Essay
Having read the case, I may conclude that Google’s approach to performance management meets the criteria for effectiveness of a performance management system in a sound way. The way the information was organized helped to identify a number of relevant characteristics that really matter when analyzing the effectiveness of managerial performance (Noe et al., 2014).
There is no doubt that interest in team members’ successes inevitably brings to team
effectiveness. However, I suppose that performance data on managers still may be incorrect if
manager's behavior is identified only through the prism of one-sided approach that is the success of the manager's team.
I do believe that professional qualities of managers are to be taken into consideration on a first
priority basis.
collect performance data on every member of the team.
Being responsible for delivering performance feedback to managers at Google, I would
recommend to:
present the information on a regular basis in accordance with the basic criteria of performance evaluation,
measure the behavior of managers' before and after their involvement in and completion of training programs.
I cannot but agree with the fact that it is possible to promote the managers’ success at the
company with the help of testing and evaluating their performance on the scale of
professionalism, creativity and innovation. As a manager, one should have the ability to set goals, lead, supervise, control and motivate others which has a lot to do with the successful
performance of the whole company. To maintain success one should also deal with the need to
operate within deadlines, policies, various guidelines. Thus, all these aspects are to be taken into consideration when collecting data on the overall managerial performance.
References
Noe, R., Hollenbeck, J., Gerhart, B., and Wright, P., (2014). Fundamentals of Human Resource Management. 5th ed. McGraw-Hill Higher Education. Irwin. 2014. – 608 p.
