Does salary discussion hurt the developmental performance appraisal?

HR Professionals' beliefs about effective human resource practices: correspondence between research and practice

“…New companies that placed a high value on their employees (as coded from prospectuses) and that included high levels of organizational-performance-based pay had dramatically higher five-year survival rates (92%) than those who were low on both dimensions (34%: . In a field study of nine different sites, Prince & Lawler (1986) found that salary discussions had positive rather than negative effects on employee attitudes and subsequent performance improvement. In addition, the positive effects were strongest for those with lower initial performance and where initial perceptions of performance were most discrepant between supervisors and employees.…”

The impact of the perceived purpose of electronic performance monitoring on an array of attitudinal variables

“…The developmental purpose for performance appraisal involves within-individual comparisons, such as performance feedback, training needs, transfers, job assignments, and identification of strengths and weaknesses (Cleveland, Murphy, & Williams, 1989). There has been a long-standing debate in the human resource management literature concerning the tensions or perceived incompatibility of administrative and developmental appraisal purposes (Boswell & Boudreau, 2002;Meyer, Kay, & French, 1965;Prince & Lawler, 1986).…”

Constructive Performance Appraisal Feedback for Healthcare Employees

“…For instance, career issues are usually near the top of the list of appraisal. Traditional wisdom holds that sessions assessing performance related to merit pay should be separate from discussions related to future growth and development (Wexley 1986) although this assumption has been challenged (Prince and Lawler 1986). In practice, however, most organizations in the United States and Canada still combine feedback sessions concerning salary action assessment with motivational and developmental appraisal.…”