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Essay / Research Paper Abstract
A 5 page paper that discusses the importance of appraisals, what performance management is and its components, the goal of performance management, and two examples of performance appraisal models. The writer also comments on behaviors supervisors need to exhibit during the appraisal process. Bibliography lists 10 sources.
Page Count:
5 pages (~225 words per page)
File: MM12_PGprfmg5.RTF
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Unformatted sample text from the term paper:
he or she has to go on the defensive. Performance evaluations are often very emotional times for both manager and employee. The primary reason for these feelings might be due
to the fact that performance appraisals occur once each year with little or not performance management guidance in between times. Performance appraisals are important because they tell employees what
is expected of them, what their strengths are and what their weaknesses are (McNamara, 2006). They also allow the supervisor and the employee to develop a closer relationship and they
provide the supervisor with the data needed when promotions and raises are being considered (McNamara, 2006). They should leave the employee feeling positive and motivated to do well and to
improve his or her performance (University of California, Berkeley, 2006). They should also let the employee know they are appreciated for their hard work and accomplishments (University of California, Berkeley,
2006). To be most effective, employees need to be involved in the appraisal process (University of California, Berkeley, 2006). The outcomes of an employee performance evaluation may be negative. If
the employee is rated lower than they perceive their contributions, conflict can easily erupt between them (Heathfield, 2004). Simmons (2003) says that when the performance appraisal process fails: "performance management
often conflicts with relationship management" (p. 47). Negative feedback from the manager does not motivate an employee to perform at higher levels, it has the exact opposite effect (Simmons, 2003).
Performance management is far more than the appraisal or evaluation. It is an ongoing process and, as such, it is a system. Performance management has been described as "activities to
ensure that goals are consistently being met in an effective and efficient manner" (McNamara, Basic, 2006). The term performance management can refer to the management of the business or organization,
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