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Need an argumentative essay on This list that relate to OB tools e.g. reward, appraisal, empowerment, motivation and commitment and produce a 500 type-written analysis in a word file.Could you ensure
Need an argumentative essay on This list that relate to OB tools e.g. reward, appraisal, empowerment, motivation and commitment and produce a 500 type-written analysis in a word file.Could you ensure that you have thoroughly read only the four papers Critically evaluate/analyse the ke. Needs to be 2 pages. Please no plagiarism.
All drives are independent and cannot be substituted or ordered hierarchically. While fulfilling these drives is essential, each drive is best fulfilled through organizational levers. The drive to acquire is satisfied best by a reward system, and the drive to bond is best fulfilled by creating a culture of friendship, openness, collaboration, and teamwork. The drive to comprehend is best satisfied by job designs that are challenging, interesting, and meaningful, while the drive to defend is best covered with transparent, trustworthy, and fair processes for resource allocation and performance management.
Performance management allows the HR profession to engage in, as well as lead, debate at the business core (Hendry et al, 2005: p58). However, this debate and its ownership are fragmented, with most organizations that conduct it, usually do it, in a superficial manner with little appreciation of its power. The problem is part mindset and part company organization, with no department taking ownership in a strict sense. To help this process along, a diagnostic tool for performance management, is necessary. This tool should enforce an approach that is more systematic that puts performance management into a more focused context of the corporate, business strategy and attempts to constrain the tendency to jump at bonus schemes and incentives as a vital part of performance management. Performance management, therefore, should be governed by a few key principles. First, performance management should concern itself with increasing performance. The focus needs to be on only a few vital activities that make a difference, and thus, amount of measurements should be limited. Performance management should also be a goal-driven process. therefore, measurement should not be a central theme, rather, the communication and its clarity. This means that attaching specific
