PLEASE READ THE INSTRUCTIONS. This is Doctoral work!! Provide one response to EACH student’s POST. Each response should be 150 words. PLEASE KEEP IN ORDER; the responses must be relevant to the...

WRITTEN ASSIGNMENT        6
WRITTEN ASSIGNMENT
Table of contents
Response to Sammy Paz    3
Response to Kilburn Fulton    3
Response to Michelle Stepka    4
References    6

Response to Sammy Paz
Your analysis of the move away from conventional performance evaluation systems is spot-on. In fact, more regular feedback exchanges help organizations promote a culture of growth and development. These discussions provide workers a comprehensive picture of their performance, enabling them to make adjustments in the moment. An important advantage is the opportunity to monitor success throughout the year, which enables staff to quickly modify their plans and objectives. Keeping employees interested and motivated is made easier by Apple's strategy of giving regular feedback and coaching (Ilmudeen, Bao & Alharbi, 2019). Along with improving their feeling of purpose, it also improves the relationship of trust between management and staff. Such a feedback-centric approach to performance management fits in well with current performance management trends and can serve as a model for other businesses looking to boost employee performance. Apple's strategy is not only sensible but also forward thinking in the fast-paced corporate world of today, when adaptation and constant development are key. It is clear that this change favors both workers and the company by fostering a work environment that is more dynamic and growth-oriented.
Response to Kilburn Fulton
You make an important point regarding how organizational goals and values should be in line with personal performance objectives. Top-down goal alignment...