Value of Performance Evaluations
Some people think of the performance evaluation as little more than a waste of time. They believe that given that they are mandatory and generally completed in a relatively short period of time, performance evaluations fail to capture an employee’s true performance or give the employee meaningful feedback that would enable him or her to improve performance. As a result, many have suggested that the performance evaluation process be eliminated or significantly changed. These criticisms of the performance evaluation process might lead some to the conclusion that performance evaluations have no use or value. However, there are several reasons that such a conclusion is premature.
Examining this problem is appropriate because employers need to have a way to assess their workforce. It is well-established that employee productivity, job satisfaction, efficiency, and attitude can all have a tremendous impact on an organization’s output, and, therefore, on profitability. However, it can be difficult to assess those different aspects of an employee’s work contributions on a daily basis. Sometimes those employees who are seemingly always busy are the ones who are the least productive, while other employees may engage in a sufficient amount of work and encourage team building without ever drawing attention to themselves. Ideally, the performance evaluation process allows a manager or supervisor to spend a significant amount of time focuses on a particular employee’s performance, so that the manager can assess strengths and weaknesses in that employee’s performance. Moreover, the performance evaluation should provide an opportunity for coaching; it is not enough to inform an employee that his performance in a certain area fails to meet the organization’s standards; a good performance evaluation should then focus on how the employee can change behavior to meet standards.
The problem is an important one because organizations need to have a way of assessing whether their employees are contributing meaningfully to the organizations. Moreover, they need to have a process that measures real performance. The criticisms of the traditional performance evaluation include charges that these evaluations are so generic that they do not provide meaningful insight into an employee’s strengths or weaknesses. Instead, because they are generic, they simply provide an overview of the manager or supervisor’s impression of an employee’s capabilities. This does not provide the organization with sufficient information about the employee to make decisions about promotions, career paths, and additional required training. Furthermore, it does not provide the opportunity for sufficient coaching, which can aid the individual. Therefore, a meaningful evaluation process would be helpful for employers and employees.
This research paper will examine the modern employee performance evaluation. It will examine current research about employee performance evaluations, focusing on those who critique the process as well as those who praise the process. It will look at some of the criticisms in the modern process and what changes may need to be made in the current evaluation procedure in order to make evaluations more meaningful. It seeks to answer the following to questions: 1) What is the use and value of the employee performance evaluation process; and 2) What can be done to enhance the utility of performance evaluations?
Methodology
This research paper will be a review of the literature. Literature reviews can be a very complex research methodology because the researcher has to be able to assess the merit of sources used in the research before using those sources. In an area like human resources, there is so much research available that it can be difficult to focus on quality research and avoid research that was clearly tailored to meet a particular agenda. In order to find resources, the researcher engaged in a basic Google search using the search term “the use and value of performance evaluations.” From those initial search results, the researcher skimmed a number of articles, and then selected an article from a peer-reviewed journal, which had sufficient evidence to support the author’s perspective, did not show bias, used a scientifically appropriate research methodology, and presented information arguing against the author’s conclusion as well as information that supported that conclusion. The researcher used that references list in that work as a starting point for the examination of other sources; this process was repeated a number of times until the researcher had sufficient information to write the research paper.
Analysis and Discussion
With all of the problems with performance evaluations, some people may be left asking, “Why measure performance?” (Behn, 2003). There are a variety of different possible answers to that question, but it comes down to the fact that, “measuring performance is good. But how do we know it is good? Because business firms all measure their performance and everyone knows that the private sector is managed better than the public sector” (Behn, 2003). Performance measurements help encourage efficiency. However, knowing why one should measure performance does not suggest what kind of performance should they measure, how should they measure it, and what should they do with these measurements?” (Behn, 2003). There is considerable disagreement about these different questions.
