The change from Fordist to Post-Fordist production and employment systems typically correlates with a more outcome-oriented management of individual and collective performance. This article aims to develop a critical perspective on the implementation of these performance management systems. In particular, the significance and the change of performance norms and standards will be analyzed and acknowledged. Our central premise is that the more the norms and standards of job performance are downgraded and replaced by a demand for specific performance outcome, the more anomic tendencies in organizations will increase. Anomie, as growing weakness of workplace norms and standards, is among some of the unintenional and paradoxical of the new performance management. It bears the danger to undermine some necessary organizational requirements of job performance and over the long run, results in a normative destabilization of organizations.
| Identifer | oai:union.ndltd.org:DRESDEN/oai:qucosa.de:bsz:14-qucosa-170091 |
| Date | 03 June 2015 |
| Creators | Faßauer, Gabriele, Schirmer, Frank |
| Contributors | Technische Universität Dresden, Fakultät Wirtschaftswissenschaften |
| Publisher | Saechsische Landesbibliothek- Staats- und Universitaetsbibliothek Dresden |
| Source Sets | Hochschulschriftenserver (HSSS) der SLUB Dresden |
| Language | English |
| Detected Language | English |
| Type | doc-type:workingPaper |
| Format | application/pdf |
| Relation | dcterms:isPartOf:Dresden Discussion Papers on Organization Research ; No. 1/2008 |
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