Respond To Two Wk1D1 Granth 652 Respond to at least two of your peers’ postings in one or more of the following ways: “See attachment” for detailed instruc

 Respond to at least two of your peers’ postings in one or more of the following ways: “See attachment” for detailed instructions and references

  • 3-4 paragraphs 
  • No plagiarism
  • APA citing

 

Week 1 Discussion 1

Discussion: Informal Mediation

Each week you will have the opportunity to learn, practice, and then assess your knowledge through readings, lectures, discussion forums, and assignments or tests.   

Handbook of Improving Performance in the Workplace, Volume 3, Measurement and Evaluation

James L. Moseley, Joan C. Dessing

To prepare for this Discussion, pay particular attention to the following Learning Resources:

· Review this week’s Learning Resources, especially:

· Read Week 1 Lecture –
See Word doc
. “Evaluating Results”

· Developing performance – https://youtu.be/9WRUWVPtvLg

· Performance Management – Performance Management | Human Resources (ucdavis.edu)

· Binder, C. (2001). Measurement: A few important ideas. Performance Improvement, 40(3), 20–28. Available online at www.binder-riha.com/measurement_ideas.pdf.

· Binder, C. (2002, March/2004, November). Measurement counts! www.performancexpress.org.

· Binder, C. (2003, March). Using surveys and questionnaires. In Measurement counts! Online monthly column at www.performancexpress.org/0303/mainframe0303.html#title5.


Assignment:

Respond to two or more colleagues, “See listed below” in the following way:

· Propose two suggestions on something your colleague can do in the future to positively change the behavior they identified.

· Provide a rationale for your suggestions based on your experience and the Learning Resources for the week.

· 3 – 4 paragraphs

· No plagiarism

· APA citing

1st Colleague – Strouse

Strouse 

RE: WK1D1 – Conditions for Improvement

Top of Form

Thank you for the discussion comments. I enjoyed your comments on goals. What are your thoughts on ethics and transparency of the organization, as it relates to goals? I do agree that a level of transparency is essential for organizations. Do you believe however that there are some things that organizations should not be totally transparent on? Or delay some transparency? If so, what would be an example that comes to your mind? 

Thank you

Strouse

2nd Colleague – Stewart

Piper Stewart 

Week 1

Top of Form

Hello Classmates,

In order for performance management to be successful, three conditions must be in place;(1) clear, measurable goals; (2) measurement feedback provided to the performers in order to make decisions; and (3) the ability to control resources and conditions if the measurement feedback indicates need for a change (Dessinger, 2009). In my current workplace we use SMART goals quite often to access how a project will most likely play out. My manager and I work in similar ways where we like to have goals, keep track of them and have a system to see the progress throughout the time spent on the project. On top of having a measurable goal that will truly help employees in clinics and help their clinic audits, we use a system called Asana to keep up with feedback to and from clinics. I keep a weekly training check in with each new employee for one month into their new position then once a month until their ninety days to ensure they feel comfortable in their role, and they feel comfortable asking for help. Sometimes based on responses, due to the training program being new for this company, they will make changes to the emails, evaluation forms and discuss improvements moving forward. I personally believe my company uses these three conditions seamlessly into the projects and trainings we are part of all of the time. When using Asana, we can make notes based on the trainee or clinic needing help and can make decisions and follow up dates based on that information. If these conditions are used with the employees improvement and safety in mind, they will improve the company each time. 

Dessinger, J.L.M.J. C. (2009). Handbook of Improving Performance in the Workplace, Volume 3, Measurement and Evaluation. Wiley Professional Development (P&T). 
https://ambassadored.vitalsource.com/books/9780470504000

 

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