Every organisation is more likely to know the skillset of the individual, who is a part of it through some evaluations and giving feedback. Despite, most of them are not likely to get evaluated. Causes of this problem are due to the consequences of being evaluated which include comparisons, humiliation, discouragement. Regular consulting and motivation on completion of evaluation could solve this issue.
Being evaluated is opposed by many individuals because of several reasons. Firstly, comparisons are made on the basis of the results of the evaluation. In addition, single feedback cannot decide a person's ability or skillset. For example, A worker might work for hours with commitment and contribute a lot to the organisation, but, on the evaluation day may not give his best due to some health issue. In the above situation, even though, a person works best might get negative feedback. Secondly, Humiliation due to bad results could make a bad impact on a student. To illustrate, a student is best in sports and is a below-average in studies could be humiliated by his test results by other students. Lastly, discouragement is another major factor that affects a student or employee. In some case, even though with great efforts, students or workers cannot achieve good results because of mistakes in evaluation lead to discouragement and affects them mentally.
In this case, the solution to the above problem is regular consulting and encouraging the employees once the evaluation is done and feedback is given. Moreover, Motivating and discussing about the mistakes could solve this issue. For instance, if it is a maths test and the student is weak in trigonometry can be suggested to work more on that topic.
To conclude, Although Evaluation and feedback can be useful to the organisation, many individuals are unlikely to be evaluated due to its consequences like comparisons and many more which can be easily addressed by letting the people know where they must be improved.
Every organisation is more likely to know the skillset of the individual, who is a part of it through some evaluations and giving feedback. Despite, most of them are not likely to get evaluated. Causes of this problem are due to the consequences of being evaluated which include comparisons, humiliation, discouragement. Regular consulting and motivation on completion of evaluation could solve this issue.
Being evaluated is opposed by many individuals because of several reasons. Firstly, comparisons are made on the basis of the results of the evaluation. In addition, single feedback cannot decide a person's ability or skillset. For example, A worker might work for hours with commitment and contribute a lot to the organisation, but, on the evaluation day may not give his best due to some health issue. In the above situation, even though, a person works best might get negative feedback. Secondly, Humiliation due to bad results could make a bad impact on a student. To illustrate, a student is best in sports and is a below-average in studies could be humiliated by his test results by other students. Lastly, discouragement is another major factor that affects a student or employee. In some case, even though with great efforts, students or workers cannot achieve good results because of mistakes in evaluation lead to discouragement and affects them mentally.
In this case, the solution to the above problem is regular consulting and encouraging the employees once the evaluation is done and feedback is given. Moreover, Motivating and discussing about the mistakes could solve this issue. For instance, if it is a maths test and the student is weak in trigonometry can be suggested to work more on that topic.
To conclude, Although Evaluation and feedback can be useful to the organisation, many individuals are unlikely to be evaluated due to its consequences like comparisons and many more which can be easily addressed by letting the people know where they must be improved.
Grammar and spelling errors:
Line 5, column 198, Rule ID: POSSESIVE_APOSTROPHE[1]
Message: Possible typo: apostrophe is missing. Did you mean 'persons'' or 'person's'?
Suggestion: persons'; person's
...dition, single feedback cannot decide a persons ability or skillset. For example, A wor...
^^^^^^^
Line 5, column 449, Rule ID: THE_SUPERLATIVE[4]
Message: A determiner is probably missing here: 'works the best'.
Suggestion: works the best
... above situation, even though, a person works best might get negative feedback. Secondly, ...
^^^^^^^^^^
Transition Words or Phrases used:
but, first, firstly, if, lastly, may, moreover, second, secondly, so, for example, for instance, in addition
Attributes: Values AverageValues Percentages(Values/AverageValues)% => Comments
Performance on Part of Speech:
To be verbs : 23.0 13.1623246493 175% => OK
Auxiliary verbs: 13.0 7.85571142285 165% => OK
Conjunction : 14.0 10.4138276553 134% => OK
Relative clauses : 6.0 7.30460921844 82% => OK
Pronoun: 14.0 24.0651302605 58% => OK
Preposition: 49.0 41.998997996 117% => OK
Nominalization: 19.0 8.3376753507 228% => Less nominalizations (nouns with a suffix like: tion ment ence ance) wanted.
Performance on vocabulary words:
No of characters: 1690.0 1615.20841683 105% => OK
No of words: 324.0 315.596192385 103% => OK
Chars per words: 5.21604938272 5.12529762239 102% => OK
Fourth root words length: 4.24264068712 4.20363070211 101% => OK
Word Length SD: 3.08994243414 2.80592935109 110% => OK
Unique words: 164.0 176.041082164 93% => More unique words wanted.
Unique words percentage: 0.506172839506 0.561755894193 90% => More unique words wanted or less content wanted.
syllable_count: 538.2 506.74238477 106% => OK
avg_syllables_per_word: 1.7 1.60771543086 106% => OK
A sentence (or a clause, phrase) starts by:
Pronoun: 0.0 5.43587174349 0% => OK
Article: 4.0 2.52805611222 158% => OK
Subordination: 4.0 2.10420841683 190% => OK
Conjunction: 0.0 0.809619238477 0% => OK
Preposition: 7.0 4.76152304609 147% => OK
Performance on sentences:
How many sentences: 17.0 16.0721442886 106% => OK
Sentence length: 19.0 20.2975951904 94% => OK
Sentence length SD: 52.6748858434 49.4020404114 107% => OK
Chars per sentence: 99.4117647059 106.682146367 93% => OK
Words per sentence: 19.0588235294 20.7667163134 92% => OK
Discourse Markers: 6.35294117647 7.06120827912 90% => OK
Paragraphs: 4.0 4.38176352705 91% => OK
Language errors: 2.0 5.01903807615 40% => OK
Sentences with positive sentiment : 7.0 8.67935871743 81% => OK
Sentences with negative sentiment : 7.0 3.9879759519 176% => OK
Sentences with neutral sentiment: 3.0 3.4128256513 88% => OK
What are sentences with positive/Negative/neutral sentiment?
Coherence and Cohesion:
Essay topic to essay body coherence: 0.431919327592 0.244688304435 177% => OK
Sentence topic coherence: 0.13039149217 0.084324248473 155% => OK
Sentence topic coherence SD: 0.164689513091 0.0667982634062 247% => The coherence between sentences is low.
Paragraph topic coherence: 0.301438069865 0.151304729494 199% => OK
Paragraph topic coherence SD: 0.256607844996 0.056905535591 451% => More connections among paragraphs wanted.
Essay readability:
automated_readability_index: 12.7 13.0946893788 97% => OK
flesch_reading_ease: 43.73 50.2224549098 87% => OK
smog_index: 11.2 7.44779559118 150% => OK
flesch_kincaid_grade: 11.9 11.3001002004 105% => OK
coleman_liau_index: 13.0 12.4159519038 105% => OK
dale_chall_readability_score: 8.43 8.58950901804 98% => OK
difficult_words: 79.0 78.4519038076 101% => OK
linsear_write_formula: 8.5 9.78957915832 87% => OK
gunning_fog: 9.6 10.1190380762 95% => OK
text_standard: 13.0 10.7795591182 121% => OK
What are above readability scores?
---------------------
Rates: 73.0337078652 out of 100
Scores by essay e-grader: 6.5 Out of 9
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Note: the e-grader does NOT examine the meaning of words and ideas. VIP users will receive further evaluations by advanced module of e-grader and human graders.