MBA essay代写范文-管理者在绩效管理中的作用。本文是一篇由本站提供的MBA essay代写范文，主要内容是讲述一个组织的成功不仅仅取决于拥有正确的战略和资源。它还依赖于其管理层驾驭、指导和支持团队和个人参与实现组织使命和目标的能力。
本篇MBA essay指出管理人员在提供绩效方面发挥着关键作用。管理者需要能够始终如一地提供绩效和结果，并从他们管理的团队和个人那里获得尽可能好的绩效。下面就一起来看一下这篇MBA essay代写范文的具体内容。
An organisation’s success is not just dependent upon having the right strategy and resources. It is also reliant upon the ability of its management to harness, direct and support teams and individuals to engage in delivering the organisation’s mission and objectives.
Managers play a critical role in delivering performance. Managers need to be able to consistently deliver performance and results and get the best possible performance from the teams and individuals they manage.
Effective performance management enables employees and teams to understand the goals of the organisation and to identify how individual and team outputs contribute to the achievement of organisational objectives in line with organisational values. The integration of people, planning and performance with organisational objectives develops individual, team and organisational capability leading to higher performance.
有效的绩效管理使员工和团队能够理解组织的目标，并确定个人和团队的产出如何有助于实现符合组织价值观的组织目标。人员、计划和绩效与组织目标的结合发展了个人、团队和组织能力，从而提高了绩效。
An effective performance management process helps to establish and support the link between strategic business objectives and people’s day-to-day actions and tasks. An effective goal setting system, combined with a process for tracking progression can contribute significantly to individual, team and organisational performance.
本篇MBA essay提出有效的绩效管理流程有助于建立和支持战略业务目标与员工日常行动和任务之间的联系。一个有效的目标设定系统，结合一个跟踪进展的过程，可以对个人、团队和组织的绩效做出重大贡献。
An effective performance management process enables first line managers to evaluate and measure individual and team performance and to evaluate performance and productivity.
有效的绩效管理流程使一线管理者能够评估和衡量个人和团队的绩效，并评估绩效和生产力。
This are achieved by:这是通过以下方式实现的：
Aligning each employees’ day-to-day actions with strategic business objectives 使每位员工的日常行动与战略业务目标保持一致
Providing and make clear accountability related to performance expectations 提供并明确与业绩预期相关的问责制
Document individual performance to support career planning decisions 记录个人表现以支持职业规划决策
Establishing focus for skill development and learning activity choices such as skills matrix.建立技能发展和学习活动选择的重点，如技能矩阵。
Creating documentation for legal purposes, to support decisions and conflict resolution 为法律目的创建文件，以支持决策和冲突解决
Many of the practices that ideally support performance also impact positively on job satisfaction, and employee engagement levels.许多理想支持绩效的实践也会对工作满意度和员工敬业度产生积极影响。
Some of the recommended performance management practices include:一些推荐的绩效管理做法包括：
Providing individuals and teams members with clear, constructive feedback 为个人和团队成员提供清晰、建设性的反馈
Define and communicate clear performance objectives. 定义并传达明确的绩效目标
Review performance and deliver incentives in a fair and consistent manner 以公平和一致的方式审查绩效并提供激励措施
Providing relevant learning and training development opportunities 提供相关的学习和培训发展机会
Recognize and reward strong individual and team performance. 认可并奖励个人和团队的优秀表现
Link performance to compensation and recognition.将绩效与薪酬和认可挂钩
Identify clear career progress routes for employees.为员工确定明确的职业发展路线
Performance Management: A Definition 绩效管理：定义
Armstrong and Baron (2004) argue that performance management is about:Armstrong和Baron认为绩效管理是关于
‘[a] strategy which relates to every activity of the organization set in the context of its human resource policies, culture, style and communication systems’.
与组织在人力资源政策、文化、风格和沟通系统背景下制定的每一项活动相关的战略。
Armstrong and Baron
They further argue that the precise nature of the strategy is dependent upon the organizational context and that it will vary from organization to organization.
