MGMT Assignment Example | Topics and Well Written Essays - 750 words

MGMT - Assignment Example Performance appraisal is a very beneficial process. It is a positive experience and can contribute to the overall wellbeing of the company and organization if implemented properly it helps individuals to perform better, raise their confidence and give them motivation. On the whole it strengthens the relations between management and their subordinates within the organization and paves way for commitment. Performance evaluation is not something which can be ignored and taken lightly (J.Daniels) 2. What are the best performance management practices? Like (Feedback, communication, reword) Some of the best management performance practices are: 1. Performance Appraisals and Feedback 2. Communication For performance appraisals to be effective and produce the desired results, clear cut objectives need to be chalked out. They should have a clear objective of why it is done and what for. Performance appraisal is a process. As stated by Northhouse in his account on performance appraisals that i t is most likely to fail if its objective is not linked to good personnel management and is implemented with a vague purpose and line of thought. (NorthHouse) Different arguments have been put forward by different authors. Kelly believes that Communication of performance is a very integral part of the entire process. (Kelly) She has further argued that anyone who is leading and directing the activities of others under him should know the art of conducting an effective performance review meeting. It should not be taken lightly. It should be seriously and should not be considered as a meaningless chit chat. It should be sought for as an opportunity for improvement by both the manager as well as his sub ordinates. 3. What are the Career Success key elements? Career success key elements are sustained hard work, sincerity to one self and to the organization and commitment to organizational goals. It is important to ensure that the employees are aware of what direction they are treading o n and how effective they have been so far. Employer feedback helps immensely and has a major role to play in the career success. 3. How to conduct a Performance Management Assessment Performance Management is an entire process as mentioned above. However the final phase of the performance management cycle is the performance management Assessment. It offers an excellent opportunity for one to communicate past performances to the employee, evaluate his job satisfaction and chalk out plans for his future performance. During the assessment it is important to develop a supporting environment that states clearly the purpose of the discussion. Key areas of responsibility should be discussed and examples of specific results need to be cited. Similarly clarifying questions need to be asked and employee performance should be acknowledged wherever needed be. Past performances that could have been done better should be discussed with a clear focus on future performance. It is important to ensur e that the employee has an understanding of future expectations regarding performance. It should be concluded on a positive note with an emphasis on the benefits of the conversation. 4. What the traditional approaches to performance management describe succinctly with meaning Following are the traditional approaches to performance management: 1. Essay Appraisal Method: In this the description of the performance of the employee is provided by his superior 2. Straight Ranking Method:

Software ownership Essay Example | Topics and Well Written Essays - 250 words

Software ownership - Essay Example The university was the pillar of the research in terms of financing. In addition, it had agreed to license the software for use in the research by Cyprotex. It was also argued that if Cyprotex had the software’s copyright, the University would not have been obligated to issue a license. The High Court and Appeal Court, therefore, found the university guilty. The High Court judge ruled that there was a misinterpretation of how the software was to be used. The contract had restrictions regarding the use of the research for commercial purposes. On the other hand, the Appeal Court based its judgement on a side agreement between the University and Cyprotex. The court held that Cyprotex’s employee was indeed an agent the University. The judge, therefore, held that the university should have been the owner of the software’s copyright. It would then be appropriate to hold the university accountable because it reserves the copyright to the