Intended Use of Performance Appraisals
In order to determine if performance appraisals are effective, one needs to consider what performance appraisals are intended to do. Many people believe that performance appraisals are only intended to provide top-down assessment of employee performance. However, “performance appraisal is intended to engage, align, and coalesce individual and group effort to continually improve overall organizational mission accomplishment. It provides a basis for identifying and correcting disparities in performance. Thus, it is activities oriented” (Grubb, 2007). An activities orientation means that performance appraisal does not focus on an employee’s personality but on how the employee complies with work expectations. Therefore, the performance appraisal not only provides an opportunity for evaluating performance, but also for assessing the rewards an employee receives for compliance, such as pay raises, as well as identifying training needs. “It also may provide the basis for other personnel actions which typically include: (1) performance pay, (2) training and career development, (3)
promotion and placement, (4) recognition and rewards, (5) disciplinary actions, and (6)
identifying selection criteria” (Grubb, 2007).
Encouraging Employee Change
Clearly, one of the goals of the evaluation process is to try to encourage employee change in order to enhance workplace efficiency. “The primary task of management is to get people to work together in a systematic way. Like orchestra conductors, managers direct the talents and actions of various players to produce a desired result. It’s a complicated job, and it becomes much more so when managers are trying to get people to change, rather than continue with the status quo. Even the best CEOs can stumble in their attempts to encourage people to work together toward a new corporate goal” (Christensen et al., 2006). The problem with this approach is that when people are encouraged to change, they may feel as if they are a problem, rather than examining whether it is simply a matter of behavior.
Compensation
Focusing on the compensation aspect of the employee performance review procedure reveals something interesting about American financial ideals in the workplace. “Two commonly held American beliefs are that that an individual’s pay should directly reflect the performance and contributions made, and that money motivates improved performance. Many organizations act on these beliefs by tying individual pay increases to their performance ratings following annual review” (Grubb, 2007). However, even exceptional employees face limits in their possible pay increases, which may make it difficult to truly reward exceptional performance. This is particularly true when an organization’s financial resources are strained. Therefore, while the financial aspects of performance reviews may have the goal of rewarding exceptional work behavior, “it turns out that it while the objective is noble, the way it is pursued causes widespread difficulties”(Grubb, 2007).
Employee Perceptions of Performance Appraisals
Performance appraisals are often completed in a compressed amount of time, with the supervisor evaluating the employee on a very limited amount of work rather than focusing on the employee’s work as a whole. Moreover, while employees are often given the opportunity to contest particular parts of the evaluation process, they often have little opportunity for input. This places employees at the mercy of managers and supervisors, who may not actually be sufficiently skilled at their jobs to engage in adequate evaluations. Therefore, it is important to consider employee reactions to the appraisal process. “Employee reactions to the performance appraisal (PA) process have been identified as a potentially important influence on employee acceptance of the performance appraisal process. One such reaction is the perceived fairness of the performance appraisal experience. Previous studies have tended to focus on single aspects of the PA process that impact on PA fairness (Kavanaugh et al., 2007). The perception of fairness depends on a number of factors including the employee’s ability to participate in the evaluation process, how the employee feels about the supervisor, and how much the employee knows about the evaluation process (Kavanaugh et al., 2007).
What the above makes clear is that performance appraisals are not conducted in a vacuum. Instead, they are context-dependent, so that employee perception of the evaluation process depends upon the larger work environment. This is critical because employee response to the appraisal process is now considered an important component of the evaluation process., “Research has broadened the traditional conceptualization of performance appraisal effectiveness to include and emphasize ratee reactions. Second, the influence that the feedback environment or feedback culture has on performance appraisal outcomes is an especially recent focus that seems to have both theoretical and applied implications” (Levy & Williams, 2004).
Emerging Components in Performance Evaluation Research
Performance evaluations and the research surrounding them historically focused on supervisor perceptions. Recent changes have begun examining employee response to the evaluations, which has helped develop what is known about performance evaluations. One can expect this field to continue to develop. “There appears to be a reasonably large set of distal variables such as technology, HR strategies, and economic conditions that are potentially important for understanding the appraisal process, but which have received very little research attention” (Levy & Williams, 2004).
