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    Alternative paradigms and the study and practice of performance management and evaluation

    Access Status
    Fulltext not available
    Authors
    McKenna, Stephen
    Richardson, Julia
    Manroop, L.
    Date
    2011
    Type
    Journal Article
    
    Metadata
    Show full item record
    Citation
    McKenna, S. and Richardson, J. and Manroop, L. 2011. Alternative paradigms and the study and practice of performance management and evaluation. Human Resource Management Review. 21 (2): pp. 148-157.
    Source Title
    Human Resource Management Review
    DOI
    10.1016/j.hrmr.2010.09.002
    Additional URLs
    http://www.elsevier.com/
    ISSN
    1873-7889
    School
    School of Management
    URI
    http://hdl.handle.net/20.500.11937/22470
    Collection
    • Curtin Research Publications
    Abstract

    Performance management and evaluation (PME) is a well-established element of any organizational system of human resource management. However, the research field for PME is dominated by a one-dimensional approach located within positivist ontology. This paper explores and compares this positivist approach to PME with approaches located in other paradigms, more specifically interpretivism and critical theory. The paper argues that paradigmatic diversity in the study of PME would contribute a multidimensional, more sophisticated and nuanced approach. While research on PME within interpretivist and critical paradigms has been conducted over many years it is largely ignored or rejected in North America where a focus on managerialist prescriptions drives the research agenda. This paper calls for innovation through paradigmatic diversity in PME research and scholarship rather than further, incremental development of prescriptive models.

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