Tuesday, October 2, 2012

Team Performance Assessment

Team Performance Assessment

I don’t think that implanting model #4 is a good decision to make for following reasons:

Firstly, it is mainly applicable to “blue collar” organizations where more visible, product-oriented outcomes are available to measure organizational performance. It is also better fitted within interdependent work environment where the collective effort of employees contributes to the creation of the final product/service.

“People may take a job for more money, but they often leave it for more recognition.”
Bob Nelson

 Secondly, it completely eliminates individual recognition and consider at completion as a negative aspect of working environment - a notion that I tend to disagree with; sometimes competition leads to increase self-confidence and productivity levels – Acknowledgment and reward for individual contribution is important and sometime part of tradition cultures that promote individualism.

Thirdly, the implementation of the Model#4 approach can take significant initial preparation of employees to fully grasp the essence of its philosophy. The cost associated with the need for training people on certain required techniques and development of productivity measures is high. Applying this model may also entail changing personnel systems such appraisal, promotion, disciplinary, etc…        

Finally, in some cases Model#4 conflicts with certain legal/ governmental requirements for performance appraisals and dealing with unacceptable performance.


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