BUS 482 Lecture Notes - Lecture 1: Organizational Culture, Employee Engagement, Job Satisfaction

• School: Simon Fraser University
• Department: Business Administration
• Course: BUS 482
• Professor: Brent Lyons

Document Summary

Developing performance of individuals and teams and. Aligning performance with the strategic goals of the organization: pm is not performance appraisal. Pm: strategic business, ongoing feedback, so employee can improve performance, driven by line manager. Performance appraisal part of the whole performance measurement process: assesses employee considerations. Weaknesses: once a year, lacks ongoing feedback, driven by hr, the performance management contribution, contributions of pm for employees. The definitions of job and success are clarified. Self-insight and development and enhanced: contributions of pm for managers. Supervisors" views of performance are communicated more clearly. There is better and more timely differentiation between good and poor performers. Employees become more competent: contributions of pm for organization/hr function. Administrative actions are more fair and appropriate. Motivation, commitment, and intentions to stay in the organization are enhanced. There is better protection from lawsuits: disadvantages/dangers of poorly-implemented pm systems, disadvantages/dangers of poorly-implemented pm systems for employees. Lowered self-esteem if feedback is provided in an inappropriate way.