The dangers of judging managers by their peers
- Individual Performance Isn't a Solo Activity. Bain, Victoria // Journal for Quality & Participation;Fall2001, Vol. 24 Issue 3, p32
Provides information on co-performance measurement between employees and managers. Details of the myth of solo performance or one-sided performance appraisals; Features of co-performance appraisal; How to initiate co-performance appraisal.
- Altering the Genetic Code of Management Review. Lacey, Travis // Biomedical Instrumentation & Technology;Jul/Aug2004, Vol. 38 Issue 4, p310
Focuses on management review process. Metrics presented at a management review; Benefits of management reviews.
- Get Feedback On Your Performance. // Successful Supervisor;May2013, Vol. 18 Issue 5, p3
The article discusses the effective methods to get employees speak up on the performance of their supervisors through asking the four questions about the supervisors' management style.
- The inadequate manager: Warnings don't help. Burger, Chester // Management Review;Dec72, Vol. 61 Issue 12, p31
Discusses the effect of warnings on poor job performance of managers in the U.S. Difficulty in changing habits; Lack of objectivity in self-evaluation.
- Tucson employees say their bosses are the best. Knuhtsen, Cheryl // Inside Tucson Business;12/1/2003, Vol. 13 Issue 21, pB4
Reports on the affirmation of Tucson employees that their bosses are the best. Factors that made them honored; Qualities they possess; Remarks of the employees.
- Give Your Boss an A+. // Women in Business;Jul/Aug90, Vol. 42 Issue 4, p5
This article reports on a Gallup Poll which found that employees generally give their bosses high ratings. The majority of employees polled said their bosses treated them fairly and honestly and listened to their problems. Part-time employees were more likely than full-time workers to rate their...
- SMA Scorecard. // Money Management Executive;9/26/2005, Vol. 13 Issue 36, p12
Presents the charts depicting the top performing SMA program managers that ranked in one-year trailing as of 2005 in the U.S.
- We Can't All Be Above Average. Colvin, Geoffrey // Fortune;8/13/2001, Vol. 144 Issue 3, p48
Focuses on the forced-ranking method of evaluating management whereby under-performing managers are fired. Attempts to use this method at Ford Motor Company, Microsoft Corp. and Conoco; Recommendation for adopting this method; Difficulty and necessity of firing managers within contemporary...
- Rank-and File Feedback. Wiscombe, Janet // Workforce;Oct2001, Vol. 80 Issue 10, p22
Focuses on the success of the People First project implemented at Ernst & Young company to assess the performance of the company's top executives. Significance of the project to the company's efforts to attract and retain employees; Details on how the employees evaluated the company's leaders;...