User talk:MGMT90018 2015S2 PERFORMANCEMANAGEMENT/sandbox

test.324178MGMT (talk) 05:38, 23 August 2015 (UTC)

Hello everyone, once everyone has completed some research, maybe we could summarise our main findings here and from there we can come up with the sub headings that we will be addressing on our page? 541917MGMT (talk) 09:15, 18 August 2015 (UTC)

Hello Everyone, This is the talk page for the performance management page - from here we can start to organise ideas, cite information that could be useful for us and to help structure the Wikipedia page.(Jana) 702781MGMT (talk) 04:38, 16 August 2015 (UTC)

Test392015MGMT (talk) 04:23, 18 August 2015 (UTC)

Subject headings
what do we think subject headings be? — Preceding unsigned comment added by 702781MGMT (talk • contribs) 09:34, 18 August 2015 (UTC)

I have been doing some reading on PM and so far the logical subheadings that would give a good overview of Performance management i think are:

What is Performance management

Application of performance management Keep section/fix up section on application?

Goals/importance of performance management in organisations "Performance management, when implemented well, can lead to important benefits for organizations. For example, organizations with formal and systematic performance management systems are 51% more likely to outperform others regarding financial outcomes and 41% more likely to outperform others regarding additional outcomes including customer satisfaction, employee retention, and other important metrics" (Cascio, 2006)

Benefits of performance management in organisations

Criticisms of performance management

Process of performance management

Factors influencing effectiveness of performance management systems

Let me know what you think/whether you have think there should be other sub headings 165.228.130.223 (talk) 01:18, 20 August 2015 (UTC)

Looks good! I edited the page a bit today, added a headline 'Measurement methods'. added some citations. All the headings suggested are very reasonable. process of PM maybe can merge with 'measurement methods'? We can fix up the application section. Factors influencing effectiveness of performance management systems: organisational culture and organisational development should be under this heading i think. katherine

Thanks Katherine! Im thinking that 'application' section should go above 'process/measurement' section so that we begin by discussing PM more generally and then get more specific with PM in relation to organisations? Also should we delete the original section 'performance management in companies? — Preceding unsigned comment added by 541917MGMT (talk • contribs) 07:58, 23 August 2015 (UTC)

I like the headings; they work well. Good balance of both pros/cons and then application. I agree with the comment that application should be moved slightly down the list too. PM in companies could be deleted, there's no info in it that has sources! I think that the only one to clean up is application, and mostly start from zero on the other headings. 702781MGMT (talk) 09:40, 23 August 2015 (UTC)

I think the headings looks great! Just wondering if we should talk a little bit about the history or the evolution of theories of PM? or is this contained in the 'what is PM' section ? And I agree PM in companies can be deleted, but I think the similar concept of 'Performance appraisal' should discuss a bit. Even though I am not sure which section should it be in. Should we allocated our works? Maybe each person do one section and we all proofread and edit afterwards? yoyo 774112sMGMT (talk) 08:19, 25 August 2015 (UTC)

I think it would be a good idea to include a history section. I too have come across a lot of information on how performance management has only recently been started to be investigated separate from performance appraisal, so maybe this point could be covered in the history section?

I have edited the 'process of performance management heading to read 'performance management systems' i think it fits the content of that section better. — Preceding unsigned comment added by 541917MGMT (talk • contribs) 23:09, 14 September 2015 (UTC)
 * I have included a brief section on "Process of Performance Management" under the Applications section as I feel it would be good to provide a snapshot overview of the general procedure. Let me know if you think this is appropriate. Jess 392015MGMT (talk) 06:46, 15 September 2015 (UTC)

Allocations
Below are the allocations for each section:

What is Performance management/History - Emily

Application of performance management Keep section/fix up section on application? - Jess

Have kept the Application section and re-written to increase relevance of content to heading. Jess 392015MGMT (talk) 01:02, 15 September 2015 (UTC)

Goals/importance of performance management in organisations - Emily

Benefits of performance management in organisations - Jana

702781MGMT (talk) 09:30, 6 September 2015 (UTC)

As per the discussion on the FB page, I am moving the Benefits/Complications underneath the heading of 'Role of PM'. 702781MGMT (talk) 07:59, 19 September 2015 (UTC)

Criticisms of performance management - Brenton

Process of performance management - Hsuan-yu

Factors influencing effectiveness of performance management systems - Katherine

I have also allocated myself the what is performance management/history section too. Once you have posted your information we can all read through each others and edit/make suggestions  — Preceding unsigned comment added by 541917MGMT (talk • contribs) 05:37, 28 August 2015 (UTC)

