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Steven T. Tseng
University of Akron
Performance managementHuman resource managementAccountabilityPerformance appraisalPublic relations
2Publications
1H-index
5Citations
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Publications 3
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#1Steven T. Tseng (University of Akron)H-Index: 1
#2Paul E. Levy (University of Akron)H-Index: 35
Abstract Performance management is a critical human resource management practice intended to facilitate performance and development in organizations. Unfortunately, recent discourse among researchers and practitioners suggest that current performance management practices in organizations are less than satisfactory and not effective. A popular recommendation to improve the performance management process is to focus less on the formal procedures and more on the manager-employee interactions embedd...
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#1Steven T. Tseng (University of Akron)H-Index: 1
#2Paul E. Levy (University of Akron)H-Index: 35
Last. Xiyang Zhang (University of Akron)
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Frequent feedback has garnered a lot of attention in organizations today. Also referred to as continuous, ongoing, informal, and real-time, frequent feedback is often suggested as a remedy for issues in performance management. Given the popularity of the frequent feedback trend in organizations, and in the interest of promoting evidence-based practices, a close look at the research and academic literature on this topic is critical. In this chapter, we seek to bring practice and research together...
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#1Paul E. LevyH-Index: 35
#2Steven T. TsengH-Index: 1
Last. Sarah B. LuekeH-Index: 1
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Abstract In recent years, practitioners have identified a number of problems with traditional performance management (PM) systems, arguing that PM is broken and needs to be fixed. In this chapter, we review criticisms of traditional PM practices that have been mentioned by journalists and practitioners and we consider the solutions that they have presented for addressing these concerns. We then consider these problems and solutions within the context of extant scholarly research and identify (a)...
5 CitationsSource
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