Gender and Performance Appraisal System in a Maltese Banking Institution

250 Pages·2017·1.67 MB·English

Gender and Performance Appraisal System in a Maltese Banking
Institution: How do gendered organisations assess women's
performance?

Thesis submitted for the degree of
Doctor of Social Science
at the University of Leicester

by

Angele Ellul Fenech MBA (Leicester), ACIB (Malta), CeFa
Centre for Labour Market Studies
University of Leicester
2017
Gender and Performance Appraisal System in a Maltese Banking Institution: How do
gendered organisations assess affect women's performance?
By
Angele Ellul Fenech
Abstract

Despite increasing awareness of gender equality, significant inequalities in Maltese
paid employment persist. The theory of gendered organisations predicts that norms
and practices in organisations serve to construct the experience of gender practice.
Drawing on the work of Acker (1990), this study aims to discover how gender disparity
is reproduced within the performance appraisal system.
The performance appraisal process was investigated by conducting 29 semi
structured interviews both with male and female appraisees undergoing performance
appraisal, and with appraisers. Interview analysis identified attendance at the
organisation’s social activities as being the appraisers’ most highly valued assessment
criterion. Collecting data from multiple sources provided rich information, affording the
opportunity to verify from each key respondent how men and women who work in the
same role and undergo appraisal are considered to be two different types of worker.
The study found that participants justified this difference in terms of biological
arguments: by drawing from the different biological functions associated with
motherhood.
Examining the importance of social activities, the study revealed the ways in which
exclusive and distinctive strategies are applied when women attempt to socialise in
the same way as their male colleagues. These strategies interlink with the local cultural
meaning of sociability that guides appraisers in assessing their peers. Consulting
French sociologist Pierre Bourdieu’s concept of habitus, the study discovered how
social norms embedded in the appraisers’ norms are regenerative in the way that
appraisees experience the evaluation process.
For the purposes of this study, a local financial company offered a unique opportunity
to explore how gendered norms are more powerful than increasing women’s
representation in organisations when discussing gender gaps in organisations.
Applying Bourdieu’s habitus concept can help explain gender in work and
organisations, in the way that employees bring to bear in their practical knowledge of
the socially structured world in which they live.

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Acknowledgements
First and foremost I would like to express my gratitude to my supervisors Dr Shireen
Kanji and Dr Szuszanna Vargha, who guided me with their insight throughout the
writing of this study and for the support they provided me along this journey.
I am deeply thankful for the helpful discussions and proof reading by my friends
Josianne Mamo Azzopardi and Delaina Haslam.
My special thanks go to other tutors, staff members at CLMS, IT staff and librarians
for their dedication and assistance during my six years of study at the University of
Leicester.
I would also like to thank all the participants of this studies who trusted me, dedicated
time and provided me with their own experiences. Without their contribution and input,
this study would not have been possible.
I want to show my full appreciation to my husband Gordon for his endless love, and
whose constant support patiently assisted me throughout the most challenging
moments in this roller coaster adventure.
Also I want to thank my children Matthew (six) and Martina (four) who both started
their life accompanying me in this study. Each time you have asked me about my
homework, you kept me going with my determination to provide you with a good
example of perseverance in finishing any started project in life.
To God for giving me the strength, the insight and the perseverance to continue this
important stage in my life through a lot of tough moments.
Last, but most important, I would like to dedicate this study to my father. Although he
is not still with us, I know that he is proud with my project. ‘Thank you Dad for your
belief in me’.

