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Performance management ethical principles have been defined by Winstanley and Stuart-Smith (1996) as follows:

  • Respect for the individual – people should be treated as ‘ends in themselves’ and not merely as ‘means to other ends’.
  • Mutual respect – the parties involved in performance management should respect each other’s needs and preoccupations.
  • Procedural fairness – the procedures incorporated in performance management should be operated fairly in ...

From

Cover of Armstrong's Handbook of Human Resource Management Practice, 13th Edition

Note

Appraisals should not be used to discriminate against employees on the basis of race, religion, age, gender, disability, marital status, pregnancy, or sexual preference.