Quiz 8: Developing Employees for Future Success


Obtaining performance feedback from multiple sources can help to make the information more fair, accurate and useful in the following way: A manager or en employer cannot judge his employee at the first instance nor should he rely on others blindly. An effective feedback is the one which comes from all relevant sources instead of just one or two. No two persons might think alike about a certain person. The multiple sources of getting feedback are as follows:- 1) Managers - As managers work closely with their employees, they are familiar with the attributes of an individual. Details like whether the individual is following the rules and regulations, norms of the company, is regular to office, following deadlines, completing all the tasks allotted to him etc. He monitors all these activities and thus provides his feedback. 2) Peers- Peers are the coworkers the employee works with. This is one of the methods to collect feedback about an individual. But not all the peers like their co-workers and may sometimes provide negative feedback. In this case, peer need to be selected very carefully who gives unbiased opinion. 3) Subordinates - These are the employees who report to their respective managers. They are sometimes not too comfortable to speak about their concerns to the manager even if they don't like them. They get affected by the manager's authority and power and may speak well about them. On the other hand, even the manager may pretend to be different when he knows that his subordinate's opinion will matter, to the extent that the goals of the organization are affected. 4) Self - In this evaluation, an individual gets an opportunity to introspect himself and his activities. It enables the employees to identify their weak and core areas of expertise. 5) Customers - Customers being the outside people give true and unbiased opinion about the person. The customers evaluate the way they are handled by the employees. All the above mentioned sources play a key role in providing a true picture of an individual. The rating from each segment is evaluated to know about the person and his behavior. It makes the information more reliable and useful. Instead of just relying on one person for the feedback, who might give all negative remarks, it is better to rely on multiple sources and then rate the individual. The scope of biasness and other negative aspects are reduced to a great extent.

Strategic objectives that can help the company meet the performance standards and the kinds of strategic objectives that do not contribute to performance standards are explained below: Each company when formed has certain rules and regulations that need to be followed. With the passage of time, these rules are changed as per the company requirements. The company makes sure that these are communicated to each and every employee of the company and they follow them. In this case, if a company makes some changes to its policy by charging full price from its customers, then it is definitely meeting its strategic objectives. It is acting within its lines while making sure that the same is incorporated throughout the company. The strategic purpose of performance management is to help the organization meet its objectives and goals. This takes place when the organization effectively communicates to the employer what it expects from them and in turn gives their true and genuine feedback. This kind of performance does not even interfere with the overall goals of the company. These goals do not change for anyone and the company makes sure that anyone who breaks them is penalized. This however does not make these goals rigid but they can be changed as per the needs of the company. In this case, the company needs to effectively communicate to its employees and customers to avoid any friction between them. In addition, the company also invests in trainings and other such related sessions to make the employees effective in carrying out tasks..

G's approach to performance management can meet the criteria for effectiveness of performance management system in the following way. The approach fits with the company's mission to organize information and make it universally accessible and useful. It is explained below: • The approach followed by the google in the mentioned case effectively fits in the five criteria for effective performance system. G has effectively made use of its existing database and made sure that the results are cent percent accurate. • The google ensures to provide accurate and meaningful data to its customers. It's a task to pull out meaningful information from a huge database and google made sure that all its observations were backed up with due proofs. • The performance system fits within the organization very well. The goals of the organization are communicated to the employees and their performance is duly evaluated. • The report is valid at any point of time and it is consistent with the present policies followed by the company. It has also made provision for any unforeseen contingencies that may or may not arise in the future. If it does, they have an arrangement for ready action plan. The information is also reliable. • One who reads or analyses the report tends to have clear vision of the matter and it leaves no scope for confusion. It is also widely accepted by its readers. All the points mentioned are clear and in brief. • The performance feedback is quite specific and efforts have been made to share it with the employees to know the areas they lack and need further improvement. The employees are thus clear in their minds regarding the extra efforts they need to put in. In the same way, they come to know the areas in which they excel. • G has a provision for making certain changes in the future as and when the need arises. The organizational as well as the personal goals of the employees gets fulfilled in an organized way.