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Analysis for Improving Performance

Tools for Diagnosing Organizations & Documenting Workplace Expertise

by Richard A. Swanson

Berrett-Koehler, 1996

Category: IT, Production & Logistics

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Analysis for Improving Performance

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In this summary you will learn

  • Why the success of any performance improvement effort depends on up-front analysis
  • How to decipher if a performance improvement program actually supports major business processes
  • How the theory of systems can help you understand organizational life

Why you should read Analysis for Improving Performance

Hats off to author Richard A. Swanson for writing clearly, interestingly and compellingly on the subject of creating effective programs to improve workplace performance. He champions approaching this task with up-front analysis based on systems theory. Since he criticizes ordinary management for not understanding this problem and for not knowing the methods that can be used to resolve it, getAbstract recommends this book not only to Human Resources professionals, but also to managers and executives in all industries. If you want employee performance to improve, upgrade your understanding of how to make it so.

About the Author

Richard A. Swanson is a professor and director of the Human Resource Development Research Center at the University of Minnesota, and founding editor of Human Resource Development Quarterly.

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Miguel De Sousa 6. August 2011

Hi all.

I was wondering how many of my colleagues have discovered that staff may have no interest in initiating their circle discussions.

I believe we should add Leadership Pipeline to the old and certain saying that “Nothing is certain but death and taxes”

Many will cunningly ignore the mature and professional approach indicating that each one is now responsible for their own future. Everyone now has the right to schedule a circle discussion with their immediate supervisor as to ascertain their current status in their layer.

Well what if I don’t want to?Why would I place myself on the radar and have to commit to work for a change, well, not only work, but perform according to all the company requirements.

Beware fellow colleagues, I advise that not only do we promote the freedom of choice but also ensure that the same freedom does not affect some else’s.

I have made a ruling in my department that like it or not circle discussions will happen!

Miguel de Sousa

Nombuso Fakudze 5. Oktober 2011

Hi all

I have also noticed that when it comes to circle dialogue in my department people make up excuses, the best solution I think to to enforce it. Maybe call them to a private place and do it together calling them one by one otherwise it will not be done at all and they don't know that to our boss it comes across as if your not doing your work.

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