Performance management definition
Hi everyone! just realised no one has been allocated to edit the performance management definition. I think it could do with some tweaking. Does anyone want to do this? Otherwise i am happy to edit it? — Preceding unsigned comment added by 165.228.130.223 (talk) 00:45, 10 September 2015 (UTC)

I have edited the definition of performance management. Again, feel free to add anything you feel necessary. — Preceding unsigned comment added by 541917MGMT (talk • contribs) 05:39, 11 September 2015 (UTC)

Hey Emily, because I'm a bit new to wikipedia in the definition section, which looks good, can the 'IT Performance mment' link go down the bottom. Example: the part on the bottom where it has 'see also' can that go there? I'll see if I can move it, but if anyone has doubts or other suggestions let me know. I'm moving it because I don't know why we have that up the top and another 'see also' section down the bottom. 702781MGMT (talk) 04:01, 12 September 2015 (UTC)

History section
I've added in a history section... its quite brief at the moment, so anyone feel free to add to it! — Preceding unsigned comment added by 541917MGMT (talk • contribs) 04:26, 31 August 2015 (UTC)

Role of Performance Management in Organisations section
Hey guys, initially I was looking to build on this section however I feel the existing content is a bit limiting and nonspecific for an "Applications" section. I am working on rewriting the section altogether, will post shortly. Jess 392015MGMT (talk) 23:19, 14 September 2015 (UTC)

Hey all, I've just finalised my rewrite of the Applications section. Please have a look and let me know if you have any feedback or suggested changes. This can of course be tweaked! Jess 392015MGMT (talk) 00:47, 15 September 2015 (UTC)

I thought perhaps it would be a good idea to include a brief overview of the general performance management process, and have done so under the Applications section. I think either this or the Performance Management Systems section would be the most appropriate place for it? Let me know if you would like to keep/edit/move/remove. Jess 392015MGMT (talk) 06:51, 15 September 2015 (UTC)

Looks great Jess! Emily — Preceding unsigned comment added by 541917MGMT (talk • contribs) 07:02, 15 September 2015 (UTC)

Hi Jess, I have just re-read the section, I think it works well under the applications section. Jana 702781MGMT (talk) 08:46, 15 September 2015 (UTC)

Section heading changed to "Role of Performance Management in Organisations" 392015MGMT (talk) 05:40, 24 September 2015 (UTC) Jess

Objectives of Performance Management section
I have uploaded my information in this section. Have a read through, let me know if anything needs to be added/edited! — Preceding unsigned comment added by 541917MGMT (talk • contribs) 01:50, 29 August 2015 (UTC)

Hey Emily - this section looks great! Could the part about "The Human Relations School of thought" be hyperlinked or referenced at the end? Jess 392015MGMT (talk) 07:28, 31 August 2015 (UTC)

Sure, forgot to add in that reference! will fix that up now — Preceding unsigned comment added by 541917MGMT (talk • contribs) 08:13, 8 September 2015 (UTC)

Factors influencing effectiveness of performance management systems section
Hi, I added a little bit to the definition as well as the history. My part is mostly done. I will fine tune it for the next couple of weeks. Please have a look and let me know if there's any I can improve on. Katherine — Preceding unsigned comment added by 324178MGMT (talk • contribs) 07:45, 13 September 2015 (UTC)

Hi Katherine, your section looks great, very thorough! Emily — Preceding unsigned comment added by 541917MGMT (talk • contribs) 04:25, 14 September 2015 (UTC)

Hey Katherine - Looks fantastic! Really comprehensive :) Jess 392015MGMT (talk) 00:59, 15 September 2015 (UTC)

Hi guys, I have updated my part according to Adams' suggestion. Changed the headings and separate the sections into 2. The new headings are now 'Organisational Culture and Effectiveness of Performance Management' and ' National Cultural Factor of Performance Management Execution'. This clarified about the cultural factors that influence the effectiveness of PM and the execution of PM. I also changed everything in the cultural diversity part. I focused on the Hofstede's cultural dimension and how it would affect the execution of PM. — Preceding unsigned comment added by 324178MGMT (talk • contribs) 03:49, 22 September 2015 (UTC)

Criticisms
Hey guys, i added more to the criticism section, i still need to fix up the formatting and referencing. I also need to add relevant sub headings

Let me know if anything at all needs to be changed! — Preceding unsigned comment added by 586469MGMT (talk • contribs) 15:20, 18 September 2015 (UTC)

Looking good Brenton! you can use the tool to enter you references - it makes it very easy! 541917MGMT

