Question

01:11 All iCloud 30 March 2020 at 01:11 Review at least three (3) journal articles from any ONE (1) of the following topics below: • Challenges of balanced Scorecard in evaluation individual employee's performance Costs and value of 360-degree performance review system Reasons for management by objective (MB) failure as a performance management system Mar No. Evaluation Criteria for Individual Assignment Introduction on performance management and appropri o the three selected 4.6 Chanalyses of the performance management mode and the rom the journals selected (10-10-10 Applicability to the workplace of the heromodelethe t ed (10.10.10 Limitations of the research or study from the journal ed .5.5- theoretical applicability perspective Citations and referencing nighton i ng and structure of the ag ent /30 15 Condon

Answer 1

Reason for Management by objectives failure as a performance management system

1. No structure in the process.

One reason why performance management fails is that the process is not properly structured. It is not a one-time process and needs to be done more often. It is not possible if you don’t have a well-designed structure for performance management. The main reason for having a performance management process in an organization is to improve overall performance of the employees in the company.Hence a well-structured performance management system helps the employees understand the organizational strategies better and work towards achieving their objectives with more enthusiasm.

2. Employees don't have the picture of goals.

In many companies, employee goals aren’t in the picture when the performance review process is done. Performance management also fails because wrong goals are chosen to optimize the performance of the employees. In short, goals are important to keep employees motivated and perform at there best.

3.Inability to convey expectation from employees

In some situations managers aren’t able to communicate what they expect from their employees. It is important for them to communicate properly with the employees about the benefits of performance management. Employees should be provided with necessary resources to improve themselves constantly and must know the need of continuous learning and a performance management system.

4. Focus on current performance.

Mistakes that managers make is to focus on current performance only. Performance management processes are plagued with various biases in general. Recency bias is one of them. This is an unconscious bias since part of the problem can be attributed to memory and the way the mind makes associations. But it is a dangerous bias all the same. Very simply, it is because recency bias can make or break a performance review. So focusing on recent performance can result to failure of the performance management system.

5. Annual Performance Evaluation.

Performance evaluation is valuable only when it is carried out on a regular basis. Annual performance review is not enough for any company. Some mangers claim that it consumes a major portion of their time. But if performance evaluation is carried out annually, employees have to wait for a year to give or receive feedback; which is not good for the companies productivity.Hence annual performance evaluation is one reason why your performance management system could fail.

6. No Appreciation

Appreciation is very important to keep your employees inspired and to drive productivity. A performance management system that doesn’t include recognition and rewards for employee performance tends to fail more easily. It is important to keep track of employee performance and appreciate their appraise there good work.

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