This paper concentrates on the primary theme of Personal Development and Performance Management in which you have to explain and evaluate its intricate aspects in detail. In addition to this, this paper has been reviewed and purchased by most of the students hence; it has been rated 4.8 points on the scale of 5 points. Besides, the price of this paper starts from £ 40. For more details and full access to the paper, please refer to the site.
Personal Development and Performance Management
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Using your current work situation, or one of someone you know well, describe whether performance is measured using a trait, behavior, or results approach. Use the checklist below to identify whether or not your company should measure performance using the trait, behavior, or results method.
Adopting a Traits Approach to Measuring Performance Is Most Appropriate When...
The organization is undertaking a drastic structural change.
Adopting a Behavior Approach to Measuring Performance Is Most Appropriate When...
Employees will take a long time to achieve the desired outcomes.
The link between behaviors and results is not obvious.
Outcomes are distant in the future.
Poor results are due to causes beyond the performer’s control.
Adopting a Results Approach to Measuring Performance Is Most Appropriate When...
Workers are skilled in the needed behaviors.
Behaviors and results are obviously related.
Results show consistent improvement over time.
There are many ways to do the job right.
Performance Management Name Institution Performance Management Performance is usually measured using behaviors (what employees do) as opposed to employeeâ€™s outcomes or results of their work (Bateman & Scott, 2011). However, both behaviors and results are included in performance management systems. Behaviors refer to how the work is done while results