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Performance Evaluation In A Matrix Organization: A Case Study (part One)

机译：矩阵组织中的绩效评估：一个案例研究（第一部分）

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摘要

Purpose - The purpose of this paper is to examine and ultimately suggest the most effective method with which to evaluate employees operating within a matrix organization. The paper aims to demonstrate the tools, corporate participation and acceptance levels required in order to ensure employee and manager "buy in" and implementation. Design/methodology/approach - This paper consists of a comprehensive review of literature demonstrating functional areas within matrix organization as well as employee evaluation methods within various organizations. It is presented in three sections, defining a matrix organization, demonstrating effective evaluation methods and strategies, and finally showing how the two should work together. Critical incidents are interspersed throughout the article in order to demonstrate how the research compares to the methods employed by a leading aviation engineering firm. Findings - Ineffective evaluation methods within matrix organizations can lead to lower employee morale as well as an ambiguous understanding of employee roles within such an organization. Employee and management buy in and support of an evaluation system and its goals are crucial to the success of the program. The multi-rater system appeared to be most effective. Practical implications - Several tools exist to help employers effectively evaluate their employees in a constructive and effective manner. Among them are clear job description and corporate structure, followed by a review of performance by both functional and project managers. Additionally, peer evaluations can prove to be constructive and contribute positively to the development of the employee. This paper can be a practical aid for managers in matrix organization that need to successfully and constructively evaluate employees, but are having difficulty doing so in an effective method.. Originality/value - Given the limited research with respect to evaluations within a matrix structure, this paper demonstrates an understanding of a subject that has not been adequately explored. The paper demonstrated in "real time" the critical synthesis for PA and the matrix organization - an absence noted in the literature.
机译：目的-本文的目的是研究并最终提出评估矩阵组织内员工的最有效方法。本文旨在演示所需的工具，公司参与度和接受程度，以确保员工和经理“接受”并实施。设计/方法/方法-本文包括对展示矩阵组织内功能区域以及各种组织内员工评估方法的文献的全面回顾。它分为三个部分，定义了一个矩阵组织，展示了有效的评估方法和策略，最后展示了两者应如何协同工作。贯穿整个文章的关键事件是为了证明该研究与领先的航空工程公司采用的方法相比如何。调查结果-矩阵式组织内无效的评估方法可能会导致员工士气低落，以及对此类组织内员工角色的模棱两可的理解。员工和管理层都支持并支持评估系统及其目标，对于该计划的成功至关重要。多评分者系统似乎是最有效的。实际意义-存在一些工具，可以帮助雇主以建设性和有效的方式有效评估其员工。其中包括明确的职位描述和公司结构，然后由职能和项目经理对绩效进行审查。此外，同行评估可以证明是建设性的，并且对员工的发展有积极的贡献。本文可以为矩阵组织的管理人员提供实用的帮助，这些经理需要成功且建设性地评估员工，但很难以有效的方法进行评估。.原创性/价值-鉴于矩阵结构内有关评估的研究有限，本文展示了对尚未充分探索的主题的理解。该论文“实时”证明了PA和基质组织的关键合成-文献中没有提到。

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