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Performance Appraisal Essays (Examples)

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

Reference

Kennerly M. & Nely A., (2008). Measuring Performance in Changing Business Environment. Retrieved November 2014 from  http://www.som.cranfield.ac.uk/som/dinamic-content/research/cbp/IJOPM_v23_n2.pdf

Performance Reviews How Is Performance
Words: 448 Length: 1 Pages Document Type: Term Paper Paper #: 20144924
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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…

Works Cited

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

Microsoft Website. Retrieved 28 Jan 2006 at http://members.microsoft.com/careers/epdb/profileDetailPage.aspx?profileID=107

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

Mini-Microsoft Blog. Retrieved 28 Jan 2006 at  http://minimsft.blogspot.com/2005/06/microsofts-30-or-how-i-learned-to-stop.html

Performance Management System General Motors
Words: 2136 Length: 7 Pages Document Type: Research Paper Paper #: 94460896
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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.

Development

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…

References

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  http://search.proquest.com/docview/220142693?accountid=35812

Performance Management Appraisal at Apple
Words: 1601 Length: 5 Pages Document Type: Term Paper Paper #: 1178516
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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)

Conclusion

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…

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.

Performance Reward System An Organization Can Achieve a
Words: 1027 Length: 3 Pages Document Type: Term Paper Paper #: 347755
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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…

Bibliography

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.

Performance Management Through the Lens of Keys
Words: 723 Length: 2 Pages Document Type: Essay Paper #: 60014198
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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…

References

Human Inc. (2012). Well-being starts with us. 2010 & 2011 Corporate Social Responsibility Report. Retrieved 26 Feb. 2014 from  http://apps.humana.com/marketing/documents.asp?file=1853059 .

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  http://www.csus.edu/hr/docs/professional/perfmgmtandcorrectiveaction050109.pdf .

Van Bogaert, D.A. (n.d.). New legal battlegrounds for performance evaluations. Retrieved 25 Feb. 2014 from  http://myweb.lmu.edu/dbogaert/newlegalbattlegroundspedvb.pdf .

Performance Gap as it Relates to Community Policing
Words: 595 Length: 2 Pages Document Type: Term Paper Paper #: 9647495
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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…

Bibliography:

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

Performance Management Today What We
Words: 500 Length: 2 Pages Document Type: Term Paper Paper #: 47672874
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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…

Performance Management Implementing an Effective Performance Management
Words: 783 Length: 2 Pages Document Type: Essay Paper #: 2713555
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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…

References

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 http://search.proquest.com.proxy-campuslibrary.rockies.edu/docview/237234715/AD71C5FFAAEA427APQ/1?accountid=39364

Performance Management Theories and Practices Course Application
Words: 645 Length: 2 Pages Document Type: Essay Paper #: 92874195
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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…

References

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 http://search.proquest.com.proxy-campuslibrary.rockies.edu/docview/866083571/50E9B56B076C4E25PQ/1?accountid=39364

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

Performance Management System Within Sun
Words: 4451 Length: 12 Pages Document Type: Term Paper Paper #: 15909196
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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…

References

Foundations of performance management. Retrieved at http://www.idea-knowledge.gov.uk/idk/core/page.do?pageId=76249

Glick, Bryan. 2005. Trudy Norris-Grey, Sun Microsystems UK managing director. 13 April. Retrieved at  http://www.computing.co.uk/analysis/1162459 

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

Retrieved at http://www.nagc.com/newnewsletter.pdf

Performance Management Review
Words: 976 Length: 3 Pages Document Type: Essay Paper #: 95751944
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What issues might arise as they attempt to merge their respective performance management systems?

Performance management systems play a significant part in the everyday operational success of an organization. When a firm acquires another firm, there are fundamental issues that might emanate as they try to merge their corresponding performance management systems. One of the key issues is that some of the metrics being employed by one company may not be suitable or efficacious for the other company. Majority of the organizations have a performance management practice and procedure that they utilize to measure and assess personnel on objectives delineated by human resources and ascertain bonus payments and compensation. Therefore, the lack of compatibility of the performance management systems of the companies whilst merging implies that the companies may fail to properly assess and manage the performance of the new set of employees and therefore give them the wrong set…

Performance Feedback Methods That Seek to Present
Words: 755 Length: 2 Pages Document Type: Research Paper Paper #: 27590912
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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…

