Portfolio Project Part 6 Assignment Example | Topics and Well Written Essays - 1000 words

Portfolio Project Part 6 - Assignment Example In order to measure the performance of an accountant, it is significant to use the critical incident and BARS methods. A combination of these methods would sufficiently measure the performance of an accountant in the company. A performance management should be able to give employees unbiased, constructive feedback on their performance. In order to ensure success of performance management of an accountant, reviews and measurement of the worker are normally done annually. Measure of improved performance The following combined methods will be used to measure the performance of an accountant i. Critical Incidents ii. Work Standards iii. Straight or Simple Ranking iv. Paired Comparisons v. Rater distribution Using the straight or simple ranking, the accountant will ranked according to overall performance. He or she will be compared with other employees. In addition, all comparison will be based on single criterion, such as overall performance. This is effective because it Compares perform ance of each employee with every other employee in the group. Using the forced distribution method, I will be able to understand how the accountant has performed. This is because the rater assigns individual in work group to a limited number of categories similar to a normal distribution. Further, it assumes all groups of employees have the same distribution (Mondy & Mondy 2010). In rating work quantity of the accountant, i will give careful consideration things such as effect of employee on the general flow of work, amount of work produced in terms of the specific job especially annually, employee’s application to the job, and skill in handling specific assignments of the company. I will award the score as follows: poor, 1 to 6 points; average, 7 to 18 points; good, 19 to 25 points. In turn, I will be able to understand if the accountant has improved performance or not (Smith & Mazin, 2004). BARS and performance evaluation The Critical Incident Method is a form of performanc e appraisal method that requires an individual to keep records and all relevant information of both good and bad employee work behaviors. In case a critical incident influences the company’s ability to operate either negatively or positively, the manager records the information. The BARS method is very effective in portfolio management of workers since it is easy to monitor the actions or behaviors of the worker while at work (Mondy & Mondy, 2010). For instance, when an employee misuse the company resources for personal use, it is easy to report the case to the manager. When it comes to accounting, this method is applicable in the sense that when an accountant makes valuations and evaluation of the company’s expenses and profits for a week, month, or a year, it is easy to monitor the trend of their actions. If the accountant kept the records in a timely way, the management can easily detect problems in their financial system and come up with ways to improve its financi al control systems. The BARS especially the critical incident method can also be applied as a means of job analysis in the sense that it helps analysts to determine actions that are focused on work and other work activities. It helps in making an entire analysis of work and permit transparent performance leading actions to be targeted (Smith & Mazin, 2004). In evaluating performance of a worker, it is vital to have job description and specification. This is because Job descriptions offer precise and a concise

Power and Politics in Organizational Development Essay

Power and Politics in Organizational Development - Essay Example The concepts of power and politics are two areas of organizations that can be very difficult to define and understand. However, in order to be successful in organizational life and development these areas must be explored. In the past Organizational Development has been criticized for not taking these factors (French & Bell, 1999, pg. 282). French & Bell (1999) explain that the understanding of Power and Politics is still in very early stages in OD. However with recent research we still continue to derive theories and applications for the OD field. Organization development is influenced by and depends upon politics and power, culture and effective performance of the management team. Organization development is complex process which relies on high moral values that transcend both the organization and the individual. The shared values that underlie a high-performing organization's strategy and bring meaning to the individual employee's work are reflected in both the decision-making and the goal-setting processes. Power is the potential to influence behavior, "to change the course of events, to overcome resistance, and to get people to do things that they would not otherwise do (Pfeffer, 1994, pg. 30). In short, it is a way to get things done; not the only way, but at least a major way, and one that is often used in organizational life. ... 283). Managers use power to accomplish goals all the time. The use of power is sometimes called "organizational politics" as managers use power and influence to produce results. Because of its association with politics, power is many times looked upon with disdain, as a dirty word. At the same time, we admire managers for what they achieve, and while we may not like it, we acknowledge that the ability to willingly wield power is often a prerequisite to managerial success. Following David McClelland, "positive faced of power is characterized by a socialized need to initiate influence and lead" (French and Bell 1999, pg. 282). Power is used frequently when the necessity to accomplish goals requires us to rely on those on whom we depend. It is especially important when they have a different point of view and cannot otherwise be relied on to do what we want them to do (Pfeffer, 1994, pg. 39). The greater the degree of difference in point of view, the greater the resistance and conflict and the more important it is to use power, influence, and organizational politics as a way to get things done. If everyone has the same goal and is in agreement about how to achieve it, there is no need to use power. Studies have shown that the more agreement there was on the goal and the means to attain it, the less political activity occurred (Pfeffer, 1994, pg. 39). There is no need to engage in politics or exercise power when there are no differences in perspective or w hen no conflict exits. The time and energy can, in these situations, be more productively employed toward goal accomplishment. To the extent that organizations can agree on goals and on the means to attain them, organizational politics can be reduced. In the absence of this