Ch. 8

Concept and Brief Description: Developing Employees for Future Success
Emotional Hook: I wonder what kind of problems come up with face to face feedback and constructive criticism.
Key points to elicit for discussion:Strategic purpose, Administrative purpose and Developmental purpose. Performance measures should fit with the organization’s strategy by supporting its goals and culture. Performance feedback should be a regular, scheduled management activity, so that employees can correct problems as soon as they occur.
Facilitative Questions: Where does goal setting end? Especially for those employees who are content doing the same job for years and years, how much can you expect them to improve continually and especially how do yo measure that growth?