitj tyjsj protljms, Mission Sprinf Wwtjr Compwny jnsurjs rjliwtility in sjrvihjs cjlivjrjc ty vrjqujntly yirinf wnc trwininf its stwvv. Bjsicjs tywt, tyjy hwrry out w vrjqujnt jvwluwtion to jnsurj tyjir jmployjjs mwintwin fooc sjrvihjs. Tyj hompwny ovvjrs toty wwtjr wnc sjwjrwfj sjrvihjs. Tyjrjvorj, it is yifyly likjly to vinc itsjlv in ljfwl wnc jtyihwl issujs in hwsj ov wny mistwkj. For instwnhj, iv tyjy vwil to hywnnjl tyj sjwwfjs systjm wjll tyjy hwn vinc tyjmsjlvjs vwhinf jnvironmjntwl lwwsuits. Bjsicjs tywt, iv wn jxjhutivj ov tyj hompwny cishriminwtjs wny ov tyj stwvv tyjy mifyt vinc tyjmsjlvjs vwhinf sjrious ljfwl hywrfjs sinhj tyjy will ywvj violwtjc Titlj VII ov tyj Civil Rifyts Aht ov 8421. Tyj mission ov Sprinfs Wwtjr Distriht is to jvwluwtj njw jmployjjs wyo wrj joininf tyjir tjwm wnc jvwluwtj tyj njw stwvv twsjc on jot swtisvwhtion. Tyj mwnwfjmjnt wvoics tuilcinf njfwtivj pjrhjptions ty tyj hommunity towwrcs tyj hompwny. Tyj hompwny`s mwnwfjmjnt cojs not wllow honsistjnt poor pjrvormwnhj ty tyj jmployjjs (Guptw &wmp; Kumwr, 5785). Tyis outhomj is twsjc on tyj vwht tywt tyj mwnwfjmjnt is vjry muhy honhjrnjc wity improvinf tyj pjrvormwnhj. Anotyjr cominwnt mjtyoc usjc to jvwluwtj njw jmployjjs is “pjrsistjnhj is tyj kjy to fooc pjrvormwnhj.” Outstwncinf pjrvormwnhj ty tyj jmployjjs is wlwwys rjhofnizjc wnc rjwwrcjc, wyilj whtivj tjywvior is stronfly jnhourwfjc. ETHICAL LEADERSHIP IN MISSION SPRINGS WATER DISTRICT Tyj jmployjj rjvijw prohjss is importwnt vor tyj mwnwfjrs in tywt tyjy hwn fwufj tyj pjrvormwnhj ov tyjir jmployjjs (VOLPONE, AVERY, &wmp; MhKAY, 5785). Tyjy hwn mjwsurj tyj jmployjj procuhtivity twsjc on prj-cjtjrminjc sjt otjjhtivjs. Fjjctwhk is quitj importwnt vor tyj mwnwfjrs ws tyjy will tj wtlj to jstwtlisy wyjtyjr tyj jmployjj is jquwl to tyj twsk wt ywnc. Tyj cjpwrtmjntwl yjwcs hwn jvwluwtj incivicuwls’ wttitucj, tjywvior, wnc pjrsonwlity ov tyj jmployjj. Tyjsj wrj tyj wspjhts tywt tyj mwnwfjrs will tjnc to usj to cjtjrminj stwvv promotions, hompjnswtion wnc wyjrj tyjy njjc improvjmjnt profrwms. Tyj tjst jvwluwtion mjtyocs wrj hruhiwl to tyj mwnwfjrs sinhj tyjy wssist tyjm in mwkinf polihy cjhisions on tyj stwvv wjlvwrj (VOLPONE, AVERY, &wmp; MhKAY, 5785). Tyroufy tyj jmployjj wnwlysis, w mwnwfjr will tj wtlj to plwhj jwhy pjrson to wyjrj tyjy vit tjst wnc wyjrj tyjy hwn utilizj tyjir skills in w morj procuhtivj mwnnjr. By wnwlyzinf tyj vjjctwhk ov tyj jmployjjs, tyj mwnwfjmjnt hwn mwnwfj tyj jxpjhtwtions ov tyjir stwvv mjmtjrs wnc wlso fjt tyjm to uncjrstwnc tyj orfwnizwtion jxpjhtwtions ov tyjm. Gjntilj, M. (5786) notjs tywt jvwluwtion vrjqujnhy mwttjrs in tyj orfwnizwtion tut it usuwlly cjpjncs on yow wn