- Type: Essays
- Topic: Not Specified
- Citation Style: APA
- School Level: College Senior (4th year)
- Length: 8 pages (2161 words)
- Sources: 8 sources
- Paper: #56567523
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Topic: Essay question Review contemporary theory research literature critically evaluate SHRM aspect impact organisations competitive advantage Human resources management unit a business economic degree The aspect SHRM I reviewing employee performance impacts organisation s competitive advantage
Excerpt from Essays:
Behavioral observation-based employee performance evaluation focuses on observable interactions and on objective evidence of the interrelationships and collaborative efficiency that individual employees develop and maintain with others within the organization (George & Jones, 2008; Robbins & Judge, 2009). In industries and organizations whose work if oriented more toward individual operational performance than on interpersonal collaboration, behavioral observation-based performance evaluation relates mainly to operational efficiency or quantifiable results where appropriate. Behavioral observation typically factors into other performance management approaches such as the manner in which it is used in conjunction with management by exception and critical incident management (George & Jones, 2008; Robbins & Judge, 2009).
Finally, trait-based performance management is conceptually similar to behavior-based performance management (Kinicki & Williams, 2005). Whereas the latter focuses on the issue of the identifiable behaviors that are most closely associated with positive (and negative) performance, the former focuses on the identifiable personal traits that correspond (or that appear to correspond) with superior (and inferior) performance (Kinicki & Williams, 2005).
Criticisms and Conceptual Limitations of Traditional Approaches
Management by exception has often been criticized as promoting an organizational culture of mediocrity and is typically associated with poor motivation levels said to be common in the public sector where there is strong job security but comparatively little opportunity for reward based on good performance (Fountaine, 2005). Similarly, critical incident management has been criticized as focusing so narrowly on specific outcomes that it cannot contribute to meaningful staff improvement more generally (Fountaine, 2005).
Management by objectives does greatly improve communications and clarity of expectations but it is highly susceptible to manipulation in conjunction with the employee-input element, such as through excessive focus on easily attained goals or on relatively short-term objectives while largely ignoring employee development more generally (Jackson, 2007). The 360-degree performance appraisal concept is highly susceptible to subjective criteria and to office politics; that also generates significant liability concerns, such as in connection with accusations of discrimination (Robbins & Judge, 2009)
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"Essay Question Review Contemporary Theory Research Literature Critically Evaluate SHRM Aspect Impact Organisations Competitive Advantage Human Resources Management Unit A Business Economic Degree The Aspect SHRM I Reviewing Employee Performance Impacts Organisation S Competitive Advantage" (2011, April 06) Retrieved December 5, 2013, from http://www.paperdue.com/essay/Essay-question-Review-50360
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