Person demotivated by evaluation - Fault tree analysis diagram

"Subjective performance evaluation allows the use of a subtler, more balanced assessment of employee performance, and is typically used for more complex jobs where comprehensive objective measures are difficult to specify and/ or measure. Whilst often the only feasible method, the attendant problems with subjective performance evaluation have resulted in a variety of incentive structures and supervisory schemes. One problem, for example, is that supervisors may under-report performance in order to save on wages, if they are in some way residual claimants, or perhaps rewarded on the basis of cost savings. This tendency is of course to some extent offset by the danger of retaliation and/ or demotivation of the employee, if the supervisor is responsible for that employee’s output. ...
Another problem relates to what is known as the "compression of ratings". Two related influences—centrality bias, and leniency bias—have been documented ... The former results from supervisors being reluctant to distinguish critically between workers (perhaps for fear of destroying team spirit), while the latter derives from supervisors being averse to offering poor ratings to subordinates, especially where these ratings are used to determine pay, not least because bad evaluations may be demotivating rather than motivating. However, these biases introduce noise into the relationship between pay and effort, reducing the incentive effect of performance-related pay. ... this is the reason for the common separation of evaluations and pay, with evaluations primarily used to allocate training.
Finally, while the problem of compression of ratings originates on the supervisor-side, related effects occur when workers actively attempt to influence the appraisals supervisors give, either by influencing the performance information going to the supervisor: multitasking (focussing on the more visibly productive activities...), or by working “too hard” to signal worker quality or create a good impression...; or by influencing the evaluation of it, e.g., by "currying influence"... or by outright bribery..." [Principal–agent problem. Wikipedia]
The example "Person demotivated by evaluation - Fault tree analysis diagram" was created using the ConceptDraw PRO diagramming and vector drawing software extended with the Fault Tree Analysis Diagrams solution from the Engineering area of ConceptDraw Solution Park.

This arrow loop diagram sample was created on the base of the figure illustrating the webpage "Safe Roads for a Safer Future A Joint Safety Strategic Plan" from the website of US Department of Transportation - Federal Highway Administration (FHWA) Office of Safety.
"STRATEGIC PLANNING CYCLE.
After the safety units issue the SSP, they will identify and prioritize strategies to support the established goals. Many strategies will originate in existing roadmaps or in other program planning activities. The safety units will also use this information when developing their Unit Performance Plans and individual performance plans. Teams within each safety unit will carry out projects and activities to support identified strategies and achieve the SSP goals.
The SSP process also includes continuous performance monitoring and evaluation through which the safety units will review past accomplishments against the established goals, consider how well strategies are implemented, assess progress toward goals, identify risks, consider changes in the environment, and discuss future strategic direction. As a part of the evaluation process, the three safety units will recognize achievements and discuss the need for adjustments. Figure ... shows the strategic planning cycle.
The safety units will update the SSP every 3 to 5 years using input from a variety of sources, including evaluations, safety trends, and legislative changes." [safety.fhwa.dot.gov/ ssp/ ]
The arrow loop diagram example "Strategic planning cycle" was created using the ConceptDraw PRO diagramming and vector drawing software extended with the Target and Circular Diagrams solution from the Marketing area of ConceptDraw Solution Park.
www.conceptdraw.com/ solution-park/ marketing-target-and-circular-diagrams

The PERT chart shows the logical connections and consequence of a set of tasks. PERT charts the time period for problem solving and the implementation plan for all activities along the critical path. The PERT chart is also known as a precedence diagram or project network diagram.
"The Program (or Project) Evaluation and Review Technique, commonly abbreviated PERT, is a statistical tool, used in project management, that is designed to analyze and represent the tasks involved in completing a given project. ...
PERT is a method to analyze the involved tasks in completing a given project, especially the time needed to complete each task, and to identify the minimum time needed to complete the total project.
PERT was developed primarily to simplify the planning and scheduling of large and complex projects. ...
A network diagram can be created by hand or by using diagram software. There are two types of network diagrams, activity on arrow (AOA) and activity on node (AON). Activity on node diagrams are generally easier to create and interpret." [Program Evaluation and Review Technique. Wikipedia]
The PERT chart is one of the Seven Management and Planning Tools (7 MP tools, Seven New Quality Tools).
The PERT chart template for the ConceptDraw PRO diagramming and vector drawing software is included in the solution "Seven Management and Planning Tools" from the Management area of ConceptDraw Solution Park.