The assassination of Archduke Franz Ferdinand was the immediate cause of World War I. But the events that led to the Great War go further back into the nineteenth century. As with the Boxer Rebellion of 1900, nationalism, imperialism, and militarism all played a part. Analyze how the forces of nationalism, imperialism, and militarism irrevocably led to World War I. Pay particular attention to the rise of Pan-Slavism in Eastern Europe and the corresponding rise of nationalism in German-speaking states. Analyze how the alliance system contributed to the ultimate outbreak of war. Then analyze the events that drew the United States into World War I. Clearly discuss why America first remained neutral between1914-1917. What role did ethnicity play in America’s neutrality? Then identify and analyze the specific events that led to America’s entrance into the war. Evaluate America’s contribution to the war effort and to what extent America’s entry contributed to the end of the war. Finally, analyze the events that led to the defeat of the Treaty of Versailles. What effect did this have on America’s role in the world during the 1920s and 1930s? Pay particular attention to the role of President Woodrow Wilson both during and after the war, in particular, his efforts to establish the League of Nations. This paper must be four to five double-spaced pages in length (not including the References page) and utilize no less than four academic quality sources. Margins should be no more than one inch (right and left) and the essay should be composed in an appropriate font and size. Sources must be documented and cited using APA format. Managing Performance for Results Module 10: Effective Communication and Training in Implementing a Performance Management System Module Introduction Readings Required Chapter 7 in Performance Management Chapter 7 PowerPoint (media/aguinis_pm3_ppt_07.ppt) slides – Performance Management Becker, K., Antuar, N., & Everett, C. (2011). Implementing a performance management system in a nonprofit organization (https://search­ebscohost­ com.csuglobal.idm.oclc.org/login.aspx? direct=true&db=buh&AN=59318948&site=ehost­live). Nonprofit Management and Leadership, 21(3), 255­271. Recommended Zare, F., Shorini, S. K., & Mehrabi, J. (2014). Pathological study of implementing a performance management system based on De Wall and Miedema Model: A case study of regional water company in Qazvin (https://csuglobal.idm.oclc.org/login? url=http://search.proquest.com.csuglobal.idm.oclc.org/docview/1564432129? accountid=38569). Kuwait Chapter of the Arabian Journal of Business and Management Review, 4(1), 483­494. For Your Success In this module, we will discuss the process of PMS implementation and related communication. Remember, this week you have a graded Discussion Question, a graded Quiz, and required readings. The primary graded Discussion Question must be posted by midnight Wednesday for full credit; the additional postings must be p ...

1. The assassination of Archduke Franz Ferdinand was the
immediate cause of World War I. But the events that led to the
Great War go further back into the nineteenth century. As with
the Boxer Rebellion of 1900, nationalism, imperialism, and
militarism all played a part.
Analyze how the forces of nationalism, imperialism, and
militarism irrevocably led to World War I. Pay particular
attention to the rise of Pan-Slavism in Eastern Europe and the
corresponding rise of nationalism in German-speaking states.
Analyze how the alliance system contributed to the ultimate
outbreak of war.
Then analyze the events that drew the United States into World
War I. Clearly discuss why America first remained neutral
between1914-1917. What role did ethnicity play in America’s
neutrality? Then identify and analyze the specific events that
led to America’s entrance into the war. Evaluate America’s
contribution to the war effort and to what extent America’s
entry contributed to the end of the war. Finally, analyze the
events that led to the defeat of the Treaty of Versailles. What
effect did this have on America’s role in the world during the
1920s and 1930s? Pay particular attention to the role of
President Woodrow Wilson both during and after the war, in
particular, his efforts to establish the League of Nations.
This paper must be four to five double-spaced pages in length
(not including the References page) and utilize no less than four
academic quality sources. Margins should be no more than one
inch (right and left) and the essay should be composed in an
appropriate font and size. Sources must be documented and
cited using APA format.
Managing Performance for Results

