Psychology Question

User Generated

Evtug1pbz234765

Humanities

Morgan State University

Description

Instructions

  • Pick one of the alternative components/models of performance management discussed in any of the readings that you believe that will be important.
  • Discuss why you think it will be important, what contribution it will have to the future of performance management and what barriers exist in organizations that will make it difficult to implement, if any.

The paper should be approximately 750 words and double-spaced, not including title or reference pages. Organize your paper by main points, with a clear introduction that states the main points and a conclusion that critically integrates and summarizes the information.

Paper Requirements

  • Length: 750 words
  • Double-spaced, 12-point font, 1-inch margins
  • APA Format

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Explanation & Answer

View attached explanation and answer. Let me know if you have any questions.

1

Performance Management

Student’s Name
Instructor’s Name
Course Title
Date

2
Alternative Component of Performance Management
Reviewing and appraising performance is another part of performance management. In an
organization, assessments are usually done twice a year, once in the middle of the year and again
at the end of the fiscal year. Aungsuroch et al. (2022) say that the person being evaluated starts
this process by filling out the self-evaluation form and describing their achievements over time in
terms that can be measured. After the employee's self-evaluation, the appraiser gives the
individual's quantifiable and trackable accomplishments and final scores (Aungsuroch et al.,
2022). Both the employee and the person doing the review have to be involved in finding out
why there are gaps in performance and coming up with solutions. This was already talked about
in the section on comments about performance.
Importance and Contribution to the Future of Management
Performance reviews appear unjustified regarding time, effort, investment, and result
validity. Many businesses, including annual evaluations, still use formal performance
management procedures. Keegan and Den Hartog (2019) share that the outcomes of these
assessments are related to judgments about salary or other aspects of personnel management. The...


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