【正文】 s performance can be made clear and specific contributions. If all achieve their goals, the unit will be able to achieve objectives, the overall organizational goals will be achieved.General management objectives are four ponents : specific goals, participation in decisionmaking, a clear time performance feedback.The advantages of management by objectives is to allow individuals to understand their own efforts in the direction, which will inspire personal enthusiasm for the work. maximum play to their potential. Management objectives for the correct evaluation of a person39。s behavior. Observation Scale shortings is to clearly distinguish between acts of frequency of multiple levels (usually occurring in the percentage frequency divided) is usually more difficult, although the observation of the daytoday basis. But in the end often have to evaluate the subjective assessment. Also, the various acts with the same frequency standard evaluation is not very reasonable, for example, 90% of attendance is not good, and 90% of the monthly year member of the National Assembly have been maintained very well. Relatively France France is relatively others with the level of performance pared to assess each person39。 From the perspective of subordinates, They will think that this assessment of the threat they exist, worry about making unpopular but honest appraisal by the boss dilemma. Therefore, in order to increase the credibility of subordinate appraisal, anonymous is very important, but, if the number of subordinates too little, we must avoid the use of this assessment, let subordinates was in the number of security. Selfexamination Let the staff evaluation of their work, and selfmanagement and authorization concept is the same. When hope to increase staff in the performance management participation, selfexamination is very useful. Selfexamination can usually be weled by the staff, employees contribute to the elimination of the assessment process are inconsistent to supervisors and staff on performance issues to municate.Clearly, as most people have too much ability to evaluate the tendency to selfassessment of the performance results easily be exaggerated. and inevitable selfservice prejudice. Therefore, the need for selfexamination and other usually bine examination, the examination of other supplementary and reference but only for the general staff39。s evaluations, the results of the exam to make it more prehensive and accurate. Supervisor evaluationAlthough only by the supervisors to assess performance is not adequate, but still superior performance appraisal is the most important person. Under normal circumstances, the supervisors have to work under evaluation and the right incentives, Then, the decision to reward people for performance evaluation is reasonable and can lead adequate attention. Evaluation of subordinates by their superiors is the embodiment of power, if not superior evaluation of the work of the staff, but what their also superiors for?But supervisors for performance evaluation has also exist flaws that can not be ignored. The examination supervisor will usually be biased adversely affected, resulting in lower credibility. Superior to a large extent depend on the assessment that the work of the staff what to do rather than actually doing what. Usually considered superior to the staff in evaluating the consequences, which led to the examination supervisor is an emotional process. thus weaken the assessment of objectivity and accuracy. Employees have always felt that the supervisors for their work with the evaluation is subjective and biased. Members assessment Colleagues said here including the assessment team who lie or other members of the department, or organizations with the assessment, who were not in the same department, but at the same level and with the examination were often working relationship with the staff, This latter sometimes referred to as the assessment by the internal customers. Members often than other examination conducted by the higher assessment credibility.Members can access other than examination were more jobrelated information, They were right assessment of performance can have a prehensive view. Supervisors often see staff is fully displayed their merits, and colleagues were able to see the actual situation. Assessment of colleagues who make substantial independent evaluation possible, Several assessment than the average individual assessment is usually more reliable. More use of the assessment will help eliminate error, the assessment will provide a more stable results relative to the examination of a single evaluation, its prejudices and less inclined special.Members assessment should be used anonymous manner, so that examination would not have to worry about those with damage assessment of the relations, to be frank appraisal done. And the examination supervisor at the desire to avoid the assessment by the conflict they are often too broad assessment. Members of the relationship between the there is a petitive, and other factors will affect the oute of the examination colleagues credibility.The relationship between of the Members, there is a petitive, and other factors will affect the oute of the examination colleagues credibility. Under examination Subordinate appraisal of the other examination as a supplement to provide a bottomup evaluation of the performance angle. Under examination should normally be limited to the right of management, under the appropriate evaluation will include leadership, munication, and authorization teambuilding, right under the care, and to plan, organize, budget, cre