Question

MAN4301 Discussion Question

1.) For many organizations, objective performance data (such as production figures) is preferred rather than subjective data when it comes to assessing the performance of employees. While this may seem like a no-brainer approach to use objective data for performance management, it does have its drawbacks. Discuss some of the reasons objective data may be less effective as a performance measure than subjective data.

Answer 1

Objective Data could be less effective as a performance measure than subjective data, here; following are the reasons applicable as stated below:

• Objective measure would get fail, when we need to deal with complex processes, or we need to be much innovative and creative in our works or we need to improve service level in each job task, where each work could have separate valuation.
• For example: I can’t judge a Doctor based on how many patients, that doctor has served in an hour. Instead, in such situation, we should be doing subjective evaluation and review that how doctor has treated each patient and review about the journey of patient’s recovery.
• Again, let me point out another example that we can’t judge a content writer based on the number of content delivered by that content writer in an hour. Here, we require subjective evaluation and such evaluation would be based on various points like reviewing plagiarized content, answer description and answer format used, presence of any abusive content or word, etc.