~Hi Brenton, please aim to state everything as a fact. I saw that you have a few questions in your section, maybe reword it so it will be stating a fact. It would help if you look through other well written wiki pages. It will give you an indication of the language that Adam thinks we should use. ~

-Okay thank you! ill fix all the referencing properly, i did feel like it seemed a bit opinionated, it just comes out that way, because most criticisms are in fact opinions of other researchers/people. Im working on it all now. 586469MGMT

If anyone else has any ideas as to how i should fix it or change it at all, let me know. 586469MGMT

Hi Brenton, Maybe you can break this section down into subheadings to make it a little clearer? i think this will also help avoid your points sounding opinionated and essay like and more factual. 541917MGMT

'Bold text''Italic text' Hi Brendon, Please see below for some pointers. Hope these would help.

—Performance Management is used in almost every facet of the professional world. They have become a vital element of salary recommendations, succession planning, and employee development programs (Smith, Rutigliano, 2002)[71], however they are not without criticism. —--~This is not necessary as the heading stated clear what this session is about.

The fundamental question is does Performance Management actually work? Does it improve organisational performance? Or is Performance Management a waste of resources? Rephrase so they are not in question format. Key criticisms are centred around the competitive and individualistic nature of performance management systems. The general consensus is that the problem is not with the performance appraisal systems, but the way they are thought through and implemented (Gettler, 2007)[72] There is not need to do a side note for reference as long as you have insert the reference.

Bias: This should be a heading. As Performance Management outcomes are used to evaluate individual's performance and consequently lead to decisions on advancement and remuneration, inputs can often be biased and dishonest in an attempt to aid personal advancement within the company. ''Reference? And please expand on different types of bias.''

Creation of an individualistic and selfish way of working: Heading – needs more succinct wording This creates an individualistic way for employees of an organisation to think and act. Instead of working to the benefit of the organisation employees are often pressured into acting in a way that will reflect positively on their personal performance management outcomes, which is not in the best interests of the organisation. However arguments against this include the notion that generally improving individual performance across the company will "drive an aggregate improvement of the organisation" (Freifield, 2012). Please insert the whole reference in APA style.

Negative Focus: The inherent nature of Performance management also seeks out and focuses on the negative aspects of an individual's performance. Seeking out what is currently not working and the downfalls in performance. This can lead to decreases in employee morale and increased stress for employees, which has a negative flow on effect to the performance of the individual, and thus the performance of the company. Professor Kacmar a management professor at the University of Alabama suggests that successful and functional organisations have "performance management systems that focus on people's success stories, not their shortcomings" (kettler, 2007). Please insert reference in APA style.

Erosion of collaborative organisational culture: Performance Management is effectively a method that centres on comparing employee performance against one another. This erodes the aim of almost every organisation in establishing a collaborative culture. Again reiterating the tendency of performance management to be individualistic and competitive. As the importance of a strong collaborative organisational culture, team-oriented and cross-functional ways of working become more and more important in modern day organisations performance management can undermine the collaborative and team-oriented work environments" (Freifield, 2012). Please insert reference in APA style.

Studies: In 1965, the Harvard Business Review published the work and results of a study completed by Herbert Meyer, Emanuel Kay and John French Jr. This study tested the effectiveness of traditional performance management at General Electric. They concluded that performance management does NOT work (research more on why?). ''You can just state the result of their finding. There is no need for descriptive language.''

Heading? These criticisms do not suggest that performance management should not be used, instead they highlight key failures in most performance management systems and can provide insights on how they can be altered or management in a way that is beneficial to the organisation. Reference? The research conducted by Meyer, Key and French highlights that performance management systems should not so heavily relied upon. When implemented correctly they can be of great use, however approaches such as goal setting, work planning and review sessions are equally important, and should not be overshadowed by end of year performance reviews (Smith, Rutigliano, 2002). Performance management systems (stick with performance management) must constantly be monitored and adjusted so they work to the goals of each individual organisation and do not inhibit a collaborative organisational culture. To ensure Performance Management is effective it should utilise goal setting, constant feedback and carefully monitor process, contents and outputs. Reference?

''The last two paragraphs should be linked back to the criticism of PM. You can find in articles how these criticisms can be overcome or improved. Improvement of PM should not be a stand-alone paragraph in the criticism section.

Please use headings. Headings will help to organise the whole wikipage in the content box at the beginning of the wikipage. '' 324178MGMT

i just finalised my section, i talked to adam after the lecture and i skewed my section more towards studies and the results, to make it less opinionated.

I had a paragraph at the end to try and wrap up the general consensus of the criticisms, but it feels too much like an opinion so i took that out aswell. 586469MGMT