2. Module 10: Effective Communication and Training in Implemen
ting a
Performance Management System
Module Introduction
Readings
Required
Chapter 7 in Performance Management
Chapter 7 PowerPoint (media/aguinis_pm3_ppt_07.ppt) slides –
Performance
Management
Becker, K., Antuar, N., & Everett, C. (2011). Implementing a pe
rformance management
system in a nonprofit organization (https://search-ebscohost-
com.csuglobal.idm.oclc.org/login.aspx?
direct=true&db=buh&AN=59318948&site=ehost-live). Nonprofi
t Management and
Leadership, 21(3), 255-271.
Recommended
Zare, F., Shorini, S. K., & Mehrabi, J. (2014). Pathological stud
y of implementing a
performance management system based on De Wall and Miedem
a Model: A case
study of regional water company in Qazvin (https://csuglobal.id
m.oclc.org/login?
url=http://search.proquest.com.csuglobal.idm.oclc.org/docview/
1564432129?
accountid=38569). Kuwait Chapter of the Arabian Journal of Bu
siness and Management
Review, 4(1), 483-494.

3. For Your Success
In this module, we will discuss the process of PMS implementat
ion and related communication.
Remember, this week you have a graded Discussion Question, a
graded Quiz, and required readings.
The primary graded Discussion Question must be posted by mid
night Wednesday for full credit; the
additional postings must be posted by midnight Saturday. The gr
aded Quiz must be completed by
midnight Saturday.
https://coursecms.csuglobal.edu/file/4ab777ae-e05d-411d-9cac-
9e9d61e1e331/1/production/MGT520_10/media/aguinis_pm3_p
pt_07.ppt
https://search-ebscohost-
com.csuglobal.idm.oclc.org/login.aspx?direct=true&db=buh&A
N=59318948&site=ehost-live
https://csuglobal.idm.oclc.org/login?url=http://search.proquest.c
om.csuglobal.idm.oclc.org/docview/1564432129?accountid=385
69
There is also a Live Session this week. Your faculty will provid
e further details about this event.
Learning Outcomes
1.
Comprehend and analyze the role of a communication plan in pe
rformance management systems.
2.
Evaluate the factors and training that impact the quality of perfo
rmance information.

4. Communication Training Appeals
1. Performance Management Implementation
Preparation
How a performance management system (PMS) is implemented
can have tremendous impact on its
effectiveness. At the minimum, leadership must do the followin
g to ensure a smooth
implementation. Check out the steps to ensure a smooth implem
entation process:
Establish two-way communication with workers about the purpo
se and importance of the PMS
and its process.
Presenting the PMS concept early in the prelaunch phase and su
pporting it through training can
help address negative attitudes and the circulation of misinform
ation about the PMS. A
communication plan is a vital part of this, helping to generate a
realistic view of the PMS and
showing employees not only its value to the organization but als
o the value of it to their own
organizational development. Additionally, providing informatio
n outlined in written documents can
also help mitigate misunderstanding and resistance.
(Source: http://www.tbs-sct.gc.ca/tou/pmc-dgr/1
0-steps-etapes-eng.asp)
Click to Enlarge

5. also help mitigate misunderstanding and resistance.
As such, the communication plan for a PMS should address thre
e primary areas. Key questions that
should be asked when developing a communication plan include
:
1.
What is performance management and how does it fit into the or
ganization?
2. How does a PMS affect and benefit individual workers?
3. How do the system and processes actually work?
Performance management facilitates alignment of work with org
anizational goals. It also focuses
and defines measurements of human resource productivity, and
creates a documented procedure
for multidimensional evaluation of worker contribution. If devel
oped properly, the PMS can
minimize negative impact of ordinary appraisal systems while p
roviding support for worker
development. The “what’s in it for me” elements should also be
addressed in the communication
process. All participating parties should be informed how the P
MS contributes to roadmaps for
training and professional development, how accurate assessment
s can facilitate individual growth
and organizational goal achievement, and how the required PMS
interaction between workers and
managers can strengthen relationships and mutual understanding
.
As noted throughout this module, through education and trainin
g, employees can also gain a deeper
understanding of the PMS process. Consider this example of Ac

