From my observation, the company has done their performance appraisal, through the performance appraisal, Mr. Jammal was feeling dispirit and unfair, because he was got a terrible performance appraisal from his supervisor, Mr. Hammad. Mr. Jammal thought he really did a good performance and made a good contribution to the organization, and he should be got a good performance appraisal result from Mr. Hammad. But Mr. Hammad thinks that Jammal was disrupted the team and he behaved more like a shop steward rather than a manager, and also Jammal does not treat his colleague in the same way. Mr. Jammal needs to be coached on how to shift their focus from problems a blaming to solutions and assuming responsibility. After Mr. Jammal have a conversation with a lady, he decided to try to change himself and change his competitive habit with the colleague. What’s more, when his colleagues need his help, he should have given their help. At the same time, Mr. Jammal should get some honest feedback from his supervisor and colleague to recognize his own problems. In this way, he can receive a better performance appraisal from his supervisor. In addition, it can improve his social ability, ideology, and also can promote Mr. Jammal to achieve his goals in their company. Besides, I think that Mr. Hammad should make an effective performance management structure to their organization because the purpose of performance management is to motivate employees along with enhancing their efficiency and effectiveness. Actually, the performance appraisal just a part of the performance management. 

Mr Jammal found out that there was his attitude problem that leads to this performance appraisal result after he communicates with his another colleague. In the communication with his female colleague, Mr Jammal realized that his competitive habit and not trusted people attitude make him always compete with his peers was actually causing the whole team to be sliding down in performance and also the loss of communication in the team. So, his female colleague has thought out some goals for Mr Jammal so that he can successfully stop his competitive habits with his peers.  Mr Jammal was taught to view the peers differently, get coaching from the boss and get feedback or help from the peers. 

From the video, what we find out was the performance appraisal actually just like a feedback of the boss to a worker on the overall performance in an organization based on the job performance and the boss’s view on the worker’s daily job performance and attitude towards other peers and task. The performance appraisal make the worker to find out the problems he faced and suggest more actions on improvement or changes to let the worker to develop better just like how the female colleague fix some goals to achieve and changes that have to be done for Mr Jammal and teach him how to actually act to achieve the them.

Performance appraisal is used by Mr Hammad to evaluate performance Jamal.  From this  Jamal was not satisfied with his evaluation of work and feel unfair as he had done a lot of achievement to his company.  He cannot accept this and felt he doesn’t deserve an negative comment from his boss. He also felt that he can’t deserve as he learn by himself and never getting any assistance and coaching. Furthermore, Jamal thought that Mr Hammad did not judged him in the same level as his peers . Mr Hammad said that he disrupt the team and he did not acting like a manager should do. Jamal can’t understand why this happen as his peers never complain about him.

Therefore, he talks to his friend why this happened to him and from their conversation, he realize that the problem he got is he always want to compete with his peer and getting competitive . He also said that he cannot trust anyone. By the way, to change his behaviour and attitude, he was advised by his friend to ask his colleagues for a feedback and help them with their work  too. He will try to be approachable  and treat them the same as he treat his juniors. Other than that, he will try to ask Mr Hammad to coach him and ask him for a feedback after every meeting end. From this , he also can  achieve his goals which to keep the job

In conclusion, Jamal need to change his behaviour so he can keep his job and improve himself to be a better person . In this way , he can receive a better performance appraisal from his boss.

               Based on the video, what we see is Jammal sad with the performance appraisal assessment made by Mr. Hammad. Jammal is convinced that he is the best. but he did not realize he had dropped his peers where he considered them to be competitors and not friends.

Jammal feels this is wrong, so he needs to change the perspective that his colleague is a friend. He also asks Mr. Hammad's views on his performance with his peers also give some a feedback and asks opinion from his colleagues about himself and also not from a Muhammad only that his trust but all seven of his colleagues need to gain insights about himself to achieve satisfactory level in performance appraisal. By this we feel that performance appraisal can further increase the performance of the organization and the workers.

Mr. Jamal can’t really change his behaviour because he was raised and used to live with that attitude thus he realized that his behaviour affected his peers about the work after he talked with his friend. He thought that everything was just fine because none of his peer comment about his work and was shocked after he got the performance appraisal from Mr Hammad. 

So in our opinion, performance appraisal is very important in every organization in order to evaluate their employee performance and to give feedback either positive or negative about their past work. It can be act as a medium to change a person behaviour and performance to a better one and it is good for organization to achieve their long term objective in order to complete the upcoming task or works.

 Unfortunately, Jammal does not realize that he was disrupted and undermined the team. It is because Jammal considered his peers as the competitors. He also does not treat his peers the same way he treated his juniors. 

After having a conversation with his colleague, Jammal realized his mistake. He also thinks that he cannot change his competitive behaviour. So in order to solve his problem, his colleague was advised him to see his peers in the different way and also ask Mr. Hammad to coach him by giving the feedback about him. 

From the video, performance appraisal may not only eliminate behaviour and work-quality problems, it can motivate an employee to contribute more. The effective use of performance appraisals also helps an organization operate efficiently and with focus.

Besides, we also observed that Mr Jammal was not having a good relationship with his peer as same as with his juniors it is because he always liked to compete with his peer instead help them. Mr Jammal shared his frustration with a lady or his colleagues about his situation and she suggested Mr Jammal should change his behavior and his competitive habit with his peers as well and even help and guide them when they need. Thirdly, Mr Jammal can improve his performance or his behavior by get some feedback from his boss. He also should ask his peer to advise him if there was any problem with behavior, this behavior can help Mr Jammal to improve his behavior. 

In conclusion, based on our observation we think that these afford defiantly help Mr Jammal to change his behavior and help him to improve his performance appraisal. 

The main character, Jamal, is eventually on his way to improving his performance at work thanks to the performance appraisal done by his boss and, most importantly, the follow-up discussion and analysis of the appraisal done by his fellow colleague.  

There are several things that particularly grabbed our attention.

In the first scenes, both Jamal and his boss were communicating in unprofessional way. The boss described Jamal’s way of managing as “shop steward”, which is quite humiliating and stresses more on negative rather than on resolving the conflict. Instead he should’ve been more careful with word choice and try to motivate and seek for solution together with his subordinate. As we understood, he as well focused on Jamal’s flaws and mistakes and didn’t mention his merits and achievements, which should also be a part of justified performance appraisal. Jamal, in his turn, was quick in questioning his boss’s feedback and was acting in warm blood. 

Next, Jamal is playing a victim and strongly believes it is never his fault should something unpleasant occur. For example, he is assured he cannot change the way he behaves because of his roots and the environment where he grew up. He does not think there are any flaws in his management and justifies it by declaring that no one of his subordinates complains, when in fact he’s just being blind and looking at the surface. 

Another morale pillar of this film is the importance of establishing trustful and friendly atmosphere among employees and promoting healthy competition without actual winners and losers, which would lead to outcomes beneficial for all the workers. Feedback and help from peers can be advantageous in achieving this. 

After that Jammel realized his problem and wanted to change it, which tends to competitive with his peers. She recommended three solution for him: asking feedback to his peers and his boss and changing the way to think of his coworkers, which treat them like his juniors. The part emphasizes the importance of interaction with people and giving and receiving feedback as well. 

On the other hand, interaction is also important in performance appraisal because Jammel couldn’t understand what his boss is saying first without her help. And Mr.Hammad also could have mentioned about his attitude before his appraisal, but didn’t. it emphasize the importance of often feedback as well.