Question

How are the ways in which organizations choose to measure and evaluate the performance of their segments tied to how managers of those segments get evaluated? What are the ways those approaches can fairly evaluate managers? How can those approaches sometimes unfairly evaluate managers? Can people "game" this system? If so, how? What can be done to ensure both accurate segment performance evaluation and fair manager evaluation?

Answer 1

A.) Organizations typically base a share of individual performance on the division performance i.e half-hour of individual performance would rely on structure performance

B.) The numerous ways in which within which organization will this can be by activity the deliverables i.e. you look after value reduction as compared to last year, sales growth, etc

. C.) These ways in which someday below the belt value managers as they profit or produce an obstacle to the individual thanks to the performance of different team members

D.) Yes, the system is gamed. Managers someday look to boost the performance of their individual dept. instead of specializing in the corporate as a ful

l E.) Objective analysis must be dispensed on multiple information points to confirm correct section performance and manager performance analysis

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