Performance Management Reality Check Essay -- Business, Goals, Functi

How many a(prenominal) of the 14 characteristics of an ideal governance atomic number 18 present in the agreement you atomic number 18 evaluating? The Womens Resource sum of money at Southern Oregon University is currently using a carrying out management system that I take has present solely 14 characteristics. As a small organization doing scarper that is at many takes personal, our performance management system is one of the most highly held figure outes of our jobs. Our work at the Womens Resource Center calls for us to express ourselves, voice our opinions and beliefs, bear up and fight for change, and engage in our work emotionally. Due to the level at which we hold our jobs close to our hearts, evaluating our performance and gaining feedback on the work we are doing is extremely important not only for our management save too for the employees.Our individual name and addresss must be aligned with organizational goals. As the goal of our work is to improve the li ves of women and girls, our organization would not function if individual goals were anything early(a) than that exactly. Our work is deeply rooted in the passion and motivation of the employees and volunteers refer regarding this goal. We are working as activists who are as surelyking and creating change and see no limits to the differences we can make personally in our community, region, and even globally. (Aguinis, 2009) The system is thorough as each employee is evaluated every school term and all major job responsibilities are included in the paygrade. There are three bills to the system. The first step is a self evaluation form that is filled out by the employee and acts as a gumshoe for self-reflection. The second step is an informal evaluation with the staff manager. The final step is the formal evaluation with the coordinat... ... bad idea to have a offshoot laid out. For our system to become more ideal we should develop a rating system that minimizes subjective asp ects and does not rely so hard of human judgement. We should also develop an appeals process that is formal in which employee that musical note an error has been made may be able to challenge foul decisions and correct errors. (Aguinis, 2009) I believe that the managers and the coordinator should work together to develop the appeals process and then bring the process to the staff to gather opinions, and feedback. I believe that the coordinator knows best how the process would be more efficient and effective but I would also want to hear from the staff to make sure the process makes sense and is accessible from their perspective. This is a process that really demand to work on both ends of the organization for it to be effective.