The Art of Appraisal – A Close and Real – A funny touch

The Art of Appraisal
Big Boss: This year your performance was good, excellent and outstanding. So, your rating is “average”.

KK: What? How come ‘average’?

Big Boss: Because…err…uhh…you lack domain knowledge.

KK: But last year you said I am a domain expert and you put me in this project as a domain consultant.

Big Boss: Oh is it? Well, in that case, I think your domain knowledge has eroded this year.

KK: What???

Big Boss: Yes, I didn’t see you sharing knowledge on Purchasing domain.

KK: Why would I? Because I am not in Purchasing, I am in Manufacturing.

Big Boss: This is what I don’t like about you. You give excuse for everything.

KK: Huh? *Confused*

Big Boss: Next, you need to improve your communication skills.

KK: Like what? I am the one who trained the team on “Business Communication”, you sat in the audience and took notes, you remember?

Big Boss: Oh is it? Errr…well..I mean, you need to improve your Social Pragmatic Affirmative Communication.

KK: Huh? What the hell is that? *Confused*

Big Boss: See! That’s why you need to learn about it.

KK: *head spinning*

Big Boss: Next, you need to sharpen your recruiting skills. All the guys you recruited left within 2 months.

KK: Well, not my mistake. You told them you will sit beside them and review their code, and most resigned the next day itself. Couple of them even attempted suicide.

Big Boss:*stunned* (recovers from shock) Err…anyway, I tried to give you a better rating, but our Normalization process gave you only ‘average’.

KK: Last year that process gave me ‘excellent’. This year just ‘average’? Why is this process pushing me up and down every year?

Big Boss: That’s a complicated process. You don’t want to hear.

KK: I’ll try to understand. Go ahead.

Big Boss: Well, we gather in a large room, write down the names of sub-ordinates in bits of paper, and throw them up in the air. Whichever lands on the floor gets ‘average’, whichever lands on table gets ‘good’, whichever we manage to catch gets ‘excellent’ and whichever gets stuck to ceiling gets ‘outstanding’.

KK: (eyes popping out) What? Ridiculous! So who gets ‘poor’ rating?

Big Boss: Those are the ones we forget to write down.

KK: What the hell! And how can paper bits stick to ceiling for ‘outstanding’?

Big Boss: Oh no, now you have started questioning our 20 year old organizational process!

KK: *faints*

Extra Tips : What employees want from you

Figuring out what your people want can feel like an intricate puzzle, especially when different employees require different things. Here are four things most employees need to be successful:

1. Tell me my role, tell me what to do, and give me the rules. Micromanaging? No, it’s called clear direction. Give them parameters so they can work within broad outlines.

2. Discipline my coworker who is out of line. Time and time again, I hear, “I wish my boss would tell Nancy that this is just unacceptable.” Hold people accountable in a way that is fair but makes everyone cognizant of what is and isn’t acceptable.

3. Get me excited. About the company, about the product, about the job, about a project. Just get them excited.

4. Don’t forget to praise me. Motivate employees by leveraging their strengths, not harping on their weaknesses.

5. Don’t scare me. They really don’t need to know about everything that worries you. They respect that you trust them, but you are the boss. And don’t lose your temper at meetings because they didn’t meet your expectations. It’s often not productive. Fairness and consistency are important mainstays.

6. Impress me. Strong leaders impress their staffs in a variety of ways. Yes, some are great examples of management, but others are bold and courageous, and still others are creative and smart. Strong leaders bring strength to an organization by providing a characteristic that others don’t have and the company sorely needs.

7. Give me some autonomy. Give them something interesting to work on. Trust them with opportunity.

8. Set me up to win. Nobody wants to fail. Indecisive leaders who keep people in the wrong roles, set unrealistic goals, keep unproductive team members, or change direction unfairly just frustrate everybody and make people feel defeated.

Your job is to make it practical for people to succeed. When you do this, everybody wins.

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Some Basic questions about Oracle Applications

Here are questions asked by One of the reader, Please share your thought, I am sure these are fundamental question and we should be aware these as well many such questions clearly. do share your answers

1. Difference b/w oracle developer & oracle application user.

–Oracle Developer — It is a person/ role where one work on Technical side of ORacle application to make it fit/ available for business use. Many a times Oracle Application doesn’t fulfil all business needs , so to make application enhanced/extend , we need someone with technical know-how about tools and application. That we call Oracle Developer

Oracle Application User – this is a person/ role where one work on Application/ Business side of Oracle Applications. These are one who work as part of business itself and perform role related to business using Oracle application. Examples Customer Service Department people, Accounting Department, Fianance, Procurement Department, HR department.
2. What is the meaning of oracle applications ?

Oracle Application is a collection of modular set of feature/functioality delivery in integrated way to perform regular/generic business function.  ( do add more on this !!! )
3. Oracle -9i is oracle applcation or version?

9i is a Database Version and sometime referred with Oracle technical products other than database as well i.e. reports etc.
4. What is oracle forms?

Oracle Forms is Graphical User Interface which allow / facilitate business users to interact with applications.