T RADITIONALLY, PERFORMANCE management systems have been implemented as a means of managing and measuring the performance of individuals or teams by providing clear accountability and measures on which to assess performance. The intent is that such systems support the strategy and goals of the organization, and that by having a transparent system, all employees are encouraged to contribute, individually or in groups, to the strategic direction of the organization. While the need for, and benefits of, performance management can be argued very simply, the