Anderson School of Management Theses & Dissertations

Publication Date

1-1-1967

Abstract

One of the more important challenges facing responsible and conscientious managerial practitioners today is the identification and application of the criteria needed for effective appraisal of junior executives. The primary objective of this investigation of contemporary managerial practices relating to the appraisal of junior executives was to identify valid and reliable qualitative criteria. Focus and direction was provided by the hypothesis that there are available valid and reliable sets of qualitative criteria for effective appraisal of junior executives. The framework established for the conduct of this investigation included an attempt to define the management function and a concept of the junior executive that would be most compatible with the concepts and theories of organization that have experienced and a measure of general acceptance among managerial theoreticians whose work has had the opportunity to influences contemporary practitioners. The concept of management which influenced and gave direction to the investigation was based largely on the idea that the modern manager must not only be technically competent in his executive functions, he must also be able to effectively interact with associates and comprehend and integrate the various organizational entities and functions. The concept recognized and emphasized the importance of mutual stimulation and mutual trust and confidence in the formal functions of the tasks accomplished as well as fulfilling the social and egoistic needs of the junior executive. It also recognized the value of participative and consultive leadership in establishing an environment in which these factors may be operative. The approach used included an attempt to identify and define those individual junior executive qualities and characteristics which would or should be the most valuable and essential in supporting this managerial concept. In an effort to reduce to serviceable proportions the many professional and personal qualities which may most effectively contribute to the efficient functioning of the modern firm whose motives and objectives extend beyond the simple maximization of profit, a model was developed which would both facilitate visualization of these complex characteristics and provide a basis for making an evaluation of their value and use as elements of appraisal. A preliminary survey of the literature gave substance to the model in that the previous work done in the areas of appraisal, management and the behavioral sciences suggested the various professional and personal qualities that were introduced into the model and subsequently became the basis for the major portion of the questionnaire used in the empirical portion of the research. The survey of the previous work also suggested the supporting elements of the questionnaire which were designed to validate the type, extent and methods of use of the various professional and personal qualities that are the basis of criteria for appraisal. The responses to the questionnaire from some of the largest and most successful (by economic standards) organizations used in conjecture with the findings of the preliminary survey made possible some enlightening conclusions relative to the hypothesis. In general, these conclusions fail to support the hypothesis that there are valid and reliable sets of qualitative criteria for appraisal of junior executives. These conclusions demonstrate that universal agreement on how, as well as, by what standards junior executives should be evaluated is yet to be achieved. Of the varied reasons for this revealed by the investigation, the most fundamental seems to be the basic differences in managerial philosophy that persist in the upper levels of the managerial hierarchies. The time laps that that apparently exists between the discoveries of the managerial theoreticians and their influence on some of the upper echelons of contemporary management suggests that most of the exposure to the major advances which have occurred during the past two to three decades has been limited to a large extent to the generation of managers who are just now beginning to assume positions of influence in the shaping of organizational policy and philosophy. There are apparently many who subscribe to the dogma that it is performance and results that count, that the incentive of economic reward should provide adequate motivation and that it is sufficient for the junior executive to limit his attention to the task to be performed. The constraints imposed on criteria for appraisal were also found to indicate the differences in ability and the attitudes of the executives who must make evaluations and their differing concepts of value. There are problems in distinguishing between performance and potential and a reluctance or inability of raters to deal explicitly with personal qualities. There was also found to be a lack of use of adequate focal points of mutual understanding and expectations. Although the investigation was unable to support the hypothesis, it did suggest some broad requisites for effective appraisal of junior executives which were supported by both many theoreticians and a number of responding managers who recognize the need for suitable criteria and are making continued efforts to improve both their criteria and methods of application. These requisites are incorporated in the thesis as suggested essentials for an appraisal system whose criteria will achieve the best long-range results in terms of identifying truly effective managers.

Language

English

Document Type

Thesis

Degree Name

Master of Business Administration (MBA)

Level of Degree

Masters

Department Name

Anderson School of Management

First Committee Member

Walter Gregory O'Donnell

Second Committee Member

Ralph Lemon Edgel

Third Committee Member

Howard Vivian Finston

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