代写论文的网站：组织发展的干预技术
媒体可采用的四种组织发展干预措施如下:
技术结构干预:这些干预主要关注组织的技术。除了帮助设计组织的方法外，还包括员工参与的方法。
人力资源管理干预:这些干预主要集中在雇员习惯将个人纳入组织的做法上。这些实践包括职业发展、薪酬体系以及目标设定(代克，2014)..
战略干预:这些干预将组织的内部运作与超大规模的环境相关联，并改变组织以保持与变化的环境的步伐。
人际干预:有助于提高员工的技能和能力。这将反过来加强绩效考核程序(Raza, Khan & Mujtaba, 2017)。
绩效管理模型
Mediaworks框架的适应性绩效管理模型是通过涉及三个过程和三个环境来评估的。绩效管理被认为是定义、评估和加强员工工作行为和结果的综合程序。
代写论文的网站：组织发展的干预技术
(来源:Van Dooren, Bouckaert & Halligan, 2015)
绩效管理包括目标设定、奖励制度和绩效评估的实践和技术。工作场所的技术对绩效管理实践是否需要以实体或集团为基础有影响。当技术在相互依赖和工作被提议用于个人工作时，目标设定、绩效考核和奖励制度需要用于个人工作行为。另一方面，员工在媒体工作中的参与决定了绩效管理实践的特点。商业战略描述了一个组织进行盈利竞争所需要的目标和目标。目标设定以各种方式影响绩效，这些方式与个人的想法有关，并激励个人完成困难的目标(Van Dooren, Bouckaert & Halligan, 2015)。另一方面，奖励制度是对进步工人和工作团队绩效的有力激励。业绩评估是根据一系列原则进行的，包括积极行动和晋升决定。
代写论文的网站：组织发展的干预技术
The four types of organizational development interventions that may be adopted by Mediaworks are as follows:
Techno-structural interventions: These interventions mostly focus on technology of the organization. They involve approaches to employee participation in addition to methods that help to design organizations.
Human resources management interventions: These interventions mostly focus on employees practices inured to incorporate individuals into organizations. These practices involve career development, remuneration systems as well as goal setting (Dike, 2014)..
Strategic interventions: These interventions will associate the interior operation of the organization to the outsized environment and change the organization to maintain pace with altering circumstances.
Interpersonal interventions: It will help to enhance skills and competence of the employees. This will in turn enhance performance review procedure (Raza, Khan & Mujtaba, 2017).
Performance management model
The performance management model for suitability of Mediaworks framework is evaluated by involving three processes and three environments. Performance management is considered as the integrated procedure that defines, assesses and reinforces behaviour and results of employee work.
代写论文的网站：组织发展的干预技术
(Source: Van Dooren, Bouckaert & Halligan, 2015)
Performance management involves practices and techniques for goal setting, reward systems and performance appraisals. Workplace technology has an effect on whether performance management practices require to be based on the entity or the group. While technology is stumpy in interdependence and work is proposed for individual work, goal setting, performance appraisal and reward systems require to be intended at individual work behaviours. On the other hand, employee involvement in Mediaworks determines the characteristics of performance management practices. Business strategy describes the aims and objectives that are required for an organization to compete profitably. Goal setting influences performance in various ways that are related what individuals think and motivate individuals to accomplish difficult objectives (Van Dooren, Bouckaert & Halligan, 2015). On the other hand, reward systems are influential incentives for progressing worker and work group performance. Performance appraisals are carried out for a number of principles, comprising positive action and promotion decisions.
