1. Determine why organizations can have higher productivity when top managers encourage supervisors to set goals, assess performance, and provide feedback to employees. Support your answer with examples. Then, describe the experience you have had with performance appraisals and how your performance has been influenced by them.

Determine  why organizations can have higher productivity when top managers  encourage supervisors to set goals, assess performance, and provide  feedback to employees. Support your answer with examples. Then, describe  the experience you have had with performance appraisals and how your  performance has been influenced by them.

It  is my belief that organizations who set goals, and asses performances  for their employees will always see an increase in productivity. When  companies identify employees as assets, and treat them like they have a  stake in the organization, they become loyal soldiers. Most businesses  tend to forget they must appeal to their employee’s human side. Setting  goal, providing feedback is a gateway for a great employer/employee  relationship. People tend to do their best when they believe praise is  attached. Giving feedback ignites a flame for the employee to  consistently work smarter, and continue to excel.

In  my earlier years as a nurse, my manager provided me with some feedback  that changed the course of how I practice nursing. She told me she sees  the passion, and dedication in how I perform my duties. She told me she  was generally inspired by me. She also advised me to keep up the good  work, and to become less introverted, and more extroverted as a team  member. I took her advice, and challenged myself to become a better team  member. It was the best thing I could have done. I believe feedback,  setting goals, assessment, are all building blocks to creating better,  efficient staff as well as people in general.

2.    Imagine you are working at an ice cream shop. It is the middle  of summer, the shop’s busiest season, and the electricity goes out  during a storm. Rank the actions that you should take in order of  importance, as your performance will be measured regarding your  immediate actions.

  • Assess the advantages and / or disadvantages  of having more than one source of performance measurement within a  company. Support your position with examples. Of the performance  measurement sources you provided, select one that you believe your  current or previous company could benefit from and explain why.
  • Imagine you are working at an ice cream shop. It is the middle  of summer, the shop’s busiest season, and the electricity goes out  during a storm. Rank the actions that you should take in order of  importance, as your performance will be measured regarding your  immediate actions.

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Imagine  you are working at an ice cream shop. It is the middle of summer, the  shop’s busiest season, and the electricity goes out during a storm. Rank  the actions that you should take in order of importance, as your  performance will be measured regarding your immediate actions.

Assess  the advantages and / or disadvantages of having more than one source of  performance measurement within a company. Support your position with  examples. Of the performance measurement sources, you provided, select  one that you believe your current or previous company could benefit from  and explain why.

The  first thing I would do is look for a backup generator. If there is one,  I would proceed to connect it. If not I would then, move the ice cream  to the industrial freezer which would help slow down the melting  process. I would alert the power company just to make them aware of the  loss of power in my location. I would expect their phone lines to be  chaotic due to the storm. I would they call the head office alerting  them to the situation. I would then explain what I have already done,  and ask for addition input. In my opinion, I believe this is the best,  course of action. I believe I covered all my bases.

I  believe there is an advantage to having more than one source of  performance measurement when it is applicable. It’s good to measure  objectively and subjectively. I believe using the two forms of  measurements, paints a panoramic picture of the employee’s skill set,  knowledge, and abilities. There are plenty of people who perform well on  test, but cannot make swift confident decision on demand. It’s like  book sense versus common sense. Some people have both, some have one or  the other.

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