Armstrong and Baron他们进一步认为，战略的确切性质取决于组织背景，并且不同组织的战略会有所不同。
Performance management is therefore strategic (i.e. it is about broader issues and longer-term business goals) and it should provide an integrated framework connecting various aspects of the business, people management and teams and individuals.
因此，绩效管理是战略性的（即，它涉及更广泛的问题和长期的业务目标），它应该提供一个连接业务、人员管理、团队和个人各个方面的综合框架。
An effective performance management system should embrace:有效的绩效管理体系应包括
Performance improvement (i.e. supporting individual, team and organisational effectiveness)绩效改进（即支持个人、团队和组织的有效性）
Development (i.e. supporting the continuous development of individuals and teams resulting in continuous performance improvement)发展（即支持个人和团队的持续发展，从而不断提高绩效）
Managing behaviour (i.e. ensuring that people are supported and encouraged to adopt behaviours that promote better working relationships)管理行为（即确保支持和鼓励人们采取有助于改善工作关系的行为）
Armstrong and Baron further argue that performance management is a tool that helps managers to manage effectively, ensuring that the teams and individuals they manage:Armstrong和Baron进一步认为，绩效管理是一种帮助管理者进行有效管理的工具，确保他们管理的团队和个人：
Posses the knowledge and skills they need to perform to the required standards 具备达到要求标准所需的知识和技能
Know and understand what is required of them 了解并理解对他们的要求
Receive the support from the organisation to perform 获得组织的支持以执行
Are given feedback on and the opportunity to discuss their performance 得到反馈并有机会讨论他们的表现
Are encouraged to discuss and contribute to identifying and achieving individual and team objectives 鼓励讨论并为确定和实现个人和团队目标做出贡献
Effective performance management systems also enable managers to understand the impact of their own behaviour and performance on the people they manage.有效的绩效管理系统还使管理者能够了解自己的行为和绩效对管理人员的影响。
Performance management for First Line managers is about:一线管理者的绩效管理是关于
Establishing and building a culture within which teams and individuals can take responsibility for developing their own skills, performance and behavior 建立和建立一种文化，在这种文化中，团队和个人可以负责发展自己的技能、表现和行为
Enabling teams and individuals to contribute to continuous improvement of business processes and performance 使团队和个人能够为业务流程和绩效的持续改进做出贡献
Communicating and clarifying expectations both from management to employees and vice versa 沟通和澄清管理层对员工的期望，反之亦然
The quality of relationships between managers and individuals, managers and teams, teams and individuals 管理者与个人、管理者与团队、团队与个人之间关系的质量
Working collaboratively and collectively to achieve organizational aims and objectives now and in the future 合作和集体工作，以实现当前和未来的组织目标
Planning and defining organizational, team and individual objectives and how to measure them 规划和定义组织、团队和个人目标，以及如何衡量这些目标
A continuous process designed to develop the knowledge, skills and capabilities of individuals, teams and organizations to develop and deliver organizational strategy, plans and objectives 旨在发展个人、团队和组织的知识、技能和能力，以制定和交付组织战略、计划和目标的持续过程
Performance management is a process that is supported by a framework of systems, structures and procedures such as appraisal systems, learning and development plans, objective setting and performance measurement systems, and reward and remuneration packages.
绩效管理是一个由系统、结构和程序框架支持的过程，如评估系统、学习和发展计划、目标设定和绩效衡量系统以及一揽子奖励和薪酬。
The starting point for effective performance management is the organization’s strategy, goals and objectives as they provide the context for departmental, team and individual objectives and performance expectations. They provide the context for the preparation of departmental and team plans which in turn inform managers about the knowledge, skills and competencies required by individuals and teams; the number of people required to achieve the objectives and what measurement and feedback systems need to be managed.
MBA essay总结了有效绩效管理的起点是组织的战略、目标和目的，因为它们为部门、团队和个人目标以及绩效预期提供了背景。它们为编制部门和团队计划提供了背景，从而使管理人员了解个人和团队所需的知识、技能和能力；实现目标所需的人数，以及需要管理的测量和反馈系统。本站提供各国MBA essay范文，MBA essay代写以及MBA essay写作辅导，如有需要可咨询本平台。