The Value of the Employee Performance Evaluation Process
The employee performance evaluation process is useful for management and employees. It allows managers to assess employee compliance with job expectation, identify areas for employee training, and assess who needs raises. The process is also important for employees, because, when done properly, the evaluation process should lead to coaching and career development. Rather than focusing solely on an employee’s weaknesses, the evaluation process should encourage an employee’s strengths and help the employee develop strategies for dealing with workplace challenges.
Conclusions and Recommendations
While the employee performance review procedure can present a number of problems for employees and employers, it can be an invaluable tool when done properly. The largest issue identified in the research seems to be the use of routine cookie-cutter evaluations that fail to consider each employee as an individual and do not allow sufficient opportunities for employee input into the evaluation process. Therefore, it is clear that the standard evaluation process is failing to live up to the potential of what an evaluation can and should do for the employer and employee. The first recommendation is to look at the overall culture of the organization before determining what type of evaluation should be used. This includes a consideration of which managers and supervisors should be in charge of the evaluation process, as well as the level of employee involvement in the procedure, and the avenues that an employee has to challenge employee reviews. The next recommendation is to ensure that an evaluation includes remedial steps to help an employee conquer problem areas. In some instances, this may require employee-sponsored job training, while, in other circumstances, it may be sufficient to simply tell the employee what changes need to be made. All of these considerations will depend upon context, making it clear that context is a critical factor in performance evaluations.
Future researchers need to focus on the element of context. It is clear that different organizations should use different approaches to employee evaluations. Knowing the correct evaluation tool for a specific organization seems to be an effective way to ensure that the evaluations add value to an organization. Therefore, research that identifies the type of evaluations that are best for different types of organizations would be helpful.
References
Behn, R.O. (2003). Why measure performance? Different purposes require different measures. Public Administration Review, 63 (5), 586-606.
Christensen, C.M., Marx, M., & Stevenson, H.H. (2006). The tools of cooperation and change. Harvard Business Review, 84 (10), 76.
Grubb, T. (2007). Performance appraisal reappraised: It’s not all positive. Journal of Human
Resource Education, 1(1), 1-22.
Kavanaugh, P., Benson, J., & Brown, M. (2007). Understanding performance appraisal fairness.
Asia Pacific Journal of Human Resources, 45(2), 132-150. doi:10.1177/1038411107079108
Levy, P. & Williams, J. (2004). The social context of performance appraisal: A review and framework for the future. Journal of Management, 30(6), 881-905. doi:10.1016/j.jm.2004.06.005
Are you busy and do not have time to handle your assignment? Are you scared that your paper will not make the grade? Do you have responsibilities that may hinder you from turning in your assignment on time? Are you tired and can barely handle your assignment? Are your grades inconsistent?
Whichever your reason is, it is valid! You can get professional academic help from our service at affordable rates. We have a team of professional academic writers who can handle all your assignments.
Students barely have time to read. We got you! Have your literature essay or book review written without having the hassle of reading the book. You can get your literature paper custom-written for you by our literature specialists.
Do you struggle with finance? No need to torture yourself if finance is not your cup of tea. You can order your finance paper from our academic writing service and get 100% original work from competent finance experts.
Computer science is a tough subject. Fortunately, our computer science experts are up to the match. No need to stress and have sleepless nights. Our academic writers will tackle all your computer science assignments and deliver them on time. Let us handle all your python, java, ruby, JavaScript, php , C+ assignments!
While psychology may be an interesting subject, you may lack sufficient time to handle your assignments. Don’t despair; by using our academic writing service, you can be assured of perfect grades. Moreover, your grades will be consistent.
Engineering is quite a demanding subject. Students face a lot of pressure and barely have enough time to do what they love to do. Our academic writing service got you covered! Our engineering specialists follow the paper instructions and ensure timely delivery of the paper.
