北京项目管理硕士英语课程作业：英语作业

发布时间：2015-01-06 10:37

 

1.0Introduction 介绍

1.1The individual performance in a company个人在公司的表现

尽管许多人认为决定一个人的成败有着许多基本因素，如专业知识，经验和思考能力。其中，笔耕文化推荐期刊，个人表现是员工的一个基本要素。如今，越来越多的企业开始对人才下工夫，但这并不意味着任何天才将会在公司获得一个重要的位置，对于一些优秀人才被埋没或雇用则是负责公司的重大原因（吉姆·洛尔，2003）。在这方面，公司职工，个体性能的好坏决定了他/她的生活条件在就业市场（大卫AJ蔼科颂，2010）。在不久的将来只有当个人有资格在公司获得重视后他/她就是成功的。Although many people consider that there are many basic factors which decide the success of an individual, such as professional knowledge, experience, and the elaborative faculty, among these, the individual performance is an essential element for a worker. Nowadays, more and more companies begin to lay emphasis on the talents, which does not mean any genius will be offered an important position in a company, for some talents have not been noticed or employed to take charge of the vital matters of a company (Jim Loehr, 2003). In this respect, for a worker in the company, the individual performance quality decides his/her living conditions in the job market (David A. J. Axson, 2010). Only when a person qualifies with the awesome performance in companies can he/she be successful in the near future.

1.2The improvement of personal performance个人性能的提高

Sometimes the performance of an individual may be out of alignment with work expectations when there is unproductive, and/or disruptive on-the-job behavior that is not consistent with the purpose, focus, primary duties and responsibilities of a position as described in the position description. The awareness of this behavior is important for the improvement of the personal performance in the job. First, the recognition of the unpleasant performance is the prior step, which can be obtained from ongoing comments, complaints or observations about a person’s job-related behavior or performance (David A. J. Axson, 2010). The unacceptable performance may also be observed as a single incident, depending on the situation. Second, the method to improve the individual performance should be thought out according to the above results in the observation or comments of an individual at work. The improving ways can be various for the difference between personal conditions, which includes making good faith efforts, submitting progress reports in a timely manner, seeking the support you need to be successful, consulting with your leaders and so on (Steve Walker, 2011). 


2.0The analysis of the situation facing Keller as he returns to Kiev
2.1The situations facing Keller
2.2The reasons of the unhappy circumstances
2.3Conclusion of the issues facing Keller and the causes of the cases
3.0The assessment of Brodsky’s performance
3.1The appraisal form
3.2The explanatory letter of the performance review on Brodsky
3.3The conclusion of the evaluation of Brodsky
4.0The performance of Keller as a coach to Brodsky
4.1The effectiveness
4.2The explanation of the evaluation result of Keller’s effectiveness
4.3 The better way to be a coach to a promising but not so satisfactory staff like Brodsky
5.0 The assessment of Keller’s performance
5.1The underlying causes of Keller’s performance problems
5.2The measures that Keller should take upon returning to Kiev
6.0 The implications for Keller’s development as a leader
6.1The concept of teamwork
6.2The ability of adapting to new conditions and creation
7.0Conclusion


8.0Reference

Christopher M. Avery (2011).Teamwork is an Individual Skill: Getting Your Work Done When Sharing Responsibility. Berrett-Koehler Press.

David A. J. Axson（2010）. Why Performance Management Matters. Best Practices in Planning and Performance Management: Radically Rethinking Management for a Volatile World，1-20. John Wiley & Sons Inc.
Gary Cokins（2011）. Implementing Performance Management. Performance Management: Integrating Strategy Execution, Methodologies, Risk, and Analytics, 4, 25-40. John Wiley & Sons Inc.
Howard Dresner (2007). Build a BPM Center of Excellence. The Performance Management Revolution: Business Results Through Insight and Action, 7, 30-50. Wiley Press.
Herman Aguinis (2012). Performance Management and Reward Systems in Context. Performance Management, 1, 1-15.Prentice Hall Press.
Harvard Business Essentials (2006). Monitoring performance. Harvard Business Essentials: Performance Management: Measure and Improve the Effectiveness of Your Employees, 3, 35-45.Harvard Business Review Press.
Jim Loehr (2003).The Power of Full Engagement: Managing Energy, Not Time, Is the Key to High Performance and Personal Renewal. Free Press.
James W. Smither (2009). An Expanded View of Performance Management. Performance Management: Putting Research into Action, 1, 1-15. Pfeiffer Press. 
J.M. Juran（1995）. Managerial Breakthrough: The Classic Book on Improving Management Performance. McGraw-Hill Inc.
Michael J. Sydor (2011). Staffing and Responsibilities. APM Best Practices: Realizing Application Performance Management, 4, 45-60. Thomson Learning Press.
Ron Dimon (2013). Enterprise Performance Management Done Right: An Operating System for Your Organization. John Wiley & Sons Inc.
Steve Walker (2011). Practical and Effective Performance Management. Universe of Learning Ltd.
Sherry Gordon (2008). Supplier Evaluation and Performance Management Excellence. J Ross Publishing.

 

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