代写文章：组织运行面临的问题
代写文章：组织运行面临的问题
上下文中的组织是一个名为MSS的信息技术服务和解决方案组织。该组织成立于十多年前，业务遍及多个分支机构。该组织规模相当小，在主要分支机构有大约100名员工。组织的问题是使用传统的管理系统。组织中使用的传统管理制度引起了员工的不满。一些人认为这个系统对他们有偏见，一些人认为他们没有机会表达自己的不满，其他人则认为绩效考核是一个非常艰难的阶段，根本不是健康管理和生产力锻炼的一部分。该组织面临的问题是，它有一个更传统的绩效管理系统。根据许多关于管理的研究和文章，传统的绩效管理体系可以带来成功的好处，但在现代环境中可能行不通，因为他们更注重于死板的规则和结构，较少理解绩效管理中的人的概念(Hueslid, 1994;Hunsaker,亚历山德拉,1980)。
代写文章：组织运行面临的问题
现在，这里的主要问题是，使用传统模式将导致这样一种制度，即关于业绩和管理的讨论既不公开也不诚实。组织更关注于评估员工的绩效，而不是了解流程之外的员工。讨论将主要集中在了解员工对工作场所的贡献，以及如何理解这些贡献，然后就薪酬提出建议。其次，在绩效管理的背景下，过程被给予了更多的重视。绩效评估只是理解组织中的人并激励他们的一种方式，更多的当代设计关注于激励和理论的不同方面。第三，使用传统的设计往往是为了找出什么是负面的个人表现。在工作场所，这种形式的传统绩效管理给员工带来了问题。
代写文章：组织运行面临的问题
The organization in context is an Information Technology Services and Solutions organization by name of MSS. The organization was incepted more than a decade before and operates over multiple branches. The organization is quite small to medium scale and has around 100 employees working at the main branch. The issue for the organization is the use of a traditional management system. The traditional management system used in the organization has causes discontent among employees. Some believe that the system is biased towards them, some believe they are not getting a chance to login their grievances and others are seen to go through performance appraisal as a very tough phase and not at all as part of a healthy management and productivity exercise. The issue for the organization in question is that it has a more traditional performance management system. The traditional performance management system according to many research studies and articles on management can deliver success benefits but might not work in the modern environment as they are more focused on rigid rules and structures and less on understanding the human concept in performance management (Hueslid, 1994;
Hunsaker,and Alessandra,1980).
代写文章：组织运行面临的问题
Now the main issue here is that the use of a traditional model would result in such a system where the discussions on performance and management would neither be open nor be honest. The organization is more focused on evaluating the performance of the employee and less on understanding the employee outside the process. The discussions would mainly center on understanding the employee’s contributions to the workplace and how to understand these contributions and then make recommendations on compensation.Secondly in the context of the performance management, the process is given more importance. The performance evaluation is just one way to understand the people in the organization and motivate them, and more contemporary designs are focused on different aspects of motivation and theories. Thirdly the use of the conventional designs is more often designed to find out what is negative in the performance of the individual. In the workplace, this form of traditional performance management has led to issues for the employee.