In the nursing course, you may have difficulties with literature reviews, annotated bibliographies, critical essays, and other assignments. Our nursing assignment writers will offer you professional nursing paper help at low prices.
Truth be told, sociology papers can be quite exhausting. Our academic writing service relieves you of fatigue, pressure, and stress. You can relax and have peace of mind as our academic writers handle your sociology assignment.
We take pride in having some of the best business writers in the industry. Our business writers have a lot of experience in the field. They are reliable, and you can be assured of a high-grade paper. They are able to handle business papers of any subject, length, deadline, and difficulty!
We boast of having some of the most experienced statistics experts in the industry. Our statistics experts have diverse skills, expertise, and knowledge to handle any kind of assignment. They have access to all kinds of software to get your assignment done.
Writing a law essay may prove to be an insurmountable obstacle, especially when you need to know the peculiarities of the legislative framework. Take advantage of our top-notch law specialists and get superb grades and 100% satisfaction.
We have highlighted some of the most popular subjects we handle above. Those are just a tip of the iceberg. We deal in all academic disciplines since our writers are as diverse. They have been drawn from across all disciplines, and orders are assigned to those writers believed to be the best in the field. In a nutshell, there is no task we cannot handle; all you need to do is place your order with us. As long as your instructions are clear, just trust we shall deliver irrespective of the discipline.
Our essay writers are graduates with bachelor's, masters, Ph.D., and doctorate degrees in various subjects. The minimum requirement to be an essay writer with our essay writing service is to have a college degree. All our academic writers have a minimum of two years of academic writing. We have a stringent recruitment process to ensure that we get only the most competent essay writers in the industry. We also ensure that the writers are handsomely compensated for their value. The majority of our writers are native English speakers. As such, the fluency of language and grammar is impeccable.
There is a very low likelihood that you won’t like the paper.
Not at all. All papers are written from scratch. There is no way your tutor or instructor will realize that you did not write the paper yourself. In fact, we recommend using our assignment help services for consistent results.
We check all papers for plagiarism before we submit them. We use powerful plagiarism checking software such as SafeAssign, LopesWrite, and Turnitin. We also upload the plagiarism report so that you can review it. We understand that plagiarism is academic suicide. We would not take the risk of submitting plagiarized work and jeopardize your academic journey. Furthermore, we do not sell or use prewritten papers, and each paper is written from scratch.
You determine when you get the paper by setting the deadline when placing the order. All papers are delivered within the deadline. We are well aware that we operate in a time-sensitive industry. As such, we have laid out strategies to ensure that the client receives the paper on time and they never miss the deadline. We understand that papers that are submitted late have some points deducted. We do not want you to miss any points due to late submission. We work on beating deadlines by huge margins in order to ensure that you have ample time to review the paper before you submit it.
We have a privacy and confidentiality policy that guides our work. We NEVER share any customer information with third parties. Noone will ever know that you used our assignment help services. It’s only between you and us. We are bound by our policies to protect the customer’s identity and information. All your information, such as your names, phone number, email, order information, and so on, are protected. We have robust security systems that ensure that your data is protected. Hacking our systems is close to impossible, and it has never happened.
You fill all the paper instructions in the order form. Make sure you include all the helpful materials so that our academic writers can deliver the perfect paper. It will also help to eliminate unnecessary revisions.
Proceed to pay for the paper so that it can be assigned to one of our expert academic writers. The paper subject is matched with the writer’s area of specialization.
You communicate with the writer and know about the progress of the paper. The client can ask the writer for drafts of the paper. The client can upload extra material and include additional instructions from the lecturer. Receive a paper.
The paper is sent to your email and uploaded to your personal account. You also get a plagiarism report attached to your paper.
GET A PERFECT SCORE!!! 
