StudentShare
Contact Us
Sign In / Sign Up for FREE
Search
Go to advanced search...
Free

Improving Performance Management - Essay Example

Cite this document
Summary
The object of analysis for the purpose of this paper "Improving Performance Management" is performance management as the process of linking business strategy with individual or group goals in order to build more commitment to achieving these goals. …
Download full paper File format: .doc, available for editing
GRAB THE BEST PAPER97.2% of users find it useful
Improving Performance Management
Read Text Preview

Extract of sample "Improving Performance Management"

HERE HERE YOUR HERE HERE Performance Management Quiz Question Performance management is the process of linking business strategy with individual or group goals in order to build more commitment to achieving these goals. It is also defined as “processes used to identify, encourage, measure, evaluate, improve and reward employee performance” (Mathis & Jackson, 338). Organizational strategy is usually defined at the highest levels and then individuals are measured on their ability to meet objectives, using feedback systems or disciplinary measures related to their contribution depending on whether it is sufficient or whether it needs improvement. Performance management provides much value to the organization. It helps ensure the goals are met on a timely basis, that people are cooperative with one another and management, and also ensures higher quality outputs. Once performance standards have been established, it can strengthen relationships with managers and employees through results-based rewards if they meet these standards. Basically, for the organization, it ensures that long-term strategic goals are met and the systems are in place that help everyone reach that outcome. For the individual, performance management can give them more perceptions of authority and autonomy in the business. By using systems such as the 360 degree feedback system or the regular annual appraisal, it shows the business values them as a critical resource in the company. It can also strengthen their personal development and training that might lead to promotions or better job opportunities with less management presence if they contribute properly. It can also enhance their problem-solving and communication skills (Tarricone & Luca, 55). Question 2 The term business is behavior means that “a business succeeds or fails through the performance of all of its employee’s efforts and successes” (authorstream.com, 2). Basically, the term means that a business cannot succeed or achieve its goals without the cooperation of employees and success relies on their commitment and loyalty. A business operates as a system that is dependent on the activities and knowledge of workers throughout the organization, therefore their behaviors are important to achieving common or strategic goals. Attitude at the employee level is everything in order to gain positive growth in competitive advantage. The unbreakable behavior law are those behaviors that do not change over time that are long-standing values associated with cultural beliefs or strong personal psychological and personality factors. These are part of the person’s overall value system and do not change without major investment from management. Behavior is considered key to quality because so much of the organization relies on human attitude, loyalty, motivation and commitment. For example, an employee who is unhappy with their job role might lead to higher turnover at the company that can cost budget and labor in human resources to find their replacement or correct worker errors. Employees need to be team-focused and responsible and, without these attitudes and behaviors, the company’s reputation could be affected at the customer level. Question 3 Pinpointing is having an exact understanding of the behaviors or attitudes that the business wishes to change through performance management processes and systems. It is “knowing in precise detail the behaviors that you want influenced” and how to go about it (quogroup.com, 2). For example, if a company’s long-term goals are to improve training and development, pinpointing is identifying which specific areas need improvement and then establishing systems to make sure this becomes a reality. It is a targeted process that is specific and streamlined to assist managers in development programs. Pinpointing is relevant for performance management because PM is so goal-oriented and related to strategic mission and vision. For example, if the company’s goal is to completely change the information systems architecture that impacts all workers (such as implementing a new purchasing system), it is necessary to pinpoint specific job role functions or the rules that will govern the new system. There might be a culture of independence currently in purchasing that is not involved with routine job roles and has no social interaction. The right pinpointing will identify a goal for improved relationships between workers so that managers can set-up informal meetings or maybe job rotation. The activities of workers must be pinpointed to reach strategic goals which