Leading organizational change Managing Organizational Change Programs What to

Leading organizational change managing organizational

This preview shows page 21 - 36 out of 72 pages.

Leading organizational change
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Managing Organizational Change Programs What to change o Structure o Technology o Other Lewin’s change process o Unfreezing o Moving o Refreezing
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Leading Organizational Change Unfreezing stage o Urgency o Commitment Moving stage o Coalition o Vision o Acceptance o Gains Refreezing stage o Reinforcement o Monitor
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End of Chapter 8 Questions/Comments
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Chapter 9: Performance Appraisal
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1. Evaluate and improve the appraisal form. 2. Describe the appraisal process. 3. Develop, evaluate, and administer at least four performance appraisal tools. 4. Explain and illustrate the problems to avoid in appraising performance. 5. List and discuss the pros and cons of various appraisal methods. 6. Perform an effective appraisal interview. Learning Outcomes
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The Basics of Performance Management and Appraisal The performance appraisal process steps 1. Sets work standards 2. Assesses performance 3. Provides feedback to the employee o Figure 9-1 sample evaluation survey
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Five reasons: 1. Used for pay, promotion, and retention decisions 2. Links performance management to company goals 3. The manager can correct deficiencies and reinforce strengths 4. With appraisals employee’s can review career plans 5. Training needs are identified Performance Management and Appraisal
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Performance management definition The continuous process of: Identifying Measuring Developing performance of individuals and teams Aligning performance with the organization’s goals Performance Management
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Performance Management Six Elements Direction sharing Goal alignment Ongoing performance monitoring Ongoing feedback Coaching and developmental support Recognition and rewards
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Who Should Do the Appraising? Peer appraisals Rating committees Self-ratings Appraisal by subordinates 360-degree feedback
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FIGURE: The Building Blocks of an Effective Performance Management Process Direction sharing Role clarification Goal setting and planning Goal alignment Developmental goal setting Ongoing performance monitoring Ongoing feedback Coaching and support Performance assessment (appraisal) Rewards, recognition, and compensation Workflow, process control, and return on investment management
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Defining the Employee’s Goals and Performance Standards Manager assess: Attaining numerical goals Meeting quality and quantity criteria Mastering competencies Managers goals are SMART: Specific Measurable Attainable Relevant Timely
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Performance Appraisal Roles Supervisors Usually do the actual appraising. Must be familiar with basic appraisal techniques. Must understand and avoid problems that can cripple appraisals. Must know how to conduct appraisals fairly.
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Performance Appraisal Roles (cont d) The HR Department Serves a policy-making and advisory role.
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