Value of Performance Evaluations
Some people think of the performance evaluation as little more than a waste of time. They believe that given that they are mandatory and generally completed in a relatively short period of time, performance evaluations fail to capture an employee’s true performance or give the employee meaningful feedback that would enable him or her to improve performance. As a result, many have suggested that the performance evaluation process be eliminated or significantly changed. These criticisms of the performance evaluation process might lead some to the conclusion that performance evaluations have no use or value. However, there are several reasons that such a conclusion is premature.
Examining this problem is appropriate because employers need to have a way to assess their workforce. It is well-established that employee productivity, job satisfaction, efficiency, and attitude can all have a tremendous impact on an organization’s output, and, therefore, on profitability. However, it can be difficult to assess those different aspects of an employee’s work contributions on a daily basis. Sometimes those employees who are seemingly always busy are the ones who are the least productive, while other employees may engage in a sufficient amount of work and encourage team building without ever drawing attention to themselves. Ideally, the performance evaluation process allows a manager or supervisor to spend a significant amount of time focuses on a particular employee’s performance, so that the manager can assess strengths and weaknesses in that employee’s performance. Moreover, the performance evaluation should provide an opportunity for coaching; it is not enough to inform an employee that his performance in a certain area fails to meet the organization’s standards; a good performance evaluation should then focus on how the employee can change behavior to meet standards.
The problem is an important one because organizations need to have a way of assessing whether their employees are contributing meaningfully to the organizations. Moreover, they need to have a process that measures real performance. The criticisms of the traditional performance evaluation include charges that these evaluations are so generic that they do not provide meaningful insight into an employee’s strengths or weaknesses. Instead, because they are generic, they simply provide an overview of the manager or supervisor’s impression of an employee’s capabilities. This does not provide the organization with sufficient information about the employee to make decisions about promotions, career paths, and additional required training. Furthermore, it does not provide the opportunity for sufficient coaching, which can aid the individual. Therefore, a meaningful evaluation process would be helpful for employers and employees.
This research paper will examine the modern employee performance evaluation. It will examine current research about employee performance evaluations, focusing on those who critique the process as well as those who praise the process. It will look at some of the criticisms in the modern process and what changes may need to be made in the current evaluation procedure in order to make evaluations more meaningful. It seeks to answer the following to questions: 1) What is the use and value of the employee performance evaluation process; and 2) What can be done to enhance the utility of performance evaluations?
Methodology
This research paper will be a review of the literature. Literature reviews can be a very complex research methodology because the researcher has to be able to assess the merit of sources used in the research before using those sources. In an area like human resources, there is so much research available that it can be difficult to focus on quality research and avoid research that was clearly tailored to meet a particular agenda. In order to find resources, the researcher engaged in a basic Google search using the search term “the use and value of performance evaluations.” From those initial search results, the researcher skimmed a number of articles, and then selected an article from a peer-reviewed journal, which had sufficient evidence to support the author’s perspective, did not show bias, used a scientifically appropriate research methodology, and presented information arguing against the author’s conclusion as well as information that supported that conclusion. The researcher used that references list in that work as a starting point for the examination of other sources; this process was repeated a number of times until the researcher had sufficient information to write the research paper.
Analysis and Discussion
With all of the problems with performance evaluations, some people may be left asking, “Why measure performance?” (Behn, 2003). There are a variety of different possible answers to that question, but it comes down to the fact that, “measuring performance is good. But how do we know it is good? Because business firms all measure their performance and everyone knows that the private sector is managed better than the public sector” (Behn, 2003). Performance measurements help encourage efficiency. However, knowing why one should measure performance does not suggest what kind of performance should they measure, how should they measure it, and what should they do with these measurements?” (Behn, 2003). There is considerable disagreement about these different questions.
