{"id":20566,"date":"2011-11-20T00:00:00","date_gmt":"2011-11-20T00:00:00","guid":{"rendered":"http:\/\/global2020prd.wpengine.com\/insights\/matrix-monday-performance-evaluation\/"},"modified":"2020-05-11T15:45:37","modified_gmt":"2020-05-11T15:45:37","slug":"matrix-monday-performance-evaluation","status":"publish","type":"post","link":"https:\/\/www.global-integration.com\/insights\/matrix-monday-performance-evaluation\/","title":{"rendered":"Matrix Monday: performance evaluation"},"content":{"rendered":"

Continuing with our ‘Matrix Monday’ series<\/a>, we report back on some of the limited literature available on matrix management<\/a>. Today we summarise\u00a0Performance evaluation in a matrix organization: a case study (Part One, Two and Three)<\/em> by Steven H. Appelbaum, David Nadeau and Michael Cyr (Industrial and Commercial Training Vol. 40 No. 5, 2008)<\/h3>\n

At time of writing Steven H. Appelbaum was Professor of Management and Senior Concordia University Research Chair in Organizational Development, John Molson School of Business, Concordia University, Montreal, Quebec, Canada: David Nadeau was Senior Group Leader, CAE-Aerospace, Laval, Quebec, Canada; and Michael Cyr was Vice-President, Lockweld Inc., Candiac, Quebec, Canada.<\/p>\n

There is a marked absence of recent or ample research on performance appraisals in a matrix organization. This three-part paper sets out to understand the most effective method with which to review the functional performance of employees within a matrix organization.<\/p>\n

Part one<\/a> offers an overall introduction to the stud,y and an overview of what a matrix organization is as described by the literature.<\/p>\n

Part two<\/a> provides a ‘real time’ case analysis based on CAE, a company which provides simulation and modelling technologies and integrated training solutions for the civil aviation industry.<\/p>\n

Part three<\/a>,In part three, the authors demonstrate the tools, corporate participation and acceptance levels that are required with matrix structures to ensure employee and manager ‘buy in’ and implementation.<\/p>\n

The authors conclude that the most effective method by which to measure employee performance within a matrix organization is through employing a ‘multi-rater system’. Taking into consideration the known risks and challenges in evaluating employees within a matrix organization, they suggest that this type of system provides the organization with the most reliable method by which to evaluate its employees.<\/p>\n

 <\/p>\n","protected":false},"excerpt":{"rendered":"

Continuing with our ‘Matrix Monday’ series, we report back on some of the limited literature available on matrix management. Today […]<\/p>\n","protected":false},"author":5,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"class_list":["post-20566","post","type-post","status-publish","format-standard","hentry","type-blog","training-matrix-management"],"acf":[],"yoast_head":"\nMatrix Monday: performance evaluation - Global Integration<\/title>\n<meta name=\"description\" content=\"Continuing with our 'Matrix Monday' series, we report back on some of the limited literature available on matrix management. 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