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Unformatted text preview: Professor Partridge Bus 150 12 March 2009 Siebel: Forcing the Issue 1. Pros: • I t keeps the employee updated with the company goals. • I t is an effective way of measure productivity. • I t is an effective way of measure employee’s performance. • I t helps the company to determine who are the top performances and the bottom performances. • I t helps the company determine whether the employee is in the right job for their skills sets. Cons: • The process may be ruthless to the employees. • I t could create a lot of stress and frustration to employees. • Employees could lose t rust in the company and managers and be afraid about losing their jobs. • I t may cost a lot of job losses and therefore higher cost in recruiting and training. 2. I t does because since the company develops and sells performance management software, it may be very helpful for its employees to use their own software so that they observe how effective the system is and make improvements to it if needed. improvements to it if needed....
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This note was uploaded on 09/08/2010 for the course BUS 150 at San Jose State.