Performance Excellence Design:
The Role of Psychometric EvaluationApproach
By
Dr. Abdelkarim A. Darwish
All of us are involved in managing; self-management or
managing others.
When we want to build a building, we design it first, so this
what we should do when we invent or restructure an organization (institution),
we should start with designing and re-designing it.
In order to design properly, we should be aware of who we are,
what we want to do, what we need to do it and how to do it.
First, managing on individual level:
We must be aware of ourselves in order to manage it well, for
example, we need to know who we are in terms of three elements: knowledge,
skills and behaviors. From experiences, we see in many cases people do not evaluate
themselves psychometrically to be aware of themselves in order to manage and improve
themselves effectively and efficiently.
Second, managing on group (team) level:
When, we manage ourselves well first, we then need to know
other people in order to manage them well too. Therefore, by knowing other people
in terms of the three elements (knowledge, skills and behaviors) through
psychometric evaluation, we can design how to fit them with ourselves, as well as,
with others in an integrative way, for them to work in more comfortable and productive
manner.
Third, managing on organizational (institutional) level:
Organization consists of a big group (team), which includes sub-groups
(teams), each group (the big group and sub-groups) consists of a leader and some
members. When, the teams’ leaders know and manage themselves well and know their
group members, through psychometric evaluation and management program, they can
manage them well too.
Conclusion:
When we look at how to manage on the three levels (individuals,
teams and institution), we can see, all start first by knowing in terms of
knowledge, skills and behaviors, therefore, psychometric evaluation is considered
an essential not an additional element of individuals, teams and organizational
performance management program.
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