Improvement vs Fear Through Performance Reviews
Order ID | 53563633773 |
Type | Essay |
Writer Level | Masters |
Style | APA |
Sources/References | 4 |
Language | English |
Description/Paper Instructions Reflect on circumstances and behaviors that can lead performance reviews awry, and how to support a review process with constructive outcomes.
Improvement vs. Fear through Performance Reviews The face-to-face performance review is one part of performance management. Observing an employee, and then sitting down to discuss areas of strength and need is intended to produce constructive outcomes. Yet, too frequently, the reality falls far short.
When considering performance reviews, “positive” or “negative” does not refer to the substantive evaluation but to how the information is presented and discussed. For example, in a “positive” performance review, negative information is not avoided and, significantly, not communicated in a punitive way or as a reflection on employee character. Rather, negative information is detailed as an opportunity for improvement. For this Discussion, you will reflect on circumstances and behaviors that can lead performance reviews awry, and how to support a review process with constructive outcomes. To Prepare:
References: Fried, B. J., & Fottler, M. D. (Eds.). (2018). Fundamentals of human resources in healthcare (2nd ed.). Chicago, IL: Health Administration Press.
Bingham, J. B., & Beer, M. (2012, July). HBS case collection: Performance management at Vitality Health Enterprises, Inc. Brighton, MA: Harvard Business Publishing.
Culbert, S. A. (2008, October 20). Get rid of the performance review! The Wall Street Journal. Retrieved from https://www.wsj.com/articles/SB122426318874844933
Simons, R. L., & Kindred, N. (2017, February). HBS case collection: Doverent. Brighton, MA: Harvard Business Publishing. Improvement vs Fear Through Performance Reviews |
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