are measured through performance management systems. By right pinpointing, it means that it must be relevant to strategic goals or mission and not get off this target: it must be specific. The value provided is in better teamwork, higher levels of individual performance, and improved productivity if the right pinpoint is selected. Question 4 Performance feedback are the systems in place to help employees understand their weaknesses and strengths related to their job roles, the customer, or meeting long-term corporate goals. They can include annual appraisals, 360 degree feedback systems, or informal consultations with management to help them improve. It is essentially given employees meaningful opinion or criticism about how they are contributing and then often giving rewards or discipline based on this feedback. The value it provides is substantial. Feedback helps employees learn more about the business after being assessed and can strengthen their training if more is needed. It can even give bonuses or other pay increases if they are considered high performing or productive workers. Feedback might identify that they lack customer service skills which motivates them to improve on relationship-building. For the organization, feedback is even more critical and valuable. When employees understand their weaknesses, they become more effective workers. Feedback might even strengthen management and worker relationships by improving communication throughout the organization. Feedback can come in the form of employee surveys that measure their attitude about the job (organizedchange.com, 1). This helps the business to understand its own faults so it can improve the job roles for workers and gain more productivity in the long run. If using a 360 degree feedback system, it might even make customers feel more important when they are asked their opinion about certain workers or managers they come in contact with as part of relationship marketing. Question 5 The coaching manager is one that assists workers in developing their skills and knowledge about the business. They take on the role of a form of mentor that offers feedback to workers, provides them needed training on an individual basis, and reinforces that the worker has value by strengthening relationships with them. It is a transformational role that gives employees a sort of role model by which to mold their own attitudes and behaviors. In some organizations, this coaching manager is a friend who looks to help them become their best. Successful coaching managers might role play to help workers understand others in the business, reinforce core values such as emotional intelligence and respect, and they act as a role model for employees to look up to and guide their own behaviors (Hanlon, 2). Coaching dialogue consists of regular feedback, regular meetings with managers, and positive communications about how the employee can better develop. This dialogue describes the practices, processes, actions and decisions for how the employee can achieve set goals laid out by the individual or the business (Hunt & Weintraub, 3). Coaching applies to performance management because how the employee behaves and their attitude is directly related to whether the business can achieve its goals. A role model with positive attitudes might give an employee more motivation to satisfy customers, if this is a business goal, therefore it is linked with meeting strategic mission and goals. The value coaching provides is more dedicated employees with a stronger understanding of ethics and business processes and how to achieve growth in their job role. References Authorstream.com. “Behavior Based Safety – Safety Professional’s View”. Accessed April 2, 2011 at http://www.authorstream.com/Presentation/aSGuest77274-697622-behavior-based-safety-2/ Hanlon, Mike. “Seven practices to develop a coaching managerial style”. Accessed April 2, 2011 at http://www.gizmag.com/seven-practices-to-develop-a-coaching-managerial-style/9486/ Hunt, J. & J. Weintraub. The Coaching Manager: Developing Top Talent in Business. 2nd ed. Sage Publications (2011). Mathis, R. & J. Jackson. Human Resource Management. 10th ed. Thomson South-Western (2005). Organizedchange.com. “Employee Surveys, 360 Feedback, Assessments & Balanced Scorecard”. Organized Change Consultancy (2008). Accessed April 2, 2011 at http://www.organizedchange.com/surveyshome.htm Quogroup.com. “Improving People Performance”. (2006). Accessed April 2, 2011 at http://www.quogroup.com/pp_behave_change.htm Tarricone, P. & J. Luca. “Employees, teamwork and social interdependence – a formula for successful business?” Team Performance Management. Vol. 8, Iss. 3/4, pp.54-60. Read More
Cite this document
  • APA
  • MLA
  • CHICAGO
(“MGMT 4440 Essay Example | Topics and Well Written Essays - 1250 words”, n.d.)
Retrieved from https://studentshare.org/environmental-studies/1414956-mgmt
(MGMT 4440 Essay Example | Topics and Well Written Essays - 1250 Words)
https://studentshare.org/environmental-studies/1414956-mgmt.
“MGMT 4440 Essay Example | Topics and Well Written Essays - 1250 Words”, n.d. https://studentshare.org/environmental-studies/1414956-mgmt.
  • Cited: 0 times

