英国论文代写之多元化类型的系统
In pluralistic type of system, there are different powerful and divergent sub-groups. These sub-groups work for their goals and objectives. In most of the organizations, the two predominant sub-groups are management and Trade unions. The goals of the organization are not consistent with the goals and objectives of the employees. It leads to major conflicts between the two parties. Performance management system in this type of system also does not work efficiently (Bacon, 2000). We cannot avoid the conflicts between the two parties as both the parties have different interests. Trade unions are legal groups in this type of system. Employee relations can be built by lots of negotiations and bargaining between the managers and trade union leaders.
Performance management system can be properly set up in the unitary system and in pluralistic system bargaining and negotiations play an important role.If the performance management system has been set up efficiently by the human resource department and there will not be any biasness in the performance appraisal performance it will be beneficial for both employees and employers. Employees should be evaluated only on the basis of their performance but not on any personal relations with the managers (Huselid, 1995).
英国论文代写之多元化类型的系统
在多元化类型的系统,有不同的强大和不同的群体。这些群体工作的目的和目标。在大多数组织中,两个主要群体管理和工会。组织的目标是不一致的与员工的目标和目的。它会导致两党之间的严重冲突。绩效管理系统在这种类型的系统也不工作效率(培根,2000)。我们不能避免双方之间的冲突双方有不同的利益。工会在这种类型的系统是合法的组织。员工关系可以由许多管理者和工会之间的谈判和讨价还价的领导人。绩效管理系统可以正确地设置了统一的系统和多元系统议价和谈判中发挥重要作用。如果绩效管理系统建立了有效的人力资源部门,不会有任何biasness性能评估性能将是有益的雇员和雇主。员工只能评估的基础上他们的表现而不是任何个人与经理的关系(Huselid,1995)。
