Evaluation of Management
Management personnel have traditionally been subject to strict hiring standards coupled with tough competition. However, the upper management is rarely subject to external performance evaluation. Most executives are evaluated by means of internal mechanisms unless public relation incidents require the illustration of fair practices. However, we are the opinion that this approach is fundamentally flawed.
It is obvious that performance measurement that is conducted objectively can assist a great deal in optimizing and improving performance and ultimately the outcome. However, the traditional SOP which only measures frontline workers; inherently neglects to measure the performance of the leadership. The opponents of rigorous executive evaluation argue that a significant portion of virtually all executive duties may not lend themselves to objective measurements because of inherent necessity of judgment calls as well as personal conclusions.
That is where a third party such as a management consulting firm can be a great deal of help. Seasoned and experienced management consultants as well as their respective management consulting firms can aid in devising measures that would objectively measure executive performance without creating undo internal conflict as well as assist in later stage implementation of potential improvements.
The greatest challenge of implementing such procedures would be within the ability to establish the necessity which may encounter a great deal of resistance by those executives that will be subject to such evolutions. Nevertheless, other stakeholders can and should push for such measures to enhance organizational effectiveness and efficiency.
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