澳洲詹姆士库克大学论文代写：绩效管理系统
尽管建立一个正式的系统涉及到许多挑战，但许多因素使得实施和发展强有力的绩效管理系统成为组织的一项极其重要的要求，特别是对于大量的组织(卡普兰和诺顿，2001)。麦当劳作为一个现代化的组织，以其高度多样化的人类行为，在流程和战略的实施中呈现出了巨大的差异和错误。个人行为与目标、策略和目的的不一致，技能缺陷和角色的不一致，以及低积极性都可以被认为是导致绩效问题的关键因素(Larcker 2001)。能力是至关重要的，因为它们有助于向员工展示什么样的行为将导致优秀的绩效(Aguinis et al.， 2011)。众所周知，员工的工作方式代表了麦当劳在当前工作环境下的竞争优势。只有把更多的注意力放在承担任务的员工身上，才能更好地为客户提供优质的服务和全面的质量表现。一个有效的绩效管理制度的最关键目的是激励和集中注意个人，以便在规定的期间内取得最佳的能力范围。这主要是一个年度绩效周期。
澳洲詹姆士库克大学论文代写：绩效管理系统
最后，员工个人的努力应该共同增加组织成功的积极绩效(Aguinis et al.， 2011)。然而，更常见的情况是，组织的目标和战略在缺乏对满足这些目标的主要需求的明确理解或明确原则的情况下被传递和创建给其他人，并且没有被翻译成个人可以执行的现实的、有意义的活动和目标(Lin 2006)。Aguinis等人(2011)认为，“绩效管理虽然重要，但在大多数组织中并没有实现其承诺。”主要原因是，大多数绩效管理系统几乎完全集中于绩效考核。(Aguinis et al.， 2011, p. 507)。如果只遵循一种特定的“最佳方法”，绩效管理系统就很难取得成功。它不能被视为程序的机械组合，程序的管理可以按顺序和线性进行(Tuomela 2005)。系统必须作为一组良好结合的策略和流程引入，这些策略和流程将被业务及其工作人员和领导者所接受和集成，从而确保业务能够获得成功(Bergeron et al.， 2004)。
澳洲詹姆士库克大学论文代写：绩效管理系统
Even though establishing a formal system involves a number of challenges, a number of factors make the implementation and the development of strong systems of performance management an extremely crucial requirement of organization, specifically for a number of organizations in a significant scale (Kaplan and Norton, 2001). As a modern organization, McDonalds with its highly diversified human behaviour has been presenting a large source of variation and error in the implementation of processes and strategies. Misalignment of individual actions, with goals, strategy and purpose, poor alignment of skill deficits and roles, and low motivation can be considered as key contributors to the problems of performance (Larcker 2001). Competencies are crucial as they help in showing the employees what types of behaviour will lead towards excellent performance (Aguinis et al., 2011). How job is done by the employees is known to be representing the competitive advantage for McDonalds in the current work setting. Excellent service of customer and total performance of quality can take place only when there is more focus on employees who are carrying the task. The most crucial purpose of an effective system of performance management is to motivate and focus on individuals for the performance of optimal scope of competence within the period defined. This is mostly an annual cycle of performance.
澳洲詹姆士库克大学论文代写：绩效管理系统
Finally, the efforts of individual employees collectively should add up to the positive performance of organization for its success (Aguinis et al., 2011). However, more often, the goals and strategies of organization are passed down and created to other in the absence of clear understanding or clear principles about the main requirements to meet them, and without being translated as realistic, meaningful activities and target that can be performed by individuals (Lin 2006). It has been suggested by Aguinis et al. (2011) that, “Despite its importance, performance management is not living up to its promise in most organizations. A major reason for this is that most performance management systems focus almost exclusively on performance appraisal.” (Aguinis et al., 2011, p. 507). Systems of performance management are hardly successful if a single specific “Best Approach” is followed. It cannot be treated as a mechanical combination of procedures, the management of which can be done sequentially and linearly (Tuomela 2005). The system has to be introduced as a set of well-aligned strategies and processes which are to be embraced and integrated by the business and its work force and leaders such that business surely achieves success (Bergeron et al., 2004).