Performance Appraisal Essays (Examples)

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Appraisal Process

Words: 696 Length: 2 Pages Document Type: Essay Paper #: 94995341

Performance Appraisal

The organizations that aim at having higher performance are often noted to be investing in performance appraisal at al levels of the organization structure, this is because they know that there are measurable advantages that come from performance appraisal. One importance of performance appraisal is that the measuring of performance accurately will allow for the formulation of a reward system that will take care of the efforts put in by the individual employee hence acting as a motivator as well. appraisals that allow the participation of the employees are seen as a source of motivation for the individual employees hence helping in keeping the organization in an all time high motivation status. The organization will also be targeting better outcomes by appraising performance since the top achievers will be rewarded making them to work even harder. The appraisal is also seen to foster cooperation among employees since the…… [Read More]


Kennerly M. & Nely A., (2008). Measuring Performance in Changing Business Environment. Retrieved November 2014 from
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Performance Reviews How Is Performance

Words: 448 Length: 1 Pages Document Type: Essay Paper #: 20144924

Do not penalize strong performers for being members of strong teams. Lackluster employees would be penalized because no one would want them on their 'team.' Now, there is an incentive to work with weak employees, to boost one's own relative performance rating. This idea seems strong, and although it world reduce competition on work teams, as there would be less jockeying for power and the chance to win the highest team ranking, on the other hand, such a system would seem to be more in keeping with Microsoft's emphasis on company cohesiveness, a company committed to driving its mission of innovation forward and boasts that its greatest reward is allowing its employees to work together "with great people," and have an impact" as a member of a team not merely as an individual ("Employee Profile: David -- HR General Manager," 2006, Careers -- United States Microsoft ebsite).

orks Cited

Employee…… [Read More]

Works Cited

Employee Profile: David -- HR General Manager." (2006). Careers -- United States

Microsoft Website. Retrieved 28 Jan 2006 at

Microsoft's 3.0 (or, How I Learned to Stop Worrying and Love the Curve." (2005)

Mini-Microsoft Blog. Retrieved 28 Jan 2006 at
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Performance Review I Totally Agree With the

Words: 1226 Length: 4 Pages Document Type: Essay Paper #: 9675772

Performance eview

I totally agree with the statement that managers who have regular conversions with their employees will definitely know where their employees stand hence performance evaluation maybe unnecessary. Through such regular conversions, their subordinates would appreciate their essential functions in that particular organization. They will list their major responsibilities beginning with the most important one going down to the least important. Through the conversation the manager will gauge whether an employee understands the job duties and responsibilities; whether they posses sufficient skills and knowledge required to perform given responsibilities effectively; whether they understand and promote that particular organization's mission and values; and whether they are making some deliberate effort to stay abreast with new developments. With regard to organizational skills, the interaction between an organization's management and their employees will make the management be in a position to gauge the employees' ability to prioritize workload and manage information flow.…… [Read More]

References List

Columbia Theological Seminary. (2007). Employee Performance Evaluation. Retrieved from

LaManna, L. (2012). An Inside Look at How Gen Y, Gen X, and Baby Boomers View the Workplace. Retrieved from

McGregor, J. (2007). Performance Review Takes a Page from Facebook. Bloomberg Businessweek.

United Nations Joint Staff Pension Fund. (n.d.).Traditionalists, Baby Boomers, Generation X,
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Performance Management System General Motors

Words: 2136 Length: 7 Pages Document Type: Essay Paper #: 94460896

Furthermore, the customer is most likely not to be biased hence the credibility of the feedback. The sources of information will be integrated by analyzing the data and comparing the feedbacks to determine if they show consistency; before drafting the final report.


The performance appraisal method of evaluating the behavior for rating has a critical technique of analyzing information incorporated. Therefore, in developing the tool, the first approach is to establish the information that is required (Flynn, 2010). Once determined, the questioned are phrased and documented into questionnaires and interviews, which will then be administered to the supervisors, the co-workers and customers for feedback purposes. Additionally, the previous reports on the company's trends will be incorporated to show how the behavioral changes in the department affect the returns of the company. The information gathered is then consolidated into a report for the final scaling which is the report of…… [Read More]


Josiane Fahed-Sreih, (2009) "The HR Scorecard: Linking People, Strategy and Performance,"

Management Research News, Vol. 32 Iss: 3, pp.297-299

Maurer, S.D. (2002). A practitioner-based analysis of interviewer job expertise and scale format as contextual factors in situational interviews. Personnel Psychology, 55(2), 307-327.

Retrieved from
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Performance Management Appraisal at Apple

Words: 1601 Length: 5 Pages Document Type: Essay Paper #: 1178516

This was accomplished by: breaking down into small teams and having everyone work directly with some of the top executives at the firm (i.e. Steve Jobs). This created an atmosphere that encouraged employees to discuss their ideas and the impact they are having on consumers. It is at this point, that Apple was able to integrate these different ideas into their performance evaluation procedures. (Stone 38 -- 40) (Snell 143 -- 179)


Clearly, the performance evaluation system that Apple is using is helping the firm to attract and retain the best employees. This is because there is a focus on ensuring that all candidates for a position meet: the basic educational and experience qualifications. During the next stage, is when they will be subject to: a series of interviews, a practical exam and other criteria. This allows the company to decide which individuals would be the best choice for…… [Read More]

Works Cited

Griffin, Ricky. Management. Boston: Houghton Mifflin, 2008. Print.

