Imagine that you are a director of performance management. With this role in min
ID: 387012 • Letter: I
Question
Imagine that you are a director of performance management. With this role in mind, briefly compare and contrast the traditional annual evaluation method of performance appraisals with the new real-time feedback coaching format. State which method you support, and explain why. How do you think Frederick W. Taylor would respond to the real-time feedback coaching system? Explain.
Be sure to follow the guidelines below.
Your paper should be at least three pages in length (not counting the title page and reference page).
Writing should include proper grammar, sentence structure, and writing mechanics.
Organization should be logical, clear, and appropriate.
You should provide strong evidence of critical thinking.
Paragraphs should contain strong topic sentences.
The essay should begin with an introduction to the topic.
You should make use of logical transitions.
Need a new answer so no plagarism is involved
Explanation / Answer
Traditional annual evaluation method has been used since a long time in organisational settings. This type of evaluation method provide adequate understanding of overall employee performance by directly looking at their record as well as their overall working behaviour and efficiency in the organisation. This type of evaluation process provide adequate overview of capabilities and strength possessed by an employee as well as it also provides information regarding negative points other factors regarding an employee in workplace. By using traditional approach of evaluation and performance appraisal, many factors such as employees performance under pressure or critical conditions cannot be assessed correctly. This specific type of void in operational capabilities of traditional evaluation and performance management systems directly reduce its overall efficiency as well as productivity in terms of measuring effectiveness of an employee in a workplace.
Real time feedback coaching format is a modern approach that is used by most of the organisation at current state. This type of performance appraisal and Measurement system provide adequate understanding of employee performance as well as also creates a better impact on analysis due to availability of multi factor feedback approach. All of these systems help the system to learn more about employee behaviour in real time such as in pressurized conditions. This specific type of availability of detailed information regarding capabilities of an employee makes it one of the best models to use for evaluation and performance appraisal. New real-time feedback coaching format is also better as compared to the traditional methods of evaluation because it helps to create a consistent effect on learning employee behaviour in a better way for providing adequate response to their appraisal and evaluation.
Frederick w Taylor would definitely have responded to the specific situation by co relating it to his theory in which different part of the scientific workflow and synthesizers are analysed separately to create a better understanding of the situation. In this type of organisational evaluation similar process is being used where different part of the employee performance as well as his availability of opportunities and capabilities of doing task is analysed for better performance and evaluation review.