美国论文代写：绩效管理体系

美国论文代写：绩效管理体系

文献表明，绩效是动机和能力的产物。员工的表现能力是外在的，可以通过培训和学习过程来传授。但是，动机是内在的，需要来自个体内部。除非他们觉得有必要这样做，否则实际上不可能使员工有效地工作，并取得有效的结果。然而，组织可以通过了解他们的需求，暗中影响员工的士气和动力，并使员工意识到组织确实对他们的需求是敏感的。反过来，员工也应该倾向于企业的需求和组织的目标。

美国论文代写：绩效管理体系
实现这种互利双赢的途径之一，就是通过绩效管理体系，在对绩效产生积极影响时，对绩效管理体系进行奖励。积极向上的员工必将在工作场所带来积极的变化。宝洁公司需要他们的员工不断思考和发展，除非组织采取这一步，否则没有什么是必然的。因此，上面提出了一个全面的绩效管理体系。平衡计分卡在大型企业中取得了巨大的成功率，预计也会在宝洁公司重演。戴尔·卡耐基引用了“人们为钱而工作，但为获得认可，表扬和奖励而付出更多的努力”。

美国论文代写：绩效管理体系

Literature has suggested that performance is the product of motivation and ability. The ability of an employee to perform is extrinsic and can be imparted through training and learning processes. However, motivation is intrinsic and needs to come from within the individual. It is practically impossible to make an employee work efficiently and deliver effective results unless they feel the need to do so. Nevertheless, the organization can impact the morale and motivation of the employee implicitly by understanding their needs and making the employee realise that the organization is indeed sensitive of their needs. In turn the employee shall also be inclined towards the needs of the business and the goals of the organization.

美国论文代写：绩效管理体系
One of the ways to bring about this mutual win-win situation is through the performance management system that meritoriously rewards the employee when they make a positive impact on the results. Well-motivated employees are bound to bring a positive change at the workplace. P & G needs their employees to think and evolve continuously and unless the organization takes the step ahead in doing so, nothing much is bound to happen. Hence, a comprehensive performance management system has been suggested above. The balanced scorecard has had a huge success rate in large corporate and the same is expected to repeat at P & G. As Dale Carnegie quotes “People work for money but go the extra mile for recognition, praise and rewards.”