Herbold, Robert. What's Holding You Back. San Francisco: Josey Bass, 2011. Print.

Highhouse, Scott. Stubborn Reliance. Industrial and Organizational Psychology 1:3 (2008): 333 -- 342

Snell, Scott. Managing Human Resources. Mason: South -- Western, 2012. Print.
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Performance Management Through the Lens of Keys

Words: 723 Length: 2 Pages Document Type: Essay Paper #: 60014198

Performance Management through the Lens of Keys v. Humana (2012)

Kathryn Keys, former employee of Humana Incorporated, filed a claim of racial discrimination under the Civil ights Acts of 1964 and 1991 (Keys v. Humana, 2012). The U.S. District Court for the Western District of Kentucky sided with the defendant, Humana Inc., in January 2010 and dismissed the case on the grounds that the facts were insufficient to support a claim of racial discrimination under the McDonnell Douglass framework. The McDonnell Douglas framework requires the plaintiff to show that they are a member of a protected class, were qualified to hold the job in question, were treated differently than others not belonging to a protected class or were replaced by an unprotected person, and were harmed by an employment decision. Specifically, the lower court found that Keys failed to show that Caucasian employees who were not fired were indeed performing…… [Read More]


Human Inc. (2012). Well-being starts with us. 2010 & 2011 Corporate Social Responsibility Report. Retrieved 26 Feb. 2014 from

Keys v. Humana Inc., No. 11-5472 F.6th (Fed. Cir. 2012).

Littler Learning Group. (2009). Performance management and corrective action: A resource guide for managers & supervisors. Retrieved 25 Feb. 2014 from .

Van Bogaert, D.A. (n.d.). New legal battlegrounds for performance evaluations. Retrieved 25 Feb. 2014 from .
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Performance Reward System An Organization Can Achieve a

Words: 1027 Length: 3 Pages Document Type: Essay Paper #: 347755

Performance/Reward System:

An organization can achieve a competitive edge only and only with the help of its employees. Therefore, it is necessary that right employees are selected then trained and developed and a performance-based reward system. The question then comes to the performance measurement system. In a furniture retail store where I work they stick to the old practice of a meeting of top managers and supervisor who sit down annually and critically review the performance of all customer service personnel. They carry out a thorough examination of employee performance with respect to the goal set for them by the management. In this setting where only goals are there to guide employees and performance appraisal system is vague and subjective, most employees are just interested in meeting their targets and they do not strive to exceed their employers expectations. Performance evaluation should be an evaluation and development tool with the…… [Read More]


Sims, R. (2002). Organizational Success through Effective Human Resources Management. Quorum Books. Westport, CT.

Kreiner, J. (2000). Examining the human Body. The Washington Times. March 18.

Prasad, S., Tata, J., & Thorn, R. (1999). The Influence of Organizational Structure on the Effectiveness of TQM Programs. Journal of Managerial Issue. Vol. 11.
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Performance Management Total Quality Management

Words: 2990 Length: 8 Pages Document Type: Essay Paper #: 2851150

In addition, the system-based reasons of functioning are the duties of management to rectify. No quantity of concern or talent in workmanship can conquer fundamental errors in the system. TQM proponents have been swift to censure performance assessment methods which are based on the supposition that the individual employee is chiefly in control of his or her own performance level. (Designing Performance Management Systems for Total Quality Implementation)

Hence Deming would assert that a mean performance level merely reveals a system's complete ability. Differences on that performance level within plus or minus three standard variations are system-based and haphazard in nature. It follows that a second primary theme of total quality to attain a stable process is that first recognizing and removing the special reasons of variation can only enhance a process. Then centering the concentration on the general, system-based factors that affect performance can enhance the whole system. One…… [Read More]


CastaA±eda-Mendez, Kicab. (1999) Performance Measurement in Health Care. Retrieved at [Accessed 11 December, 2004]

Chapman, O' Mara; Karayan, Hyland. (1998) Performance Measures: The Link with Organizational Strategy. Fall. Retrieved from[Accessed 11 December, 2004]

Daniel, Meade. The Art and Science of Measurement: The Nature of Indicators on the Balanced Scorecard. Retrieved at[Accessed 11 December, 2004]

Measurement. Retrieved at[Accessed 11 December, 2004]
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Performance Gap as it Relates to Community Policing

Words: 595 Length: 2 Pages Document Type: Essay Paper #: 9647495

Performance Gap Policing

A performance gap exists when the police department's performance does not meet organizational expectations or citizens expectations. Management is a critical success factor for managing a performance gap when it exists. Many police administrators are contemplating community policing projects due to performance gaps. In order to solve the problem of a performance gap, police agencies must look internally and externally for solutions. They must develop an action plan that includes organizational goals and community goals in order to narrow the gap and foster a collaborative and successful work environment.

Many view community policing as an answer, as a means of "developing communication with the public and interest groups" and encouraging active participation from community members and police agents to further the best interests of the community as a whole (Fielding, 1995). Community policing strategies are being widely adopted in many police agencies as a means of improving…… [Read More]


Bouckaert, G. & Halachmi, A. "Organizational performance and measurement in the public sector: Toward service, effort and accomplishment reporting." Westport: Quorum: 1996.

