COMMERCE 2BC3 Lecture Notes - Lecture 32: Alternative Dispute Resolution, Determinant, Workplace Wellness
24 Apr 2016
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Document Summary
I am unhappy about one or more things about my job. Eventually employee leaves by choice or is fired because of poor behaviour and performance. On the other hand employee might be staying engaged but in negative ways (misbehaviours) Performance management has three purposes: strategic alignment, administrative decision-making, employee development (remedial and career development) Sources of performance info: managers, peers, subordinates, self, customers/clients/patients. 360 degree feedback: a system or process in which employees receive confidential, anonymous feedback from the people who work around them. This typically includes the employee"s manager, peers, and direct reports. Performance management approaches and methods: comparative approach, ranking, forced distribution, paired comparison, attribute approach, graphic rating scales, behavioural approach, critical incidents, bars, assessment centres, results approach, mbo. When choosing an approach/method it is important to consider time available for development, time available for administration, job relevance, strategic congruence, validity, reliability, acceptability, and specificity. Facts: focus on facts to define the problem.