Intended Use of Performance Appraisals
In order to determine if performance appraisals are effective, one needs to consider what performance appraisals are intended to do. Many people believe that performance appraisals are only intended to provide top-down assessment of employee performance. However, “performance appraisal is intended to engage, align, and coalesce individual and group effort to continually improve overall organizational mission accomplishment. It provides a basis for identifying and correcting disparities in performance. Thus, it is activities oriented” (Grubb, 2007). An activities orientation means that performance appraisal does not focus on an employee’s personality but on how the employee complies with work expectations. Therefore, the performance appraisal not only provides an opportunity for evaluating performance, but also for assessing the rewards an employee receives for compliance, such as pay raises, as well as identifying training needs. “It also may provide the basis for other personnel actions which typically include: (1) performance pay, (2) training and career development, (3)
promotion and placement, (4) recognition and rewards, (5) disciplinary actions, and (6)
identifying selection criteria” (Grubb, 2007).
Encouraging Employee Change
Clearly, one of the goals of the evaluation process is to try to encourage employee change in order to enhance workplace efficiency. “The primary task of management is to get people to work together in a systematic way. Like orchestra conductors, managers direct the talents and actions of various players to produce a desired result. It’s a complicated job, and it becomes much more so when managers are trying to get people to change, rather than continue with the status quo. Even the best CEOs can stumble in their attempts to encourage people to work together toward a new corporate goal” (Christensen et al., 2006). The problem with this approach is that when people are encouraged to change, they may feel as if they are a problem, rather than examining whether it is simply a matter of behavior.
Compensation
Focusing on the compensation aspect of the employee performance review procedure reveals something interesting about American financial ideals in the workplace. “Two commonly held American beliefs are that that an individual’s pay should directly reflect the performance and contributions made, and that money motivates improved performance. Many organizations act on these beliefs by tying individual pay increases to their performance ratings following annual review” (Grubb, 2007). However, even exceptional employees face limits in their possible pay increases, which may make it difficult to truly reward exceptional performance. This is particularly true when an organization’s financial resources are strained. Therefore, while the financial aspects of performance reviews may have the goal of rewarding exceptional work behavior, “it turns out that it while the objective is noble, the way it is pursued causes widespread difficulties”(Grubb, 2007).
Employee Perceptions of Performance Appraisals
Performance appraisals are often completed in a compressed amount of time, with the supervisor evaluating the employee on a very limited amount of work rather than focusing on the employee’s work as a whole. Moreover, while employees are often given the opportunity to contest particular parts of the evaluation process, they often have little opportunity for input. This places employees at the mercy of managers and supervisors, who may not actually be sufficiently skilled at their jobs to engage in adequate evaluations. Therefore, it is important to consider employee reactions to the appraisal process. “Employee reactions to the performance appraisal (PA) process have been identified as a potentially important influence on employee acceptance of the performance appraisal process. One such reaction is the perceived fairness of the performance appraisal experience. Previous studies have tended to focus on single aspects of the PA process that impact on PA fairness (Kavanaugh et al., 2007). The perception of fairness depends on a number of factors including the employee’s ability to participate in the evaluation process, how the employee feels about the supervisor, and how much the employee knows about the evaluation process (Kavanaugh et al., 2007).
What the above makes clear is that performance appraisals are not conducted in a vacuum. Instead, they are context-dependent, so that employee perception of the evaluation process depends upon the larger work environment. This is critical because employee response to the appraisal process is now considered an important component of the evaluation process., “Research has broadened the traditional conceptualization of performance appraisal effectiveness to include and emphasize ratee reactions. Second, the influence that the feedback environment or feedback culture has on performance appraisal outcomes is an especially recent focus that seems to have both theoretical and applied implications” (Levy & Williams, 2004).
Emerging Components in Performance Evaluation Research
Performance evaluations and the research surrounding them historically focused on supervisor perceptions. Recent changes have begun examining employee response to the evaluations, which has helped develop what is known about performance evaluations. One can expect this field to continue to develop. “There appears to be a reasonably large set of distal variables such as technology, HR strategies, and economic conditions that are potentially important for understanding the appraisal process, but which have received very little research attention” (Levy & Williams, 2004).
