Deming’s observations on performance 文献综述代写

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  • Deming’s observations on performance 文献综述代写

    In this assessment task, students are required to reflect on and discuss Deming’s observations on performance management. The student will analyse and synthesise relevant academic literature to support their argument.
     
    在这个评估任务中,学生被要求反思和讨论Deming对表现的观察管理。学生将分析和综合相关的学术文献来支持他们的论点。

    Context  ‘The merit rating nourishes short-term performance, annihilates long-term planning, builds fear,
    demolishes teamwork, [and] nourishes rivalry and politics. It leaves people bitter, crushed, bruised,
    battered, desolate, despondent, dejected, feeling inferior, some even depressed, unfit for work for weeks
    after receipt of rating, unable to comprehend why they are inferior. It is unfair, as it ascribes to the people in
    a group differences that may be caused totally by the system that they work in.’
    Source: Deming, W.E ,Orsini, J. 2013. The essential Deming : Leadership principles from the father of
    total quality management. New York: McGraw-Hill. From The Merit System: The Annual Appraisal:
    Destroyer of People by W. Edwards Deming. As included in The Essential Deming (page 27). Also refer
    https://deming.org/quotes/10103/
    Assessment Criteria
    − Key issues have been developed.
    − Analysis and synthesis of relevant academic literature used (12 academic references minimum).
    − Ideas and assertions substantiated through use of high-quality reference material and key academic
    − perspectives/views have been used.
    − The avoidance of opinions or arguments that are not substantiated by academic references.
    − Clear and comprehensive written style (spelling, grammar, syntax).
    The Essay Question to address:
    From your research to what degree are Deming’s observations contained in the quotation about
    performance management still true? How have some of these adverse outcomes been addressed in
    contemporary organisations? What HRM skills might be employed to avoid them?

    “优秀评级滋养了短期表现,摧毁了长期规划,滋生了恐惧,
     
    破坏团队合作,滋养竞争和政治。它给人们带来痛苦,破碎,挫伤,
     
    疲惫、凄凉、沮丧、沮丧、自卑,有些人甚至抑郁,几周不能工作
     
    在收到评级后,无法理解为什么他们较差。这是不公平的,因为它把矛头指向了人民
     
    这种群体差异可能完全是由他们所处的体系造成的。”
     
    资料来源:Deming, W.E,Orsini, J. 2013。本质戴明:领导原则出自父亲之手
     
    全面质量管理。纽约:麦格劳-希尔。绩效考核:年度考核:
     
    W.爱德华兹·戴明的《人民的毁灭者》。如《基本Deming》(第27页)所示。也请参考
     
    https://deming.org/quotes/10103/
     
    评估标准
     
    −关键问题已解决。
     
    −对相关学术文献进行分析和综合(至少12篇学术参考文献)。
     
    −通过使用高质量的参考资料和关键的学术材料证实观点和主张
     
    −已使用透视图/视图。
     
    −回避没有被学术参考文献证实的观点或论点。
     
    −清晰、全面的写作风格(拼写、语法、句法)。
     
    要解决的论文问题:
     
    从你的研究来看,戴明的观点在多大程度上包含在引文中
     
    绩效管理仍然正确吗?这些不良后果是如何解决的呢
     
    当代组织?什么人力资源管理技能可以用来避免它们?

    Deming’s observations on performance 文献综述代写