Change and Development
This paper discusses managing change of an organization with effective communication techniques.
# 100828 | 5,216 words | 12 sources | MLA | 2007 |
Published by Rakesh Calton on Feb 07, 2008 in Business (Administration) , Business (Management) , Communication (Interpersonal) , Business (Human Resources) , Labor Studies (General)
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In this article, the writer notes that people are the most important resource in any business. Bad performance from workers presents a lot of trouble in the efficient running of an organization. Thus, the writer points out, that for any manager, it is very important that critical evaluations be made of the workers within the organization. The writer states that even in the phase of an organization in its decline, it is the responsibility of the manager to correctly decide the specific staff that he has to let go. The writer maintains that changes in organizations are due to different reasons and most changes occur due to restructuring or change of management for various reasons. The writer concludes that at the same time, it is important that the organization continue on its regular business path and not change sharply. To achieve this, cooperation is required from people and that can be achieved only through proper communication to the people concerned.
From the Paper:"The standard objective of performance appraisal is to influence the performance and development of employees. Getting down to the specific reasons, one may say that one of the main objectives is to provide feedback to the individual being analyzed. This type of feedback is expected to make him make better and more positive contributions to the organization. On the other side, all organizations have a system of rewards and sanctions and these are in the form of merit increases, promotions, transfers and dismissal. These have to be based on something concrete, and performance appraisals are probably the correct basis for using these. These are also used to determine the progress of the individual within the organization and this is in the form of training, and meeting recruitment and requirements of placement. These evaluations also help in determining the future success and usefulness within the organization."
Sample of Sources Used:
- Derry, Karin. "The Importance of Job Descriptions" (2004) Retrieved fromhttp://www.iabusnet.org/templates/main/articlesdisplay.cfm?ID=413 Accessed on 28 June, 2004
- "Industrial Production Managers" Retrieved from http://www.bls.gov/oco/pdf/ocos016.pdf Accessed on 28 June, 2004
- "Job Analysis: An Important Employment Tool" U.S. Department of Labor. (October, 1994) Retrieved from http://www.dol.gov/odep/pubs/fact/analysis.htm Accessed on 28 June, 2004
- Korzeniowski, Paul. (July 23, 2001) "Focus shifts to performance" Retrieved from http://www.fcw.com/fcw/articles/2001/0723/tec-perf-07-23-01.asp Accessed on 28 June, 2004
- Kruse, John J. (17 September, 2002) "Technology and Management: Conflicts Management" New York Law Journal. Volume: 228. No.53. Retrieved from http://www.dunandbradstreet.com/pdfs/Prodcat/FTF_law_journal.pdf Accessed on 28 June, 2004
Cite this Term Paper:
Change and Development (2008, February 07) Retrieved April 19, 2021, from https://www.academon.com/term-paper/change-and-development-100828/
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