The Value of the Employee Performance Evaluation Process
The employee performance evaluation process is useful for management and employees. It allows managers to assess employee compliance with job expectation, identify areas for employee training, and assess who needs raises. The process is also important for employees, because, when done properly, the evaluation process should lead to coaching and career development. Rather than focusing solely on an employee’s weaknesses, the evaluation process should encourage an employee’s strengths and help the employee develop strategies for dealing with workplace challenges.
Conclusions and Recommendations
While the employee performance review procedure can present a number of problems for employees and employers, it can be an invaluable tool when done properly. The largest issue identified in the research seems to be the use of routine cookie-cutter evaluations that fail to consider each employee as an individual and do not allow sufficient opportunities for employee input into the evaluation process. Therefore, it is clear that the standard evaluation process is failing to live up to the potential of what an evaluation can and should do for the employer and employee. The first recommendation is to look at the overall culture of the organization before determining what type of evaluation should be used. This includes a consideration of which managers and supervisors should be in charge of the evaluation process, as well as the level of employee involvement in the procedure, and the avenues that an employee has to challenge employee reviews. The next recommendation is to ensure that an evaluation includes remedial steps to help an employee conquer problem areas. In some instances, this may require employee-sponsored job training, while, in other circumstances, it may be sufficient to simply tell the employee what changes need to be made. All of these considerations will depend upon context, making it clear that context is a critical factor in performance evaluations.
Future researchers need to focus on the element of context. It is clear that different organizations should use different approaches to employee evaluations. Knowing the correct evaluation tool for a specific organization seems to be an effective way to ensure that the evaluations add value to an organization. Therefore, research that identifies the type of evaluations that are best for different types of organizations would be helpful.
References
Behn, R.O. (2003). Why measure performance? Different purposes require different measures. Public Administration Review, 63 (5), 586-606.
Christensen, C.M., Marx, M., & Stevenson, H.H. (2006). The tools of cooperation and change. Harvard Business Review, 84 (10), 76.
Grubb, T. (2007). Performance appraisal reappraised: It’s not all positive. Journal of Human
Resource Education, 1(1), 1-22.
Kavanaugh, P., Benson, J., & Brown, M. (2007). Understanding performance appraisal fairness.
Asia Pacific Journal of Human Resources, 45(2), 132-150. doi:10.1177/1038411107079108
Levy, P. & Williams, J. (2004). The social context of performance appraisal: A review and framework for the future. Journal of Management, 30(6), 881-905. doi:10.1016/j.jm.2004.06.005
Are you busy and do not have time to handle your assignment? Are you scared that your paper will not make the grade? Do you have responsibilities that may hinder you from turning in your assignment on time? Are you tired and can barely handle your assignment? Are your grades inconsistent?
Whichever your reason is, it is valid! You can get professional academic help from our service at affordable rates. We have a team of professional academic writers who can handle all your assignments.
Students barely have time to read. We got you! Have your literature essay or book review written without having the hassle of reading the book. You can get your literature paper custom-written for you by our literature specialists.
Do you struggle with finance? No need to torture yourself if finance is not your cup of tea. You can order your finance paper from our academic writing service and get 100% original work from competent finance experts.
Computer science is a tough subject. Fortunately, our computer science experts are up to the match. No need to stress and have sleepless nights. Our academic writers will tackle all your computer science assignments and deliver them on time. Let us handle all your python, java, ruby, JavaScript, php , C+ assignments!
While psychology may be an interesting subject, you may lack sufficient time to handle your assignments. Don’t despair; by using our academic writing service, you can be assured of perfect grades. Moreover, your grades will be consistent.
Engineering is quite a demanding subject. Students face a lot of pressure and barely have enough time to do what they love to do. Our academic writing service got you covered! Our engineering specialists follow the paper instructions and ensure timely delivery of the paper.