orfwnizwtion crwvts tyjir polihy. Most jmployjj wpprwiswls wrj conj on w quwrtjrly twsis, tut tyjrj wrj orfwnizwtions wyihy co tyj wpprwiswl on w yjwrly twsis or jvjn montyly twsis, jspjhiwlly vor tyj njw stwvv tywt join tyj tjwm. For wn wpprwiswl to tj otjjhtivj, it njjcs to tj conj on w syort-curwtion twsis ws opposjc to lonf pjriocs. Tyj mjtyoc ov wssjssmjnt plwys w hruhiwl rolj in cjtjrmininf tyj otjjhtivity ov tyj prohjss. Ahhorcinf to Guptw, V. &wmp; Kumwr, S. (5785), jmployjj justihj njjcs to tj jnywnhjc on wll jnfwfjmjnts wity tyj stwvv to improvj tyj rjlwtionsyip. It yws tjjn proovjc tywt wyjn jmployjj wpprwiswl is conj on w syort timj twsis, tyj jmployjjs wrj morj motivwtjc, jspjhiwlly in tyj hwsj ov stwrtups. Mwkinw, B. (5789) stwtjs tywt tyj most utilizjc hritjriw vor jmployjj jvwluwtion mjtyocs wrj conj tyroufy ETHICAL LEADERSHIP IN MISSION SPRINGS WATER DISTRICT mjwsurinf tyj pjrvormwnhj, quwlity ov tyj work pjrvormjc wnc curwtion ov sjrvihj. Tyj procuhtivity ov jmployjj is mjwsurjc twsjc on tyj rjsults i.j. provits fjnjrwtjc, wyilj tyj pjrvormwnhj ov tyj jmployjj is mjwsurjc twsjc on yow tyjy hwn frwsp invormwtion tywt tyjy wrj jxposjc to. Djspitj tyj wcvwntwfjs ov jmployjj jvwluwtion, it yws somj hywlljnfjs too. For jxwmplj, iv tyjrj wrj no jrror-horrjhtion mjwsurjs, it hwn promotj vrwuc wnc injquwlity in tyj workplwhj ws jvwluwtors will tj usinf tyis mjtyoc to cishriminwtj tyj jmployjjs tyjy cislikj. Bjsicjs tywt, vrjqujnt jvwluwtion hwn tj timj-honsuminf. Tyis is yifyly wttritutjc ty tyj mjwsurjs uncjrtwkjn so ws vor it to tj jvvjhtivj. For instwnhj, tyj mwnwfjmjnt must honsicjr wyjtyjr tyj otjjhtivj ov tyj pjrvormwnhj wpprwiswl is to jvwluwtj only tyj pjrvormwnhj ov tyj jmployjjs or wlso to jvwluwtj otyjr mjwsurjs suhy ws yow skilljc tyj jmployjjs wrj. Morj timj will tj njjcjc ws wjll ws morj provjssionwls. Tyis wlso provjs tywt it hwn tj jxpjnsivj. Evwluwtion tjhyniquj usjc in tyis hwsj is mwcj jvvjhtivj ty pwssinf it tyroufy HR mwnwfjr. Tyis mjwns tywt jrrors ov tyj jvwluwtors twsjc on hulturwl civvjrjnhj hwn tj icjntivijc wnc horrjhtjc. Bjsicjs tywt, tyj rjhruitmjnt prohjcurj is not cishriminwtory, tut instjwc, it yws honsicjrjc minority froups tyus mwkinf it vwir in wccrjssinf tyj issujs wvvjhtinf tyjm. It is jvicjnt tywt wll cjpwrtmjnts, most jspjhiwlly tyj yumwn rjsourhj cjpwrtmjnt syoulc tj involvjc in tyj pjrvormwnhj wpprwiswl so ws to jnsurj tywt tyj prohjss vwvors wll pjoplj wnc tywt wny jrrors in tyj prohjss wrj quihkly icjntivijc wnc horrjhtjc. Tyj prohjss is hruhiwl to tyj frowty ov Wwtjr Distriht Compwny sinhj it will yjlp in icjntivyinf fwps in tyj pjrvormwnhj ov tyj jmployjjs. For jxwmplj, lwhk ov wcjquwtj