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Table of Contents

Abstract ....................................................................................................................... i
Acknowledgements ..................................................................................................... ii
Table of Contents ....................................................................................................... iii
List of Tables ............................................................................................................ viii
List of Abbreviations ................................................................................................... ix
Chapter One ............................................................................................................... 1
Introduction ................................................................................................................ 1
1.10 Evaluating Output or Assumptions .................................................................. 2
1.20 Once Upon a Time in Malta…......................................................................... 5
1.30 Investigating the Maltese Financial Sector ..................................................... 8
1.40 Research Plan .............................................................................................. 10
Chapter Two ............................................................................................................. 13
Literature Review ..................................................................................................... 13
Introduction ........................................................................................................... 13
2.10 Gendered Organisations ............................................................................... 14
2.11 Gendered Practices ................................................................................... 16
2.20 The Performance Appraisal .......................................................................... 19
2.30 The Role of Appraisers ................................................................................. 21
2.31 The Concept of Habitus ............................................................................. 22
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2.32 Appraisers’ Habitus .................................................................................... 23
2.40 The Appraisal Process .................................................................................. 28
2.41 Goal Direction ............................................................................................ 31
2.42 Award of Ratings ....................................................................................... 34
2.43 Feedback ................................................................................................... 37
2.44 The Effect of the Appraisal Process ........................................................... 39
Conclusion ............................................................................................................ 41
Chapter Three .......................................................................................................... 43
Study Context ........................................................................................................... 43
Introduction ........................................................................................................... 43
3.10 Background to the Concept of Equality in Malta ........................................... 44
3.11 The Maltese Labour Market ....................................................................... 47
3.20 The Financial Sector ..................................................................................... 53
3.30 The Performance Appraisal System in Maltese Culture ............................... 56
Conclusion ............................................................................................................ 58
Chapter Four ............................................................................................................ 62
Methodology ............................................................................................................. 62
Introduction ........................................................................................................... 62
4.10 The Performance Appraisal’s Role in Women’s Progression ....................... 63
4.20 Philosophical Consideration in Research ..................................................... 65
4.30 Research Instrument Process....................................................................... 68
4.31 Research Design ....................................................................................... 68
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4.32 Sampling .................................................................................................... 76
4.33 Respondents and Company Access .......................................................... 80
4.34 Interviewing Process .................................................................................. 83
4.35 During the Interview ................................................................................... 86
4.40 Data Transcription ........................................................................................ 88
4.50 Data Analysis ................................................................................................ 90
4.60 Ethical Issues ................................................................................................ 92
4.70 Limitations..................................................................................................... 95
Conclusion ............................................................................................................ 96
Chapter Five ............................................................................................................. 98
The Characteristic of the High Performer ................................................................. 98
Introduction ........................................................................................................... 98
5.10 Highly Valued Criteria ................................................................................... 99
5.11 Identifying the Right Behaviour ................................................................ 104
5.12 Teamwork ................................................................................................ 108
5.20 Appraisees’ Experience within the Assessment Process ............................ 114
5.21 Behavioural Section ................................................................................. 116
5.22 Technical Section .................................................................................... 121
5.23 Recommendations Section ...................................................................... 124
5.24 Overall Level of Satisfaction with the Assessment Process ..................... 125
5.30 Perceiving is Believing ................................................................................ 128
Conclusion .......................................................................................................... 132
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Chapter Six ............................................................................................................ 134
Segregating through Sociability .............................................................................. 134
Introduction ......................................................................................................... 134
6.10 Sociability in Malta ...................................................................................... 135
6.20 Socialising or Classifying ............................................................................ 141
6.21 Women’s Attitude during Social Activities ................................................ 143
6.22 Women’s Ideal Behaviour at Social Activities .......................................... 148
6.30 Gendered Assessment Criterion ................................................................. 152
6.31 Through Habitus ...................................................................................... 153
6.32 Exclusionary Male Strategies ................................................................... 157
6.40 Appraisee Behaviour .................................................................................. 163
6.41 Reproducing Gendered Practices ............................................................ 165
6.50 The Role of the Organisation ...................................................................... 168
Conclusion .......................................................................................................... 172
Chapter Seven ....................................................................................................... 175
Conclusion ............................................................................................................. 175
7.10 Contribution to Local Initiatives ................................................................... 176
7.20 Key Findings and Contribution to Knowledge ............................................. 177
7.21 Assessing Behaviour According to Social Roles ...................................... 179
7.22 Regenerative Habitus .............................................................................. 183
7.23 Painful and Expensive ............................................................................. 187
7.30 Mitigating Gendered Habitus ...................................................................... 191
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7.40 Limitations................................................................................................... 193
7.50 Recommended Future Research ................................................................ 194
Final Comments.................................................................................................. 195
Appendices ......................................................................................................... 197
Bibliography ........................................................................................................ 214

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List of Tables
Table 1……………………………………………………………………………………125

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List of Abbreviations
CA – Confirming Appraiser
CIPD – Chartered Institute of Personnel and Development
DA- Direct Appraiser
EFILWC- European Foundation for the Improvement of Living and Working Conditions
EIRA-The Employment and Industrial Relations Act
EU- European Union
EUROSTAT- European Commission Statistics
GDP- Gross Domestic Product
HR- Human Resources
HRM-Human Resources Management
ILO- International Labour Organization
MFSA-Malta Finance Service Authority
NCPE-The National Commission for the Promotion of Equality
NSO- National Statistical Office
PA- Performance Appraisal
PRP-Performance Related Pay
UOM- University of Malta

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