Implementing Evaluation
In
the event that an organization would benefit from an evaluation yet inadequate
or limited in fostering the necessary focus and resources, the consultant has a
professional responsibility to convince management to implement supplementary
resources advantageous to the proposed evaluation and consequently the
organization. Conveying such benefits is
imperative to the consultant gaining administrative acceptance and
support. In effort to achieve such an
aspiration, the consultant is obligated to execute the following:
- Develop an ample amount of commitment from the staff and management.
- Include stakeholders and consider their interests.
- Attain knowledge of the organizational environment and relative issues.
- Professionally, appropriately, and responsibly explicate and conduct the evaluation process (Russ-Eft & Preskill, 2009).
Given a specific
circumstance such as a plunge in productivity as a speculated result of depleted
employee satisfaction, the consultant may desire to conduct an employee
evaluation or assessment. This would
enable the consultant to gain insight into the issues afflicting employees, how
the organization and work conditions affect their level of satisfaction, and
pinpoint areas of improvement. In
addition they may deem it necessary to seek outsourced assistance of a counseling
firm or support service, or implement employee satisfaction tactics. In effort to do so they would need to offer
their observation to management and request permission to proceed. Once granted proper consent, the consultant
should research and contact organizational counseling consultants specializing
in employee satisfaction. Next, the
consultant should address the staff along with management, explaining their
agenda, objectives, expected effects, and probable future impact.
References:
Russ-Eft, D. & Preskill, H.
(2009). Evaluation in organizations: A systematic approach
to enhancing
learning, performance, and change (2nd ed.). New York: Basic Books.
No comments:
Post a Comment