CHECK THESE SAMPLES OF Improving Performance Management

MGT 511 session long project MODULE 5 Performance Management (walmart)

Why Improving Performance Management Systems Is So Difficult - Part 1.... XXXXXX Student Number: XXXXXX Subject: XXXXXX Subject Code: XXXXXX XXXXX University of XXXXXXX XX – XX – 2011 performance management Systems – WalMart WalMart focuses a great deal on the performance management systems used within the company.... The performance of the employees, known as ‘associates' at WalMart, is given prime importance, and this is one of the largest strengths of WalMart's performance management system....
2 Pages (500 words) Essay

Significance of Performance Management in the Middle East

Industry Report OR Design of a Performance Abstract In an organization with effective performance management, the managers perform performance management process and carry out each component of the process effectively.... Here lies the need for performance management.... performance management assists to encourage employees for performing any task.... The improvement is not restricted to any individual employee; a performance management process locates the performance of whole team and ensures versatile improvement....
11 Pages (2750 words) Essay

Performance Management: Emirates Telecommunication Corporation in United Arab of Emirates

This essay "performance management: Emirates Telecommunication Corporation in United Arab of Emirates" explores the significance of performance management to the corporate life of Etisalat, the leading telecommunication and internet industry of the United Arab Emirates (UAE).... performance management is about identifying, measuring, and adopting strategic mechanisms to align a company's plans with its vision, mission, values, specific goals and translate them into corporate operation....
9 Pages (2250 words) Essay

Building Performance Management through Employee Participation

Name of student: Topic: Lecturer: Date of Presentation: performance management Though Employee Participation performance management refers to “the activities designed to ensure the organization gets the performance it needs from employees” (Mathis and Jackson 320).... To ensure the employees are motivated and committed to achieving organizational goals and consequently success or effectiveness, performance management is crucial.... Most people use the terms performance management and performance appraisal interchangeably but performance appraisal is just part of performance management aimed at ensuring that employees perform their jobs up to the expected standards....
3 Pages (750 words) Essay

Talent Planning in Operation of Business

It will also devise an induction plan covering important areas of management, timelines, and the roles of persons involved, as well as an induction programme for the new Manager's first three months.... During his first month, a supervisor should maintain contact, explaining rules, expanding training, assessing performance, and providing feedback on strengths and weaknesses....
6 Pages (1500 words) Coursework

Resolving the Americas Health Care Crisis

Improving Performance Management for delivering appropriate care for patients no longer needing acute hospital care”.... The question is based on how these two types of care should be more consistent, specifically in terms of system planning and performance management.... The examination then led to looking at policies, performance management and ways in which activities were implemented within different health care system....
14 Pages (3500 words) Annotated Bibliography

Improving Strategic Human Resource Management Practices at the University of Canberra

The paper 'Improving Strategic Human Resource management Practices at the University of Canberra" is a good example of a human resources case study.... The essence of this project is to improve strategic human resource management practices at the University of Canberra.... The paper 'Improving Strategic Human Resource management Practices at the University of Canberra" is a good example of a human resources case study.... The essence of this project is to improve strategic human resource management practices at the University of Canberra....
12 Pages (3000 words) Case Study

Strategic HRM and Sustained Competitive Advantage

The paper "Strategic HRM and Sustained Competitive Advantage" provides an understanding that organizations that manage their human resource management strategies are able to gain a competitive advantage over their competitors in the specific market environment.... Schuler & MacMillan (1984) emphasized the congruence between business strategies and human resource management practices.... The concept of vertical fit puts emphasis on the important relationship between the strategic management processes and human resource management in an organization....
11 Pages (2750 words) Coursework
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.
Contact Us