Performance management can focus on the performance of an organization, a department, an employee, etc. It should be noted that performance appraisal methods are not a one-size-fits-all solution. Please read the scenario below to help you get started on this assignment. Scenario In Organization X, Sarah (who is the Director of Accounting) noted that one of her employees continuously performs poorly during his annual review. Despite yearly conversations with Sarah’s employee, who is named Jacob, performance still is lacking. Sarah is at her wits’ end and has suggested that Jacob be terminated. After discussing the problem with Sarah, in detail, you ask Jacob to come chat with you. During a one-on-one discussion, Jacob notes that Sarah’s feedback is surprising to him, especially considering the following: Sarah only meets with Jacob once a year and has not expressed concerns on a regular basis. During Jacob’s past review, he received “Meets Expectations” and “Exceeds Expectations” in all areas. Jacob has solicited feedback, from Sarah, to which she responds, “You’re doing great, Jacob.” Sarah just told Jacob, two days before, that his performance was inadequate, which Jacob thinks is a result of an invoicing mistake that he made. Cover Page Introduction Section 1 –Performance Management- In this section, describe the purpose and value of performance management processes. Then, explain what might have occurred in terms of this scenario. Section 2 – Effective Performance Appraisals- In this section, suggest ways the organization can increase the effectiveness of performance appraisals (think about Sarah’s role in ensuring performance appraisal success). Section 3 – Recommendations. In this section, explain what changes you would make in regard to the performance management process. Then, explain if you would recommend termination, based upon Sarah’s feedback. Justify your rationale for the selected recommendations and changes. Conclusion References