英语论文网

ettings. (John H. Jackson, 2007, p. 347)

MBO approached to performance appraisal also can be carried out through a four stage process, namely - (i) job review and agreement, (ii) development of performance standards (iii) setting the objective, and (iv) continuing performance discussion. (John H. Jackson, 2007, pp. 347-48)

Moreover, apart from MBO Approach, the following also can be used for certain situation, which the following discussion relates to.

Focus on Performer Approach

This is a trait based system and considered to be traditional in the realms of new management practices. It is used loosely based on the traits that we assume defines the personal attributes of individuals. This kinds of performance appraisal system stresses more on the kind of individual rather than on what employee did or how productive an employee have been. (MacLean, 2001 , p. 10)

Focus on Situation Approach

This system of performance appraisal methodology is focused on the situation at hand. In other word; it is a form of situation analysis, which may be important in accessing overall job performance of an individual. The appraisal for that matter is focused only in the realms within which an employee operate or the situation therein. This system and methodology is often termed absurd in logical sense and in the realms of management practices. (MacLean, 2001 , p. 10)

Focus on Behavior Approach

Speaking of this methodology, and as the phrase suggest, this system of performance appraisal is carried out with attention to individual or what a person does in context of behavior and its conditioning. Simply put in, focus on behavior and its performance appraisal is loosely based on what a person does, or the abilities and action of displayed while a person or employee completes certain task of a given job at hand. (MacLean, 2001 , p. 10) Somewhat, somewhere; this appraisal system and its methodological approach also seems absurd and unreasonable in real understanding of practical management practices.

The Pros and Cons: Critical Analysis

Based on the above discussion, we are of the opinion that the MBO Approach is the most suitable. We also learn that approaches such as focus on behavior, focus on situation and focus on performer can be effective in term of the methodology, however; at the end of the day these three systems of performance appraisal appears absurd and there is rarely a long-term objective attached to these three approaches, given their trivial and absurd nature.

Thus, when comparing and contrasting these three systems with MBO Approach, we figure that MBO Approach is much ahead in the ladder of effectiveness and suitability. The reason behind the suitability of MBO Approach is simple enough, given that it adds depth to any forms of performance appraisal.

MBO Approach is by far the best method because it defines the essence of

Job review agreement - which allows employee and supervisor to agree on exact makeup of the job.

Development of performance standards - which acts as 本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。