De Vries, M.S. & Van Der Zijl, V.DH "The implications of community policing for police-citizen relationships." International Journal of Public Administration 26(8-9), 2003:1017.

Fielding, N.C. "Community Policing." Oxford: Clarendon Press:1995

Reiner, R. The Politics of the Police; Oxford University Press: Oxford, 2000
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Performance Management Today What We

Words: 500 Length: 2 Pages Document Type: Essay Paper #: 47672874

In a good performance management system the manager plays a vital role. He is responsible to not only identify the employee strengths and weaknesses but also to acknowledge good performance and to provide developmental suggestions. The later part is very important, as it does no good to just spot the deficiency of an employee without providing positive suggestions for improvement. The employees for their part must be encouraged to provide their valuable input during every stage of the process. For example, some organizations even collect feedback from employees to evaluate the performance of their superiors. Thus, an appraisal denotes not just the supervisors assessing their subordinates but also rating from team members, rating by employees of their superiors, review by the HR department etc. Once such active and collaborative participation is achieved then the performance appraisal process attains its chosen objective, that of increasing the overall employee performance.

Performance appraisal…… [Read More]

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Performance Management Implementing an Effective Performance Management

Words: 783 Length: 2 Pages Document Type: Essay Paper #: 2713555

Performance Management: Implementing an Effective Performance Management System

Why Performance Management?

Performance management is the organized method that companies use to monitor the results of work activities, to measure and evaluate the performance of the employees, and to ensure that goals are met in an effective and efficient manner. According to Pulakos (2009), performance management is a key process that ensures that work gets done; and it is used by different organizations to communicate expectations and drive behavior towards achievement of important goals. For instance, ABC Company has offices in more than 50 countries across the globe and it employs over 40,000 employees from various cultural backgrounds, and it also deals with a diverse range of customers. It therefore needs to develop a performance management system that fosters an inclusive environment and channels different employees' talents and capabilities towards achievement of the organization's goals.

It is important to implement an…… [Read More]


Pulakos, E.D. (2009). Performance management: A new approach for driving business results. West Sussex, United Kingdom: John Wiley & Sons Ltd.-Blackwell Publishing.

Stone, R, D. (2009). Achieving Results with a Performance-Centered Design Framework. Performance Improvement Vol. 48(5) 37-44. Retrieved from
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Performance Management Theories and Practices Course Application

Words: 645 Length: 2 Pages Document Type: Essay Paper #: 92874195

Performance Management Theories and Practices

Performance management is a continuous process by which an organization identifies, measures, and develops the performance of individuals. It aligns their performance, the resources and systems with the strategic goals of the organization. According to Leeuw and Berg (2011), companies that apply performance management practices generally perform better than those that do not.

The course has covered important performance management theories and practices. One key lesson learnt, for instance, is that for performance management practices to be effective, there must be constant communication between the management team and the employees; and it is imperative for the goals of the individual to be aligned with those of the organization (Pulakos, 2009). The performance management cycle also provided insight on how performance management systems should be implemented in the organization. The elements of this cycle include: setting the objectives; measuring the performance of individuals; providing feedback on…… [Read More]


Leeuw, S. & Berg, P (2011). Improving Operational Performance by Influencing Shopfloor Behavior via Performance Management Practices. Journal of Operations Management, Vol. (29) 3, 224-233. Retrieved from

Pulakos, E.D. (2009). Performance Management: A New Approach for Driving Business Results. (1st Ed.). West Sussex, United Kingdom: Wiley-Blackwell Publishers.
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Performance Management System Within Sun

Words: 4451 Length: 12 Pages Document Type: Essay Paper #: 15909196

Measures should be developed at every level of the organisation as this will help in the measurement of performance at those levels. Again all services and teams will have action plans that they will have to meet which will make sure that the organisation reaches its goal. There has also got to be indicators for individuals as this will determine their performance for their teams and the organisation. (Measures of performance) the total service plan has to focus on the corporate and service objectives, highlight the important matters to the customers and staff, and the decision about the ultimate user of the information and their purpose for getting the information. (Key steps to effective performance measurement)

The measurement of the task done is against the information and there details that one has indicators for the objectives and also decides whether the task done will be meaningful and robust. The total…… [Read More]


Foundations of performance management. Retrieved at

Glick, Bryan. 2005. Trudy Norris-Grey, Sun Microsystems UK managing director. 13 April. Retrieved at

Hats Off to Communicators a Great Success in Denver. 2001. Spring, Volume: 9; No: 3.

Retrieved at
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Performance Feedback Methods That Seek to Present

Words: 755 Length: 2 Pages Document Type: Essay Paper #: 27590912

performance feedback methods that seek to present employees with an opportunity to receive feedback (with regard to their performance) from not only their supervisors but also from customers, co-workers, and peers. One of the key advantages of this performance appraisal system has got to do with its ability to allow for full participation. It also gives a variety of perspectives with regard to the performance of an individual. It is however important to note that in this case, feedback from the concerned sources could end up being somewhat overwhelming. A 360-degree feedback system could result in confusion and/or frustration. This is particularly the case given that there is always a chance of there being conflicting ratings.