6. counting, Inc. from your reading:
Ultimately, the goal is transparency—
to help employees see a complete picture of the PMS
process where effective communication is essential to this goal.
As for raters, who are also an “audience” of the communication
plan, training can familiarize them
with the various performance dimensions; behavioral observatio
n training can show raters how to
retain information to provide standardized performance observat
ions. Self-leadership training can
also assist raters’ confidence in their ability to manage performa
nce and their role in the PMS.
The Importance of the Appeals Process
The understanding that PMS feedback can be challenged is a ke
y element of the communication
plan.
For example, if an employee were to receive what he or she perc
eived as a negative review, there
must be an established, and clearly communicated, process that
would allow the employee recourse.
The employee likely will first file an appeal with the human res
ources department for mediation
between the employee and rating supervisor. If satisfaction is n
ot received at that level, the
Topic for Reflection
Consider your last appraisal and the person(s) who conducted th
e
evaluation. What rater biases do you think impacted your apprai
sal? As

7. a leader in your organization, consider what processes or requir
ements
you would establish to reduce rater bias.
between the employee and rating supervisor. If satisfaction is n
ot received at that level, the
employee should be able to appeal to a panel of peers and other
managers or even to an outside
arbitrator who is brought in to hear the arguments on both sides.
Knowing that there is a formal process for appealing an evaluati
on can reinforce that the PMS is an
organizational tool that works to the best interests of both the w
orker and the organization.
Strategic Communication Planning
Before a performance management system is launched, a succes
sful communication plan must be
implemented. Communication planning has two components:
1.
The elemental structure of the plan serves as the roadmap that p
rovides direction and course
correction throughout plan implementation.
2.
The messages being communicated are important in generating s
ystem acceptance.
Discover more about the elements of a strategic communication
plan:
Determine Goal

8. What is the ideal outcome of the plan? What is the communicati
on supposed to accomplish?
Identify and Profile Audience
Who is the intended audience of the messages? Why do they nee
d this information?
Develop Messages
What information is to be communicated? What questions shoul
d the information address?
PMS messages should include answers to the following question
s:
1. What is performance management?
2. How does performance management fit into our strategy?
3. What’s in it for me?
4. How does it work?
5. What are my responsibilities?
6.
How is performance management related to other initiatives? (A
guinis, 2013, p. 170)
Select Communication Channels
How is the information to be transmitted? What channels will be
used for varying audiences?
Choose Activities and Materials
What activities and materials will be used to express the messag

9. e? How will activities and
materials vary by audience?
Establish Partnerships
What stakeholders can partner in sharing the message? What gro
ups will take ownership of the
information?
Implement the Plan
Communicate, communicate, communicate.
Evaluate and Make Mid-course Corrections
How will it be known if the message was received as intended?
What feedback loops will be used
to make mid-course corrections? (W. K. Kellogg Foundation, 20
06, p. 1)
Effective communication is an important part of implementing a
performance management system
because it creates system knowledge, acceptance, and support.
No one likes to be surprised at
performance appraisal time, so it is critical to understand the sy
stem, how it works, and how it will
affect employees. In closing, view this video from European Ce
nter for Development Policy
Management (ECDPM) that provides a helpful synopsis.
(Source: https://www.youtube.com/watch?v=OuYXIYWpqMM)
A Prezi presentation with voice over from ECDPM's head of co

10. mmunications M. Julian.
How to Develop and Implement a Communications Strategy
Determine which of the following items are “messages”
and which are “elements” of a strategic
communication plan by organizing them into the
correct column. Click on the items in the left-hand
column to move them into the right-hand column. Click
on the item again to move it back to the left column.
When finished, click “Submit” to check your work.
Check Your Understanding
When finished, click “Submit” to check your work.
Click Here to Begin
References
Aguinis, H. (2013). Performance management (3rd ed.). Upper
Saddle River, NJ: Prentice Hall.
W. K. Kellogg Foundation. (2006). Template for strategic comm
unications plan. Retrieved from
https://www.wkkf.org/resource-directory/resource/2006/01/temp
late-for-strategic-
communications-plan