THE AHP MODEL Using the articles; AHP model for performance evaluation of employees in a Czech management consulting company by Lidinska & Jablonsky (2018) and Emotional labor, performance goal orientation, and burnout from the perspective of conservation of resources: A United States/China Comparison by Lu & Guy (2019), please review the analytic hierarchy process (AHP) that is outlined for performance consulting

The AHP Model

Summary on Agreement and Disagreement

            AHP model is considered an important tool in an organization when it comes to the evaluation of employees. Lidinska and Jablonsky describe it as a model that is used to feed in quantitative and subjective factors during the evaluation of employees. Also, it is used for accurate measures of the overall performance of employees (Lidinska, & Jablonsky, 2018). Overall, I agree that the company benefits from the AHP model during employees' evaluations. However, I feel that the formulas that are incorporated are so complicated; thus, I find myself confused while going through the section of the article. The formulas were not understandable despite the several attempts made to read them. However, I realize that the complication is reduced when the figures are input into an excel document, which makes calculation simple. The notion is to reduce complexity during evaluation while maximizing accuracy.

Key Elements of Application

            In the article, the authors explain the AHP model as a general decision-making tool. In my understanding, the AHP model is all about simplicity and fairness as its key elements of the application. The line of management benefits from the AHP model because it eliminates mistakes in various processes. On the contrary, the initial stages of implementing the model take a lot of time as compared to traditional methods (Lidinska, & Jablonsky, 2018). Lindiska and Jablonsky mostly concentrate on the simplicity of the model which does not add up. Sincerely, I do not perceive the model as a simple concept but I believe it is beneficial to various companies. Therefore, I think it needs more time to comprehend the concepts used in the AHP model. The model may be simple and fair but needs a thorough understanding of complex concepts.

Important elements of Innovation, Evaluation, and a general decision-making approach

            The authors argue that innovation in performance management comprises various elements to evaluate performance. Some of the important elements include evaluation criteria, evaluation frequency, rating system, and criteria weights (Lidinska, & Jablonsky, 2018). These elements are what drives innovation, evaluation, and decision-making when using the AHP model.

Emotional Dissonance, goal orientation, and burnout

            Lu and Guy discuss a study carried on public workers in China and the US. The study is aimed at determining the extent to which cultural context influences the performance, especially public and emotional labor. The study concludes that employees may end up burning out at work in case they lay low or pretend. However, those who express their feelings during work may not burn out. The study can correlate to the AHP model in the sense that it gives the management a leeway to improve performance while reducing turnover (Lu, & Guy, 2019). The concept drives the management to focus on employees’ performance and encouraging employee feedback on regular occasions.

Viewpoints on Performance Consulting

            In the article, a case is made that AHP provides absolute and relative performance evaluation processes. Ostensibly, it is relative to present and future performance and absolute on filling contracts (Lidinska, & Jablonsky, 2018). Being a performance consultant, there is a need to have accurately portrayed tools important for future business development. Therefore, it brings insight and awareness to capture more things on a project while embracing a skills development matrix. In short, the biggest modes of performance consultants include self-awareness, the ability to learn, and reality. Therefore, changes in performance consulting differ from the statements in the reading. It creates a sensible development in business and managing the new matrices that are required to push the business forward.