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

References

Sullivan, J. (2015). How Google Is Using People Analytics to Completely Reinvent HR. TLNT. Retrieved 19 February 2015, from  http://www.tlnt.com/2013/02/26/how-google-is-using-people-analytics-to-completely-reinvent-hr/ 

Whatmakesagoodleader.com,. (2015). Job performance appraisal. Retrieved 20 February 2015, from  http://www.whatmakesagoodleader.com /Job-Performance-Appraisal.html#Contrast

Performance Based Management Synthesis
Words: 1296 Length: 3 Pages Document Type: Essay Paper #: 33959929
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Synthesis

With the operational environment becoming ever more competitive, and against the backdrop of austerity in resource management, the importance of performance-based management (PBM) cannot be overemphasised. Indeed, PBM has increasingly become a common practice in organisations of different sizes -- small and large -- and in diverse sectors -- manufacturing and service, as well as public and private sectors (Ploom & Haldma, 2013; Lutwama, Roos & Dolamo, 2013; Rivenbank, Fasiello & Adamo, 2016; Wierzbinski, 2016). Organisations now rely on performance data to make decisions relating to various organisational processes, including strategic planning, internal management, resource allocation, reporting, as well as monitoring and evaluation.

Defining PBM can be quite problematic, with the term being often confused with performance measurement (Rivenbank, Fasiello & Adamo, 2016). In addition, performance management is often thought to involve only personnel management processes such as employee performance appraisal (Turk, 2016). Furthermore, contention exists over whether it…

Performance Evaluation for Managers
Words: 2242 Length: 7 Pages Document Type: Essay Paper #: 40017928
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Managers and Performance Evaluation

The fact that so many managers dislike performance evaluation is as old and common as human nature itself. Performance evaluation is so disliked by so many because it requires that one take a long and hard look at oneself and engage in the process of problem-solving and making changes. Finding solutions and making changes are two of the most difficult challenges to face human beings because it forces them to dig deep and engage in a process that doesn’t always have the clearest of steps and which may or may not be successful. However, performance evaluations are necessary because they force leaders in the workplace to make necessary changes and to find solutions for problems that are undermine the growth, development and success of the company. Regardless of a manager’s discomfort, performance evaluations at regular intervals are crucial to the success of the company. This paper…

Performance Ratings Will Be Errors
Words: 518 Length: 2 Pages Document Type: Research Proposal Paper #: 49305891
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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…

Performance Management Employee and Labor Relations
Words: 1421 Length: 3 Pages Document Type: Essay Paper #: 51655852
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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…

References

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  http://www.isihome.ir/freearticle/ISIHome.ir-21006.pdf 

Riccio, S. (2014) Hudson College Scenario C: Performance Management. Society for Human Resource Management. Retrieved 10 April 2015 FOM https://www.shrm.org/Education/hreducation/Documents/Riccio_Hudson%20College_Scenario%20C_Student%20Workbook_FINAL.pdf

Stone, R.N. (2009) Achieving Results with a Performance-Centered Design Framework. Performance Improvement Vol. (48)5 37-44. Retrieved 10 April 2015 from http://search.proquest.com.proxy-campuslibrary.rockies.edu/docview/237234715/4155FCBF55844623PQ/1?accountid=39364

Ideal Performance Management System
Words: 1898 Length: 6 Pages Document Type: Term Paper Paper #: 3031138
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Performance Management and Performance Appraisal eport:

Military

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…

References

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

Analyzing Performance Management Plan
Words: 933 Length: 3 Pages Document Type: Creative Writing Paper #: 73033620
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Performance Management Plan

Plan Criteria

Explanation

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…

References

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.

Performance Assessment Person Being Assessed Jane Doe
Words: 348 Length: 1 Pages Document Type: Essay Paper #: 76185457
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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

1

2

3

4

8) Employee maintains a positive attitude regardless of…

Confirmation of Completion by Manager

Date of Next Review -- 6/24/2015

Feedback regarding review from employee: ____

Performance Given the Need to Improve Organizational
Words: 1522 Length: 4 Pages Document Type: Essay Paper #: 5751689
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Performance

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…

Performance Management Conflict Within the
Words: 2018 Length: 7 Pages Document Type: Term Paper Paper #: 7465311
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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.

Conclusion

Conflicts are inevitable…

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  http://www.emeraldinsight.com/Insight/viewContentItem.do?contentType=Article&hdAction=lnkpdf&contentId=842457 .

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  http://www.eurofound.europa.eu/eiro/2005/08/word/nl0508103t.doc