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Essay / Research Paper Abstract
A 5 page paper outlining performance criteria for a programmer working on special projects for internal customers, followed by an essay evaluation of the programmer’s performance. “David” performs well and has built good rapport with internal customers; the manager recommends increasing the difficulty of assignments that David receives. Bibliography lists 2 sources.
Page Count:
5 pages (~225 words per page)
File: CC6_KShrPerfAppCrit.rtf
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Unformatted sample text from the term paper:
is able to verbalize what is obvious, yet rarely acknowledged: "Performance appraisals are like seat belts. Everybody agrees theyre a good idea, but lots of people find them
awkward to use" (Grayson, 2002; p. 46). Awkward or not, study after study has found that appraisals done well can contribute to greater morale and increased productivity. In
turn, these are two primary contributing factors to that most prized achievement of any organization, that of attaining competitive advantage. The method by which the performance appraisal can directly
affect competitive advantage can be found in the words of Jack Welch, former CEO of General Electric: Any companys thats going to make it has got to find a way
to engage the mind of every single employee. If youre not thinking all the time about making every person more valuable, you dont have a chance. Whats the
alternative? Wasted minds? Uninvolved people? A labor force thats angry or bored? That doesnt make sense (Grayson, 2002; p. 2). Attempted Alternatives to Appraisal
There are a wealth of forms and approaches to formal employee evaluation, many of which organizations continue to experiment with even though they generally
give far less satisfactory results than does the performance evaluation. Kniggendorf (1998) reports that many "supervisors resist the use of the employee performance appraisal system even though this tool
can influence employees productivity and job satisfaction" (p. 13). In the place of performance appraisal, managers may "choose to rely on less effective means, such as job descriptions, modeling
behavior and corporate culture, to convey their expectations" (Kniggendorf, 1998; p. 13). In awareness of this propensity for avoidance, we seek here to delineate precisely what is expected of
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