Assignemnt: OD Consultant
Part 1:
Write a two- to three-page paper (excluding the title and reference pages) defining the various components of the roles and styles of Organizational Development Consultants (ODC). Based on your research, compare and contrast the roles and styles of an ODC and explain the role and style that would best fit you as an ODC.
You need to utilize at least two scholarly sources (excluding your text) for this paper and your paper must be formatted according to APA style
Part 2: Performance Appraisals
Chapter 3 of the textbook gives a basic description of five performance appraisal instruments. Choose one of the instruments, and write a two- to three-page paper (excluding the title and reference pages), describing the instrument. Include the following in your paper:
1. Provide a rationale for your choice of the performance appraisal instrument.
2. Analyze the advantages of the instrument.
3. Analyze the disadvantages of the instrument.
4. Illustrate how the appraisal helps with the ADDIE model (Analyze, Design, Develop, Implement, and Evaluate).
A list of the 5 performance appraisals listed below
Performance Appraisals
A good place to start to evaluate actual performance is to look to the performanceappraisal to determine if and by how much an employee's performance deviates fromexpected performance; this would have been confirmed by our earlier job-task analysis.
Many types of performance appraisal instruments exist. If you type "performance appraisalforms" in Google, you will get well over 174,000 hits. Today's organizations tend to use somestandard performance appraisal instruments. Here is a sample listing, with briefdescriptions from Murphy and Cleveland (1995):
• Critical incidents. The supervisor's attention is focused on specific or criticalbehaviors that separate effective from ineffective performance.
• Graphic rating scale. This method lists a set of performance factors, such as jobknowledge, work quality, and cooperation; the supervisor uses these to rateemployee performance using an incremental scale.
• Behaviorally anchored rating scales. These combine elements from criticalincident and graphic rating scale approaches. The supervisor rates employeesaccording to items on a numerical scale.
• Management by objectives. These evaluate how well an employee hasaccomplished objectives determined to be critical in job performance.
• 360-degree feedback. This multisource feedback method provides a comprehensiveperspective of employee performance by using feedback from the full circle ofpeople with whom the employee interacts: supervisors, subordinates, andcoworkers. It is effective for career coaching and identifying strengths andweaknesses.
Format your assignment according to the following formatting requirements:
1. The answer should be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides.
2. The response also includes a cover page containing the title of the assignment, the student's name, the course title, and the date. The cover page is not included in the required page length.
3. Also include a reference page. The Citations and references should follow APA format. The reference page is not included in the required page length.