Summarizing the definitions of effectiveness for performance management

Three points help summarize the discussion to this point.

First, much of the current interest in productivity is based on the economic argument that more yield must be obtained from our present resources. The administrator, however, is much more concerned with immediate pressures for organizational performance than with the state of society. Such pressures may or may not be in the direction of efficient resource use.

Second, much of the concern for measurement comes from the industrial engineer. Such concerns, however, may be irrelevant or antithetical to the concern of the administrator, Public services are not easy to measure, and measurement may have negative rather than positive consequences. For example, weighing the amount of garbage collected may lead to the watering down of the load before it arrives at the weighing station.

Finally, while economists and industrial engineers have a precise definition of productivity, the administrator has an ambiguous definition that has to do with over-all performance. These differences help to explain why the word productivity is used in so many different ways and why it has become so unclear. We will return to this issue after considering the improvement process as it usually takes place.
 

Thanks for reading about performance management:

Within the context of formal performance appraisal requirements, rating means evaluating employee or group performance against the elements and standards in an employee's performance plan and assigning a summary rating of record. The rating of record is assigned according to procedures included in the organization's appraisal program. It is based on work performed during an entire appraisal period.