Question 2

For a number of reasons, evaluations may encounter significant opposition from those being evaluated. Training acquaints those conducting performance evaluations with not only the common reasons for the said opposition but also…… [Read More]

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Performance Management

Words: 949 Length: 3 Pages Document Type: Essay Paper #: 81691226

performance management? Performance management is the company's goals equal the employee's activities and outputs. Defining performance, it specifies which aspects of employee's performance remain relevant to the business through job examination. Job examination or analysis means getting detailed data concerning jobs. Measuring performance involves measuring said aspects through performance evaluation. Performance evaluation is a method for managing performance. After evaluations, employees gain feedback and learn whether their performance has been effective or not.

Typically, businesses perform the process of performance management annually. Most of the reviews are for individual performance management while others are for pay decisions or establishing training priorities. In recent times, numerous business are moving toward ore streamline, frequent performance reviews. When examining the model of performance management, one may look at organizational strategies, individual attributes, and situation constraints, which all go to individual behaviors. From there it moves on to objective results. The three main purposes…… [Read More]


Sullivan, J. (2015). How Google Is Using People Analytics to Completely Reinvent HR. TLNT. Retrieved 19 February 2015, from,. (2015). Job performance appraisal. Retrieved 20 February 2015, from /Job-Performance-Appraisal.html#Contrast
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Performance Ratings Will Be Errors

Words: 518 Length: 2 Pages Document Type: Essay Paper #: 49305891

2. The first type of feedback -- that with respect to errors -- will come from supervisor appraisals. The supervisor is uniquely positioned to identify situations in which the generalist has erred, or failed to properly implement company policy. The supervisor has the understanding of the situations and the policies required to make the error determination. Supervisor appraisal is therefore necessary for this type of measurement.

For the second measure -- the ability to forge relationships, 360 degree feedback is the best method. This method solicits feedback from all around the employee. Given that the employee must forge relationships with and work alongside virtually all members of the organization, it is reasonable that the entire organization should contribute in some way to the performance appraisal, particularly with respect to the employee's ability to deal with them.

For the third measure -- positive contributions -- the employee should be measured by…… [Read More]

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Performance Management and Organizational Effectiveness

Words: 842 Length: 2 Pages Document Type: Essay Paper #: 25741694

Human esources -- Performance Management and Organizational Effectiveness

Assess the strengths and weaknesses of the performance management system in your organization.

Starbucks Corporation, founded in 1971 in Seattle, Washington (Shahi, Omar, Aufschlager, Schmerling, & Gassner, 2007, p. 3), prides itself in its exemplary performance management system. The prototypical performance management system focuses on two functions: decision-making, in the form of "pay increases, promotions, transfers, assignments, reductions in force or other administrative H actions" (Pulakos, 2004, p. 3); and employee development, through guiding the "training, job experiences, mentoring and other developmental activities that employees will engage in to develop their capabilities" (Pulakos, 2004, p. 3). Using 360 Feedback Performance Appraisal provided by direct reports, employees (here called "partners"), coworkers, managers and customers (Starbucks Corporation, 2013; Lepsinger & Lucia, 1997), Starbucks' performance management system has many strengths but is also burdened with a few pronounced weaknesses.

In the decision-making function, Starbucks is…… [Read More]


Evans, E.M., & Hansen, A.K. (2010). Starbucks: Continual training - A needs-based analysis of training borrowed and transfer partners. Retrieved September 15, 2013 from Web site: 

Hammers, M. (2011, September 7). Starbucks is pleasing employees and pouring profits. Retrieved September 15, 2013 from Web site:

Indeed. (2013). Starbucks. Retrieved September 15, 2013 from Web site:

Indeed. (2013). Starbucks. Retrieved September 15, 2013 from
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Performance Management Employee and Labor Relations

Words: 1421 Length: 3 Pages Document Type: Essay Paper #: 51655852

Contrary to popular belief, improved performance by employees in a particular organization is not always linked to incentives; in today's dynamic business environment, it is crucial for human resource managers to balance the needs of individuals with those of the organization. One critical component that leads to good individual as well as organizational performance is the application of an effective performance management process. In fact, companies that invest in good performance management practices generally perform better than those that do not measure and manage their performance (Leeuw and Berg, 2010). According to Cardy and Leonard (2011), performance management can be defined as the integrated and strategic approach used by human resource managers to deliver successful results by improving the performance of all the individuals in the organization. It ensures that the goals of an organization are achieved in an efficient and effective manner, while at the same time maintaining good…… [Read More]


Cardy, R & Leonard, B. (2011). Performance Management: Concepts, Skills and Exercises. (2nd Ed.) New York, NY: Routledge

Leeuw, S & Berg, J.P. (2010) Improving operational performance by influencing shopfloor behavior via performance management practices. Journal of Operations Management Vol. (29)1 224-335. Retrieved 9 April 2015 from

Riccio, S. (2014) Hudson College Scenario C: Performance Management. Society for Human Resource Management. Retrieved 10 April 2015 FOM

Stone, R.N. (2009) Achieving Results with a Performance-Centered Design Framework. Performance Improvement Vol. (48)5 37-44. Retrieved 10 April 2015 from
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Ideal Performance Management System

Words: 1898 Length: 6 Pages Document Type: Essay Paper #: 3031138

Performance Management and Performance Appraisal eport:


As a member of the U.S. military, my organization's current performance management and performance appraisal system is driven by very unique needs. It is in many ways highly bureaucratic and standardized. This is so that the requirements of the organization vs. The personal and subjective responses of supervisors define the ratings process. It also has specific mechanisms for the mentorship of soldiers advancing through the system. Although there are certain aspects to the Army's performance management approach which are quite specialized and specific, I believe that any organization, including private for-profit enterprises, could learn from its philosophy. Its strong emphasis on mentorship and performance feedback minimize frustration with criticism and the candidate's sense of being unfairly judged. The process is on one hand uniform in terms of the benchmarks to which candidates are held but on the other hand, the coaching and individualized…… [Read More]


Aguinis, H. (2013). Performance management (3rd ed.). Upper Saddle River, NJ: Prentice Hall.