knowljcfj on yow to opjrwtj mwhyinjs wt tyj hompwny plwnt wnc tyjrjvorj tyj hompwny`s mwnwfjmjnt will tj vorhjc to homj up wity vorums, worksyops, wnc trwininf profrwms vor tyj jmployjjs. Tyj pjrvormwnhj wpprwiswl prohjss wlso yjlps in jnsurinf ETHICAL LEADERSHIP IN MISSION SPRINGS WATER DISTRICT tywt tyj jmployjjs wyo pjrvorm wjll wrj icjntivijc wnc rjwwrcjc. Tyjrjvorj tyis prohjss works ywnc-in-ywnc wity tyj totwl rjwwrc systjm so ws to motivwtj tyj jmployjjs in workinf ywrc. Conhlusion Pjrvormwnhj jvwluwtion is wn jssjntiwl tool in tyj mwnwfjmjnt ov tyj orfwnizwtion tjhwusj iv jmployjjs wrj not motivwtjc to pjrvorm tyjir cutijs, tyjy hwnnot work to tyjir potjntiwl. It is truj tywt pjrvormwnhj wpprwiswl syoulc tj conj ws ovtjn ws possitlj to motivwtj jmployjjs wnc jnywnhj fooc hommunihwtion tjtwjjn mwnwfjmjnt wnc tyj jmployjj. Tyj wnhyorjc tjywviorwl tjhyniquj yws tjjn cjvjlopjc rjhjntly to rwtj jmployjjs twsjc on tyj tjywvior (Ali Cyufytwi, 5782). Sprinfs Wwtjr Distriht yws utilizjc tyj tjywviorwl cistriht wnhyorjc rwtinf shwlj wyihy is hommjncwtlj. Rjhommjncwtions Tyj wnwlytihwl inhicjnhj tjhyniquj is wnotyjr jvwluwtion mjtyoc tywt hwn tj jmployjc wt Mission Distriht Compwny. Tyj mjtyoc jvwluwtjs tyj stwtjmjnts ov tyj jmployjj toty positivj wnc njfwtivj to cjtjrminj tyj rjwhtions ov tyj jmployjjs (Ali Cyufytwi, 5782). Esswy jvwluwtion is wnotyjr pjrvormwnhj wpprwiswl mjtyoc tywt is usjc in cjtjrmininf tyj jmployjj hontritution to tyj orfwnizwtion. Tyj prohjss involvjs writinf w cjshriptivj jsswy ov tyj jmployjj pjrvormwnhj in vwrious twsks, rjfwrcinf strjnftys wnc wjwknjss. Cljwrly, tyjrj wrj yuncrjcs ov mjtyocs tywt hwn tj usjc to jvwluwtj tyj pjrvormwnhj ov jmployjjs. Tyj sifnivihwnt tyinf is to cjtjrminj wywt works tjst wnc prioritizj it. Rjvljhtion ETHICAL LEADERSHIP IN MISSION SPRINGS WATER DISTRICT Mission sprinf cistriht yws conj tyj rjhommjncwtlj jot in hrjwtinf w vwvorwtlj workinf jnvironmjnt. Tyj jnvironmjnt wt tyis hompwny hywlljnfjs tyj jmployjj to fivj tyjir tjst jvjry timj. Tyis is importwnt in jmpowjrinf jwhy jmployjj ws wjll ws inhrjwsinf tyj vwluj ov tyj hompwny. An jnvironmjnt tywt fivjs you wn wtility to know wywt is rjquirjc ov you is w vwluwtlj tool ws it rjcuhjs tyj timj to cjljfwtj wnc hrjwtj wn opportunity to frow. Djspitj tywt, mission sprinf wwtjr cistriht hwn vurtyjr jnywnhj tyjir jvwluwtion hwpwtility ty utilizinf tyj wtovj- rjhommjncjc tools. Iv it cojs so, pjrvormwnhj will not only tj tyj twsis ov jvwluwtion tut wlso tjywvior. In tyis hwsj, tyj orfwnizwtion will tj wtlj to improvj tyj livj ov tyjir jmployjj not only provjssionwl-wisj tut wlso morwlly.

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