Performance Management
Measurement systems can be motivational or de-motivational. The
individual goal setting of the 80’s is a good example of de-motivational
measurement - it tested one individual or group against the other and while
satisfying some individual egos, it provided little contribution to overall
company growth and profit.
Organisations must develop a performance scorecard that will
stimulate innovation and increase the participation and contribution of all
employees.
No comments:
Post a Comment