Aguinis, H., Joo, H., Gottfredson, R. (2011). Why we hate performance management -- and why we should love it. Business Horizons, 54, 503 -- 507
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Analyzing Performance Management Plan

Words: 933 Length: 3 Pages Document Type: Essay Paper #: 73033620

Performance Management Plan

Plan Criteria


Provide a description of your company and employees.

The company is question is Allure Car Company. The company is in its first year and has twenty-five employees. The company operates out of New York. In addition, the owner of the company expects that the business will generate about $100,000 in revenue in its first year and a growth of 5% every fiscal year subsequently. More so, the company expects a turnover growth of 10% every year from now on for a period of three years.

How will you assess employees? (For example, will you make performance appraisals? Will you rank employees?)

The basic approach that I will use to assess the employees of the company will be through a behavior-based rating system and a secondary evaluator that is based on the results of the employees. In particular, I will appraise the personnel using the…… [Read More]


Seotlela, R. P. J., & Miruka, O. (2014). Implementation Challenges of Performance Management System in the South African Mining Industry. Mediterranean Journal of Social Sciences, 5(7), 177.

Aguinis, H. (2009). Performance management. Upper Saddle River, NJ: Pearson Prentice Hall.
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Performance Assessment Person Being Assessed Jane Doe

Words: 348 Length: 1 Pages Document Type: Essay Paper #: 76185457

Performance Assessment

Person Being Assessed: Jane Doe

Person ompleting Assessment: Jason Marshall

Position of Person Being Assessed: Administrative Assistant

Date of Performance Evaluation: 6/23/2014

Rating Scale to be Used:

Excels in Performance

Meets Expectations

Does Not Meet Expectations

Fails to Meet Performance Standards

The employee has a sufficient understanding of his/her job duties and when they should be completed

Employee is willing to help out internal employees when assistance is needed

Employee is willing to help clients and other external parties that need assistance as needed

Employee retains a positive attitude as a general habit

Employee is cool under pressure even when situations or deadlines created stress or tension

Employee is consistent in completing required job duties in a timely manner

Employee only needs to be told something once, or maybe twice, before something is learned and perfected





8) Employee maintains a positive attitude regardless of…… [Read More]

Confirmation of Completion by Manager

Date of Next Review -- 6/24/2015

Feedback regarding review from employee: ____
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Performance Given the Need to Improve Organizational

Words: 1522 Length: 4 Pages Document Type: Essay Paper #: 5751689


Given the need to improve organizational productivity through increasing employee performance, develop a performance management program that focuses on linking the organizations strategic objective with the individual effort outlining the benefits of improved performance, the consequences for lack of performance as well as the employee and managerial training that will be needed for implementation.

Purpose of the performance management program (PMP)

The purpose of the PMP is to align the motives of the employee with that of the organization so that the employee is encouraged to work for the good of the organization. Objectives are formulated that are in line with those of the employee, a system of rewards and consequences are established that attract the employee, and a system of monitoring and work appraisal, formalized together with employee, is established.

a. Strategic

The PMP is strategic so that the organization's goals are clearly aligned with that of the…… [Read More]

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Performance Management Conflict Within the

Words: 2018 Length: 7 Pages Document Type: Essay Paper #: 7465311

Hence, conflicts are generated only by misunderstanding or mischief (Edwards, 2003). Although unitarism have been proven to represent old-fashioned and unrealistic ideas, many managers nowadays follow this approach. They believe in a harmony of interests between them and their employers. However, practice has proven little resemblance between the employees' desires and interests, and those of their employers. Therefore, with such an approach to the employment relationship, conflict is inevitable. The 1998 Workplace Employee elations Survey revealed that 72% of workplace managers consult directly with the employees, and not with trade unions.

In the pluralist approach conflict is considered to be inevitable because various organizations take part in determining the rules of employment. Given the fact that each of these participating organizations has its distinct bases of authority, the risk of a conflict emerging is inevitable. The radical view is meant to be a critique of pluralism.


Conflicts are inevitable…… [Read More]

Reference List

Gordon, Judith R. 1996. Organizational Behavior. A Diagnostic Approach. Fifth Edition. Prentice Hall International, Inc., Boston.

Dawson, Patrick. 1995. Troubles with TQM - Pirelli Cables Australia Limited. Managing Service Quality Journal, Volume no. 5, Issue no. 6, (online). Available at

Callahan, E.R., Fleenor, C.P. & Knudson, R.H. (1986). Undersanding Organizational Behavior - a managerial view point.

