Performance and Talent Management
Introduction
Six-week group discussion blazes a trail to understand the significance of effective group collaboration and associated performance appraisal. The post of leader rotates among group members and organizes group activities targeted at the specific topic for each week. Each weekly leader in our group would regularly send a motivated email on Monday, which briefly explains the main points of journal article and the flow path of group discussion. Basically, different forms of weekly meeting, such as quiz, role play, debate and presentation, create the harmonious and open atmosphere for group members to better integrate theoretical comprehension with experiential learning. In order to critical estimate of the individual and entire group performance, we design a group reflection survey, specifically referenced diverse opinions of performance indicators on rating performance and the relative comments. However, there exist the potential bias and lack of comprehensive considerations in terms of our performance evaluation. As Bracken and Rose (2011) stated, the effective feedback could bring about the positive behavior changes, which means that the qualified performance crucially interacts with the most appropriate approach.
Through reviewing group experience, this essay proposes to reflect upon the decisive connection between the quality of group work and the performance of the individuals and group; more specifically, it is going to explore several considerable variables respectively aiming at individual characteristics, team cohesion and environmental dynamics, and analyze the significant influences on performance dimension. Based on the above contexts, the second part would discuss the implication of the critical view for group reflection survey, and further examine the merits and defects of this performance appraisal method regarding to bias and errors of raters, accuracy and comprehensiveness of criteria, and reaction to appraisal. The practical
Six-week group discussion blazes a trail to understand the significance of effective group collaboration and associated performance appraisal. The post of leader rotates among group members and organizes group activities targeted at the specific topic for each week. Each weekly leader in our group would regularly send a motivated email on Monday, which briefly explains the main points of journal article and the flow path of group discussion. Basically, different forms of weekly meeting, such as quiz, role play, debate and presentation, create the harmonious and open atmosphere for group members to better integrate theoretical comprehension with experiential learning. In order to critical estimate of the individual and entire group performance, we design a group reflection survey, specifically referenced diverse opinions of performance indicators on rating performance and the relative comments. However, there exist the potential bias and lack of comprehensive considerations in terms of our performance evaluation. As Bracken and Rose (2011) stated, the effective feedback could bring about the positive behavior changes, which means that the qualified performance crucially interacts with the most appropriate approach.
Through reviewing group experience, this essay proposes to reflect upon the decisive connection between the quality of group work and the performance of the individuals and group; more specifically, it is going to explore several considerable variables respectively aiming at individual characteristics, team cohesion and environmental dynamics, and analyze the significant influences on performance dimension. Based on the above contexts, the second part would discuss the implication of the critical view for group reflection survey, and further examine the merits and defects of this performance appraisal method regarding to bias and errors of raters, accuracy and comprehensiveness of criteria, and reaction to appraisal. The practical