CANGO THIRD ANALYSIS REPORT Essay Example | Topics and Well Written Essays - 1750 words - 1

CANGO THIRD ANALYSIS REPORT - Essay Example It can be especially difficult to provide direct feedback to an under-performing subordinate in a face-to-face meeting. Managers are well aware that reactions to negative feedback are hard to predict. Some employees may realize the need for improvement while others may get very upset when they hear that their job performance is considered to be unsatisfactory. Imagine you are a manager and you are faced with the prospect of telling a poorly performing subordinate that he or she must improve. How would you go about doing this? What if your subordinate reacts badly and blames you for his or her poor performance? What if he or she refuses to sign the performance appraisal form leading to a review from the director of human resources management department? You could give this person a good rating, but then what would the rest of your subordinates think of your abilities as a manager? Heres another possibility: suppose you are a manager and you have developed a friendly relationship with your employees. How easy do you suppose it would be to sit down with one of these employees and tell them that they are performing poorly? Warren is faced with this very problem in the Introductory Video. He must appraise the performance of a poorly performing subordinate, a task with which he is clearly uncomfortable. Watch the video now and consider what you would do in this situation. Click on the camera to view the Introductory Video. Transcript week 5- 1 Objective Measures of Performance. Objective measures of performance focus on quantitative measures of an employees performance. Such measures might include dollar sales generated, error rate per day, unit output per hour, number of absences, and so forth. Subjective Measures of Performance. Subjective measures of an employees performance include the more qualitative factors such as the employees