EIRO Thematic Feature of Collective Dispute Resolutions in an enlarged European Union - case of Malta. 2004. (online). Available at
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IT Firm and Performance Evaluation

Words: 2614 Length: 9 Pages Document Type: Essay Paper #: 17209385

The company leaders should however provide the training and development opportunities for their teams and make good on that commitment. The aspect of keeping commitments to employees, even when it is costly and hard to do in circumstances including the development of new performance management systems, is a necessary cost of consistency and leadership for higher performance (Castellano, oehm, 2001). Once Angus and his team have been able to complete these initial tasks, the company can move to the next stage of redesigning their employee performance management system by concentrating on integrating the existing knowledge of performance benchmarks and guidelines into the existing system (Ko, Dennis, 2011). During the initial phase of the original performance management system, this phase of knowledge management and transfer had been completely skipped.

Studies indicate that for a performance management system to work there needs to be metrics and key performance indicators (KPIs) in place…… [Read More]


Joseph F. Castellano, and Harper A Roehm. 2001. The problems with managing by objectives and results. Quality Progress 34, no. 3, (March 1): 39-46.

Sow Hup Chan. 2006. Organizational identification and commitment of members of a human development organization. The Journal of Management Development 25, no. 3/4, (March 15): 249-268.

Coate, P., and K. Hill. 2011. Why Smart Companies Hire Performance Coaches to Turn Managers into Leaders. Employment Relations Today 38, no. 1, (April 1): 35.

Elaine Farndale, Veronica Hope-Hailey, and Clare Kelliher. 2011. High commitment performance management: the roles of justice and trust. Personnel Review 40, no. 1, (January 1): 5-23.
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Organization Behavior Performance Management and People Performance

Words: 3584 Length: 11 Pages Document Type: Essay Paper #: 1510997

Organization Behavior

"Performance Management" and "People Performance"

Performance Management and People

"Performance Management" and "People Performance"

Management SUMMAY

The purpose of this paper is to discuss and critically evaluate the Performance Management model by Michael Armstrong and People Performance model by John Purcell. The paper starts with an ample introduction and significance of the employee performance management practices and proceeds by discussing the various concepts and strategies which are incorporated by business organizations all over the world. The major focus of the paper is to discuss the implications of these models for the success and prosperity of an organization. The main body of the paper discusses these models from a critical perspective and explains their major components in detail.

The most important strategies which are recommended by Performance Management model include performance appraisal and reviews, training and skills development, Management by Objectives (MBO), the techniques to manage the low performers,…… [Read More]


Armstrong. M, 2012, Armstrong's Handbook of Human Resource Management Practice, 12th edition. U.S.: Kogan Page

Becker, B. & Gerhart, B. 1996, "The impact of human resource management on organisational performance: Progress and prospects," Academy of Management Journal, 39 (4): 779-801.

Becker, B. & Huselid, M. 2006, "Strategic Human Resources Management: Where do we go from here?," Journal of Management, 32 (6): 898-925.

Boselie, P., Dietz, G., & Boon, C. 2005, "Commonalities and contradictions in HRM and performance research," Human Resource Management Journal, 15 (3): 67-94.
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Job Performance Evaluation When it Comes to

Words: 811 Length: 2 Pages Document Type: Essay Paper #: 40858899

Job Performance Evaluation

When it comes to the measurement of performance a common method used is the rating scale. However there are a wide range of considerations when it comes to the type of scale to be used, the source that will provide the ratings on the scale and the ethical and legal issues that surround the scale and the usage of its results. The paper is an evaluation of a job and the how job performance is evaluated in the particular job including the type of rating scale and will also look at errors that might arise as a result of using the rating system and an overview of the validity, reliability, social and legal issues that are related to this rating systems.

The specific job that is to be evaluated is that one of a retail shop attendant. The job entails attending to customers who come into…… [Read More]


Landy, F.J., & Conte, J.M. (2013). Work in the 21st century: An introduction to industrial and organizational psychology (4th ed.). Hoboken, N.J.: John Wiley & Sons.

Chapter 5: Performance Measurement

Artley, W., & Stroh, S. (2001). Volume 2: Establishing an integrated performance management system. In The performance-based management handbook: A six volume compilation of techniques and tools for implementing the Government Performance and Results Act of 1993. Retrieved from 2.pdf

Archer North&Associates.(2010). Rating Scales. Retrieved February 19,2014 from
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Porter Novelli Performance Management at Porter Novelli

Words: 965 Length: 4 Pages Document Type: Essay Paper #: 59903566

Porter Novelli

Performance Management at Porter Novelli

For Porter Novelli, even as the company advanced its objectives and improved its market orientation, its Human Resource strategy appeared to lag behind. It is for this reason that the firm began to investigate ways of linking its Human Resource orientation with its overall business strategy. Among the key objectives within the scope of the proposed strategic improvement would be more effective performance management, clearer opportunities for professional development and a shift toward client-centered HR strategies.