In the nursing course, you may have difficulties with literature reviews, annotated bibliographies, critical essays, and other assignments. Our nursing assignment writers will offer you professional nursing paper help at low prices.
Truth be told, sociology papers can be quite exhausting. Our academic writing service relieves you of fatigue, pressure, and stress. You can relax and have peace of mind as our academic writers handle your sociology assignment.
We take pride in having some of the best business writers in the industry. Our business writers have a lot of experience in the field. They are reliable, and you can be assured of a high-grade paper. They are able to handle business papers of any subject, length, deadline, and difficulty!
We boast of having some of the most experienced statistics experts in the industry. Our statistics experts have diverse skills, expertise, and knowledge to handle any kind of assignment. They have access to all kinds of software to get your assignment done.
Writing a law essay may prove to be an insurmountable obstacle, especially when you need to know the peculiarities of the legislative framework. Take advantage of our top-notch law specialists and get superb grades and 100% satisfaction.
We have highlighted some of the most popular subjects we handle above. Those are just a tip of the iceberg. We deal in all academic disciplines since our writers are as diverse. They have been drawn from across all disciplines, and orders are assigned to those writers believed to be the best in the field. In a nutshell, there is no task we cannot handle; all you need to do is place your order with us. As long as your instructions are clear, just trust we shall deliver irrespective of the discipline.
Our essay writers are graduates with bachelor's, masters, Ph.D., and doctorate degrees in various subjects. The minimum requirement to be an essay writer with our essay writing service is to have a college degree. All our academic writers have a minimum of two years of academic writing. We have a stringent recruitment process to ensure that we get only the most competent essay writers in the industry. We also ensure that the writers are handsomely compensated for their value. The majority of our writers are native English speakers. As such, the fluency of language and grammar is impeccable.
There is a very low likelihood that you won’t like the paper.
Not at all. All papers are written from scratch. There is no way your tutor or instructor will realize that you did not write the paper yourself. In fact, we recommend using our assignment help services for consistent results.
We check all papers for plagiarism before we submit them. We use powerful plagiarism checking software such as SafeAssign, LopesWrite, and Turnitin. We also upload the plagiarism report so that you can review it. We understand that plagiarism is academic suicide. We would not take the risk of submitting plagiarized work and jeopardize your academic journey. Furthermore, we do not sell or use prewritten papers, and each paper is written from scratch.
You determine when you get the paper by setting the deadline when placing the order. All papers are delivered within the deadline. We are well aware that we operate in a time-sensitive industry. As such, we have laid out strategies to ensure that the client receives the paper on time and they never miss the deadline. We understand that papers that are submitted late have some points deducted. We do not want you to miss any points due to late submission. We work on beating deadlines by huge margins in order to ensure that you have ample time to review the paper before you submit it.
We have a privacy and confidentiality policy that guides our work. We NEVER share any customer information with third parties. Noone will ever know that you used our assignment help services. It’s only between you and us. We are bound by our policies to protect the customer’s identity and information. All your information, such as your names, phone number, email, order information, and so on, are protected. We have robust security systems that ensure that your data is protected. Hacking our systems is close to impossible, and it has never happened.
You fill all the paper instructions in the order form. Make sure you include all the helpful materials so that our academic writers can deliver the perfect paper. It will also help to eliminate unnecessary revisions.
Proceed to pay for the paper so that it can be assigned to one of our expert academic writers. The paper subject is matched with the writer’s area of specialization.
You communicate with the writer and know about the progress of the paper. The client can ask the writer for drafts of the paper. The client can upload extra material and include additional instructions from the lecturer. Receive a paper.
The paper is sent to your email and uploaded to your personal account. You also get a plagiarism report attached to your paper.
GET A PERFECT SCORE!!!
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Read moreEach paper is composed from scratch, according to your instructions. It is then checked by our plagiarism-detection software. There is no gap where plagiarism could squeeze in.
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