Mgt101 Principles Of Management : Assessment Answers

1: The measure performance approach:

2: Job of account executive: 

Answers:

1: The measure performance approach:

The above analysis states the need of both behavioral and result approach in order to measure the performance of the accountants at Paychex (Aguinis, 2009). It has been found that the accountant is responsible for a variety of tasks, starting from the analysis of the needs of clients and also acts as a liaison between the organization and the client. This way, the result of the outcome can be gained by the satisfaction of the customers. Thus, result based performance measurement is rightly applicable for the measurement (Pulakos et al. 2015). In addition to this, since the accountants are also responsible for taking care of the people at the organization, the behavior of the employees can be easily recognized and thus, behavioral measurement is useful. The result based management approach also help in understanding the flare of approach that the organization made towards the improvement of the firm.

2: Job of account executive: 

Behavior approach to measuring performance is most appropriate when

• the link between behaviors and results is not obvious
• outcomes occur in the distant future
• poor results are due to causes beyond the performer’s control

Reason: The second option has been selected because the outcome of the behavior can only be observed after specific time duration. For the above case, the internal job satisfaction along with the satisfaction of clients can be measured and known only at a distant future.

Results approach to measuring performance is most appropriate when

• workers are skilled in the necessary behaviors
• behaviors and results are obviously related
• results show consistent improvement over time
• there are many ways to do the job right

Reason: Result approach is measured on the outcome and the result of the performance of the team or the organization can only be observed after a specific time (Rosemann & vom Brocke, 2015). It is when there is a change in the result over a consistent time result measurement can be used to measure the performance.

References:

Aguinis, H. (2009). Performance management. Upper Saddle River, NJ: Pearson Prentice Hall.

Pulakos, E. D., Hanson, R. M., Arad, S., & Moye, N. (2015). Performance management can be fixed: An on-the-job experiential learning approach for complex behavior change. Industrial and Organizational Psychology, 8(01), 51-76.

Rosemann, M., & vom Brocke, J. (2015). The six core elements of business process management. In Handbook on business process management 1 (pp. 105-122). Springer Berlin Heidelberg.