{'fraction_non_alphanumeric': 0.0103359173126615, 'fraction_numerical': 0.0, 'mean_word_length': 5.400826446280992, 'pattern_counts': {'":': 0, '<': 0, '<?xml version=': 0, '>': 0, 'https://': 0, 'lorem ipsum': 0, 'www.': 0, 'xml': 0}, 'pii_count': 0, 'substrings_counts': 0, 'word_list_counts': {'cursed_substrings.json': 0, 'profanity_word_list.json': 0, 'sexual_word_list.json': 0, 'zh_pornsignals.json': 0}}
ORGANIZATIONAL PERFORMANCE CHALLENGED BY THE EVALUATION

Assessment is a management tool for organizational performance. Indeed, the production of a good performance in a company begins with the evaluation of the working conditions of the employees that make it possible to know if the factors of production are favorable and if the workers are motivated. Then comes the evaluation of the employees performance, which is the mechanism for assessing his productivity through his behavior in the workplace, his adherence to the established culture. Thus, effective management of the organization depends on taking into account the human dimension, which is the source of performance. It is advisable, through this article, to deconstruct the concept of performance in order to configure it in a sociological perspective which considers the organization as structured by the interrelation of the social actors superimposed on different strata where the hierarchical superiors command the subordinates to generate models of social production and reproduction. This article examines organizational performance through the lens of the sociology of organizations through the human dimension interface. It is the result of a survey carried out in a public agency and at the ministry in charge of secondary education and has the general objective of analyzing the performance of employees based on their behavior in the workplace. It is qualitative in nature and models of self-determination and interactionism have been referenced for analysis of the data.