TRANSITION FROM INDIVIDUAL PERFORMANCE PLAN TO GROUP PERFORMANCE PLAN
Instead of focussing on individual job performance, W. Edwards Deming (1982) suggested to focus on improving the organizational productivity and quality. That individual level performance plan and its subsequent review cannot always relate to organizational productivity has been extensively studied in several organizations, and the results have authenticated this. Traditionally, those receiving the evaluations are the most dissatisfied with the review. Deming's observations were tested by Ford Motor Co., and it was observed that individual level performance plan and its evaluation was a major barrier to continuous organizational improvement and quality performance. Ford Motor's ...
Get Performance Management Systems and Strategies now with the O’Reilly learning platform.
O’Reilly members experience books, live events, courses curated by job role, and more from O’Reilly and nearly 200 top publishers.
