Increasing Employee Contribution In The Strategic Plans

Annotated Bibliography
Student’s Name
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Annotated Bibliography
Abbasnejad, T., Behboudi, M., Sahelizadegan, F., & Mahmoodi, J. (2017). Strategic Performance Measurement of Employees based on Project Efficiency and Effectiveness. Iranian Journal of Management Studies, 10(1), 207-236.
In the study, the authors introduce a method that can be used to measure the strategic performance of employees in non-managerial and managerial roles. According to the authors, employees need to be highly motivated to contribute positively to the implementation of strategies. Having acknowledged the gap in the existing literature concerning the presence of a pervasive method of covering the roles of both managers and non-managers, the authors purpose to introduce a new method of measuring and calculating the employees’ strategic performance, regarding project efficiency and project effectiveness. The authors used staff members from the Hormozgan Cement Company to test their hypothesis. Based on the results, the employees who participated in the strategy implementation had significant differences from those who did not take part. Results from the article greatly contribute to the research in that it offers an evidenced-based strategy that can be used to address the issue of employee motivation in companies as a means of improving strategy implementation. Since employees play a huge role in influencing the company’s performance, performance management is essential. This research is also important since it offers a means of increasing employee contribution in the strategic plans, which will reflect on performance.
Evans, S., & Tourish, D. (2016). Agency Theory and Performance Appraisal: How Bad Theory
Damages Learning and Contributes To Bad Management Practice. Management Learning, 48(3), 271-291.
Evans and Tourish discuss the importance of appraisal interviews as an effective performance management process. According to the authors, appraisal interviews are often considered to be ineffective, even though they are one of the effective methods of rewarding, scrutinizing, and penalizing employees. To prove the importance of appraisal interviews, Evans and Tourish demonstrate the effect of agency theory on the process of performance appraisal. According to the theory, the employees are mainly motivated by self-interest. The article is highly necessary for this research since it not only explains the importance of appraisal interviews but also offer a means by which employers can effectively implement appraisal interviews. Evans and Tourish suggest that when implementing the performance management process, employers should implement a critique that is more radical to appraise their employees. The critique should foreground issues of conflicting interests, control, and power. There are a variety of issues that can be linked to performance appraisal. These problems can be broadly expressed using agency theory. Using this theory, the authors suggest that managers can avoid mischief, especially when the manager’s interests are diverted. Eventually, the appraisal interviews will be fair and effective.
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