澳洲论文代写：绩效评估会议

澳洲论文代写：绩效评估会议

Elise Smart在她的绩效评估会议Darlene大纲
5.聪明人应该考虑凯旋团队成员的表现回顾，了解他们与凯旋之间的关系，了解未明确完成任务的协同作用和可能原因。这将支持Smart获得双向观点，并且还将肯定了Ketchum的回复和她的团队的回复。
6.她也可以考虑将凯彻姆的目标和目标与组织目标结合起来，尝试找出计划中的优先事项中的差距，列出将从行动计划中消除的活动。
7.凯彻姆的一项任务是在热线和技术支持中心之间加入协同作用，但不幸的是，她更关注于问题的出现，并且忙于紧急需要而不是重要问题。这是一个明显的缺点，她需要提出问题，鼓励她自言自语，而不是对她进行评论。
8.如果可能，Smart可以在她的会议期间使用自我评估和自我劝说的干预问题。这些在接受错误和提高绩效方面往往更为强大（Heslin，Vandewalle＆Latham，2006）。通过这种方式，聪明可以使她不受批评，并按照她的表现进行评级，并向凯旋传达一个和平的，建设性的信息。

澳洲论文代写：绩效评估会议

Outline for Elise Smart for her performance appraisal meeting Darlene
5. Smart should consider the performance review of Ketchum’s team member and get to know the relationship between them and Ketchum to understand the synergy and the possible cause of the tasks not being achieved clearly. This will support Smart to get a two way perspective and also attach validity to Ketchum’s replies and her team’s replies.
6. She could also consider aligning Ketchum’s goals and objectives with the organizational goals and try and find gaps in the priorities planned and make a list of activities that are to be eliminated from the action plan.
7. Ketchum’s one task was to incorporate synergy between the Helpline and the Tech Support center, but unfortunately she focused more on issues as it arose and kept herself busy with immediate needs rather than important ones. This is a clear lack and she needs to be conveyed by asking questions and encouraging her to speak for herself instead of imposing a review remark on her.
8. If possible, Smart could use self-evaluation and self-persuasion based intervention questions during her meeting. These tend to be more powerful in terms of accepting mistakes, and improving performance (Heslin, Vandewalle& Latham, 2006). This way Smart could save her from being criticizing and secure her rating as per her performance and send a peaceful and constructive message to Ketchum.