Leadership Roles:

At the center of Porter Novelli's change process would be the use of a Leadership Pipeline model. This would be constructed to enable Porter Novelli the ability to assign meaningful leadership roles at every level. As this relates to performance management, the approach would be aimed at created tiered levels of accountability. Leadership roles would be especially important in effecting change through the three level…… [Read More]

Works Cited:

Goldsmith, M. & Carter, L. (2009). Best Practices in Talent Management: How the World's Leading Corporations Manage, Develop, and Retain Top Talent. John Wiley & Sons.
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Police Management Performance Management Comparison

Words: 1374 Length: 5 Pages Document Type: Essay Paper #: 79206236

(NCPP 2004)

II. Performance Management in England and Wales:

In Wales and England the National Policing Plan 2004-2007 was published in November 2003 with the stated aim of the plan being to: "Deliver policing to high national standards and for communities to be increasing engaged in the policing of their area." The stated plan is inclusive of a "framework for local police planning in England and Wales over the next three years." Within the scope of the plan are 'five key priorities' for the police service' which are: Provision of a 'citizen focused service to the public'

Tackling anti-social behavior and disorder as well as continuing to bring a reduction to 'burglary, vehicle crime, robbery and drug related crime' are said to be in line with the Government's Public Service Agreement targets Stated as the Performance Police Authority Role is the holding together of the police force on behalf of…… [Read More]


Eigerman, M.R. 1988, "Who should be responsible for business strategy?" Journal of Business Strategy, vol. 9, no. 6, p. 40.

Gummer, B. 1992, "Ready, fire, aim! Current perspectives on strategic planning,"

Administration in Social Work, vol. 16, no. 1, p. 89.

Cross, K.F. & Lynch, R.L. 1992, "For good measure," CMA Magazine, vol. 66, no. 3,
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Systems Individual and Team Appraisal Systems and

Words: 1005 Length: 3 Pages Document Type: Essay Paper #: 6323244


Individual and Team Appraisal Systems and Converting

Individual Appraisal to Team Appraisal System

Different appraisal systems

Appraisal, according to many scholars and dictionaries would be the professional assessment of a person, or something in order to properly estimate its quality and value. This is better defined by the oxford dictionary which attributes an appraisal to "a formal assessment, typically in an interview, of the performance of an employee over a particular period." Therefore it is important for an organization to carry out appraisals on its employees either as a team or as an individual and its systems to find out more on their value input to the organization.

Generally an organizational structure works in two ways either as a team or as an individual. Therefore performance appraisals will usually be carried out on the two systems during a specific period. Terrence, M. And Joyce, M. (2004) in their presentation…… [Read More]


Charles, M., Dick, M. & Rod, D. (1995). Team Performance Management an International Journal 4, 1995 (pp13-15)

Terrence H. Murphy, Joyce Margulies (2004). Performance Appraisals. Retrieved from (pp 1-7)

The Interagency Advisory Group Committee on Performance Management and Recognition (1993). Evaluating team performance: a report of the working group on evaluating team performance. (pp. 23-27)

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HRM Characteristics of an Ideal Appraisal System

Words: 1541 Length: 4 Pages Document Type: Essay Paper #: 46326182


Characteristics of an Ideal Appraisal System

The concept of performance appraisal is not new; it has been undertaken for many years at organizational, departmental and individual levels as part of performance management strategies. There are many different types of appraisal systems, from standard feedback assessment to peer-based reviews and 360 degree reviews. The issue with many systems is not the underlying theory, but the way it is applied. An appraisal is simply a tool; the value will be in the way it is used rather than its presence. Therefore, when looking at appraisals it may be argued there are a number of key elements which should ideally be present in appraisal.

The key characteristics of any appraisal system will include the need to be clear and understood by those who use the system to give and/or receive appraisals with clear policy and implementation guidelines. The system should also have…… [Read More]


Atkins, P., Wood, R, (2002), Self-versus others' ratings as predictors of assessment center ratings: Validation evidence for 360-degree feedback programs, Personnel Psychology, 55(4), 871 -- 904

Boe, Gerard P, (2008), Performance standards: how well is the job being accomplished? An abbreviated approach, Journal of Continuing Education Topics & Issues, 10(3), 102.

Buchanan, D; Huczynski, A, (2007), Organisational Behaviour, Harlow, FT/Prentice Hall

Burke, Ronald J; Wilson, Douglas S. (1969), Characteristics Of Effective Employee Performance Review And Development Interviews, Personnel Psychology, 22(3), 291-305
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Staff Performance Development Reviews

Words: 2638 Length: 8 Pages Document Type: Essay Paper #: 4778860

Staff Performance Development Reviews

Performance reviews became necessary as soon as the first worker was employed. For good or bad, performance reviews are an absolutely essential part of the workplace; properly administered, such reviews have been shown time and again to be enormously positive and motivating forces in employees' lives by helping them identify their strengths and weaknesses and by encouraging them to achieve even greater successes -- and avoid comparable failures -- in the future. Improperly administered though, performance reviews can be the source of an enormous amount of controversy and friction within an organization; improperly administered performance review programs can also result in legal action against the employer. Taken together, it quickly becomes clear that providing workers with timely and accurate feedback concerning their performance is a vitally important function within almost any organization, but many managers are either unable or unwilling to provide such reviews for a…… [Read More]


Bommer, William H., Jonathan L. Johnson, Scott B. Mackenzie, Philip M. Podsakoff and Gregory A. Rich. 1995. "On the Interchangeability of Objective and Subjective

Measures of Employee Performance: A Meta-Analysis." Personnel Psychology, 48(3),

Denton, D. Keith. 1992. Recruitment, Retention, and Employee Relations: Field-Tested

Strategies for the '90s. Westport, CT: Quorum Books.
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ABC Power When Doing Their Performance Evaluations

Words: 1424 Length: 4 Pages Document Type: Essay Paper #: 87682376

ABC power when doing their performance evaluations. The first problem is they are attempting to use one form for both exempt and non-exempt employees. In the performance appraisal arena one size just doesn't fit all. "The best approach is to have separate forms designed for the four key job families: Managerial/Supervisory, Professional/Technical, Administrative / Operations, and Sales. Appraisal forms should assess only two areas: behaviors and results" (Grote, 2001).

