Performance Measurement
Performance Measurements
Name
University of Phoenix
Performance Measurements Performance measurement tools have been used by many organizations or companies these days as one of their strategies in achieving success. Specifically, this tool is useful for detailed evaluation of the production process of one company, provide extensive guidance for the decision making process, and assess the performance of the company departments and individual employees. In general, measurement tools are created to give the company an easier access to a feedback system regarding its consistency in achieving their goals, and to provide them with options on how they can improve their current process. Basically, it gives companies a preview of how they are currently performing and where they might be heading. Another benefit of having a performance system is being able to better motivate the employees to do better with their jobs. However, such tool also has its consequences and the company should also be ready for it. Managers can easily monitor how their employees are doing by having a performance measurement tool. And one way for them to make their work performance consistent is by having a reward system. With this employees will really work harder with the hopes of attaining the reward. There have been many records and surveys that testified to the positive impacts of performance measurement tools to the employee work performance. In the US Municipalities, 9.6% of the respondents found the tool substantial, and 33.3% find it moderate. Moreover, these results are supported by the same survey conducted in other US counties, which gathered 31.5% of the respondents agreed to the accurate effectiveness of the performance measurement tool. In terms of its impact on employee motivation, 32-68% of the respondents agreed to its effectiveness. All these records only suggest that there are many organizational aspects that the performance measurement tool can
Name
University of Phoenix
Performance Measurements Performance measurement tools have been used by many organizations or companies these days as one of their strategies in achieving success. Specifically, this tool is useful for detailed evaluation of the production process of one company, provide extensive guidance for the decision making process, and assess the performance of the company departments and individual employees. In general, measurement tools are created to give the company an easier access to a feedback system regarding its consistency in achieving their goals, and to provide them with options on how they can improve their current process. Basically, it gives companies a preview of how they are currently performing and where they might be heading. Another benefit of having a performance system is being able to better motivate the employees to do better with their jobs. However, such tool also has its consequences and the company should also be ready for it. Managers can easily monitor how their employees are doing by having a performance measurement tool. And one way for them to make their work performance consistent is by having a reward system. With this employees will really work harder with the hopes of attaining the reward. There have been many records and surveys that testified to the positive impacts of performance measurement tools to the employee work performance. In the US Municipalities, 9.6% of the respondents found the tool substantial, and 33.3% find it moderate. Moreover, these results are supported by the same survey conducted in other US counties, which gathered 31.5% of the respondents agreed to the accurate effectiveness of the performance measurement tool. In terms of its impact on employee motivation, 32-68% of the respondents agreed to its effectiveness. All these records only suggest that there are many organizational aspects that the performance measurement tool can
References: Carr, N. (2008). The Data Dashboard. American School Board Journal, 195(12), 42. Retrieved August 2, 2010, from Master FILE Premier database. Mausolff, C., & Spence, J. (2008). Performance Measurement and Program Effectiveness: A Structural Equation Modeling Approach. International Journal of Public Administration, 31(6), 595-615. doi:10.1080/01900690701640929. Shayne , B. (2004). Performance-Measurement. Retrieved August 2, 2010, from http://www.performance-measurement.net SIX-SIGMA PROGRAM. (2004). In Encyclopedia of Health Care Management, Sage. Retrieved August 2, 2010, from http://www.credoreference.com/entry/sageeohcm/six_sigma_program