The case highlights the key concerns and issues an organization may face if its performance management system (PMS) does not serve its intended purpose and how it can cause demotivation and dissatisfaction among employees and result in an overall decline in organizational performance. It also illustrates how employees’ organizational culture and perception can be as important as the system design and can present challenges even if an elaborate system is planned. In the face of increasing turmoil among employees towards management and the decreasing performance of the organization, TECHNO21 decided to change its current PMS, which seemed a difficult but necessary step to achieve the desired performance levels and overall strategic objectives of the organization.

该案例突显了如果组织的绩效管理系统（PMS）无法达到其预期目的，可能会面临的主要问题和问题，以及该组织如何引起员工的不满和不满并导致组织绩效的整体下降。它还说明了员工的组织文化和看法与系统设计一样重要，即使计划了精心设计的系统也可能带来挑战。面对员工对管理层的动乱和组织绩效的下降，TECHNO21决定更改其当前的PMS，这似乎是实现组织期望的绩效水平和总体战略目标的困难但必要的步骤。