In other words they should focus on the how and the what of job performance.

The first part of the appraisal form should be dedicated to evaluating the individual's performance against the competencies that an organization has determined as vital to success. Competencies is the encompassing term that is used to portray those abilities, talents, proficiencies, qualities, attributes and aptitudes that associate with superior job performance and predict success in organizational life. The best way to assess any person's performance in…… [Read More]


Berg, S. (n.d.). Should pay raises be tied to performance? Retrieved from

0 raises%20article.pdf

Grote, D. (2001). Is there a perfect appraisal form? Retrieved from

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Management of Performance and Reward

Words: 2383 Length: 8 Pages Document Type: Essay Paper #: 99052785

At this point we can conclusively deduce that the workforce at Telstra lacks intrinsic rewards as well as extrinsic rewards. The link between reward and performance is not clearly defined. However a certain amount of literature has indicated that a certain level of motivation is necessary in order to achieve certain desired results from the workforce.

Link between organizational strategy and the management of reward & performance

The Telstra management is strongly motivated towards the attainment of the various levels of superb performance by their employees towards their customers. There are however certain areas that are not consistent with the norm at the company. The organization strategy at Telstra is geared towards the attainment of unparalleled customer satisfaction .The reality on the ground however is that this is achieved via a series of moves such as the implementation of the Performance Improvement and Conduct Management (PICM), a system that has…… [Read More]


Hau-Siu Chow, I and Liu S (2007),Business strategy, organizational culture, and performance outcomes in China's technology industry

Holmstrom, Bengt (1979 )"Moral hazard and observ^ility." Bell Joumal of Economics, 10(1): 74-91.

India Telecom Series: Vol. 2: Cellular & Wireless Market, Information Gatekeepers, Inc.

Read more:
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Organizational Performance and HRM Approach

Words: 4660 Length: 15 Pages Document Type: Essay Paper #: 50147695

integrated HRM approach organizational performance

Human Resource Management

HRM consists of managing people in a company, it's all about managing the employees. For the sake of simplicity, we can conclude that it's managing humans / people. HRM is purely a managerial operation in which a company tries to meet the company's goal by skill set of its workforce. Human Resource Management addresses the management of employees within a company. It assists the employees in syncing with the company and their work, rewarding their work and resolving issues as well (Naeem, 2011).

Growing Importance of HRM

An organization basically thrives from skill set of the employees; know how, abilities, knowledge and capabilities of its employees. This pool of talented reservoir entails the core competencies of a company (pooled reserve of knowledge an organization possesses which sets it apart from its rivals and gives value to its clientele). HRM plays a pivotal…… [Read More]


Alain, P., 2012. [Online] Available at: / [Accessed 30 August 2014].

Anon., 2011. Boundless. [Online] Available at: / [Accessed 30 August 2014].

Anon., 2011. Defining Career Management, U.S.: Public Service Commission.

Anon., 2011. [Online] Available at:  [Accessed 30 August 2014].
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Is There a Relationship Between Workplace Learning and Managers Performance in the Hospitality Industry

Words: 4106 Length: 10 Pages Document Type: Essay Paper #: 71898954


elationship between Workplace Learning and Managers' Performance in the Hospitality Industry

elationship between Workplace Learning and Managers' Performance in the Hospitality Industry

Manager's ole as a Leader

Workplace Learning

Why is Workplace Learning Important

The 'ideal' Workplace Learning Situation

Methods of Workplace Learning

Hospitality Industry Supports and Values Training and Learning

Management Skills in Workplace Learning

Manager's ole in the Hospitality Industry

Optimize Communication between Managers and Employees

Effective Managers in Hospitality Industry

elationship between Workplace Learning and Managers' Performance in the Hospitality Industry

Hospitality Manager

Impact of Managers' Performance

Why Should Managers be Involved in Workplace Learning in Hospitality Industry?

Skills Learnt in Workplace Learning in Hospitality Industry 13

Conclusion 13

eferences 15


There is a direct relationship between workplace learning and manger's performance in a hospitality industry. This paper deciphers the roles and responsibilities of the manager in…… [Read More]


Lucas, R.E. (2003). Employment Relations in the Hospitality and Tourism Industries. New York: Routledge.

Lucas, R.E. (2003). Employment Relations in the Hospitality and Tourism Industries. New York: Routledge.

Theresa, B., Blackbourn, S., Hussey, D., & Linda, N. (2009). Developing the Local Workforce: Is Work-Based Learning the Solution? British Journal of Occupational Therapy, 18-28.

Ahu, T., & Ozbilgin, M.F. (2009). Understanding Diversity Managers' Role in Organizational Change: Towards a Conceptual Framework. Canadian Journal of Administrative Sciences, 45-52.