Nobody downloaded yet

Evaluate the role of the line manager in managing under-performance - Essay Example

Comments (1) Cite this document
Summary
This paper presents explanation of the context of the term ‘performance’ as related to various levels of organization. In accordance with Nelson and Quick defining ‘performance’ can be a challenging task since the term is likely to be differentiated in job positions with different characteristics…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER97.8% of users find it useful
Evaluate the role of the line manager in managing under-performance
Read TextPreview

Extract of sample "Evaluate the role of the line manager in managing under-performance"

Download file to see previous pages bination of interpersonal and technical skills while for medical doctors the term ‘performance’ is depended rather on specific financial and administration skills’ (Nelson and Quick 2010, p.196). It is assumed that under performance reflects the lack of the skills that are necessary for responding to the needs of a particular role. Dowling, Festing and Engle (2008) tried to identify the key elements of under performance in regard to expatriates. They came to the conclusion that for expatriates, failure, which incorporates under performance, means ‘the premature return of an expatriate’ (Dowling, Festing and Engle 2008, p.112). In accordance with this view, under performance can be used for highlighting the failure of an employee to complete successfully the tasks assigned to him. A similar definition of the term ‘under performance’ is included in the study of Scullion (2006). In accordance with the above researcher, the term ‘under performance’ should be defined as ‘assignment failure’ (Scullion 2006, p.60). This explanation of under performance may be inaccurate, i.e. it may not reflect the actual status of employee performance. Such risk exists in case that an employee failed to complete the tasks assigned to him but not because of his fault but due to facts or conditions that they could not prevented, like, for example, a strike. From a similar point of view, Werner and DeSimone (2008) noted that the term ‘under performance’, or else ‘poor performance’, is difficult to be clearly defined since it is likely to be related to different criteria. For example, the level of performance of an employee may be characterized as high in regarding to a specific position and as low regarding to another position. For this reason, it is suggested that...
It is evident from the study that the development of the phenomenon of employee under performance in modern organizations has been related to many factors. In accordance with Hadikin and O’Driscoll employees are likely to under perform when the conditions in the workplace are hostile for them. Reference is made especially to bullying, as a problem expanded in most organizations worldwide. It is noted though that the response of employees to bullying is not standardized. Under certain conditions, bullying may not lead to employee under performance, if for example the employee involved decides to report the problem to the firm’s HR manager. From another point of view, Berman considers that employee under performance is not related to the conditions in the organizational environment but rather to the personal attitudes of employees. It is explained that employees who are likely to avoid taking initiatives in regard to critical organizational issues tend to under perform when having to face such conditions. Moreover, employees that believe in their capabilities and their potentials to respond effectively to the needs of all tasks assigned to them are not expected to under perform, in opposition with employees who believe that their performance can ‘be affected by factors outside their control’. On the other hand, Shields explained that when having to identify the causes of employees’ under performance managers should search both for personal reasons, such as the attitudes or the background of employees, and for external reasons, meaning the conditions of the organizational environment. ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
  • CHICAGO
(“Evaluate the role of the line manager in managing under-performance Essay”, n.d.)
Retrieved from https://studentshare.org/management/1393118-evaluate-the-role-of-the-line-manager-in-managing
(Evaluate the Role of the Line Manager in Managing under-Performance Essay)
https://studentshare.org/management/1393118-evaluate-the-role-of-the-line-manager-in-managing.
“Evaluate the Role of the Line Manager in Managing under-Performance Essay”, n.d. https://studentshare.org/management/1393118-evaluate-the-role-of-the-line-manager-in-managing.
  • Cited: 0 times
Comments (1)
Click to create a comment or rate a document
sa
sabinakoch added comment 11 months ago
Student rated this paper as
The topic of "Evaluate the role of the line manager in managing under-performance" is quite popular among the assignments in university. Still, this paper opens a new perspective of seeing the problem. I’ll use the manner for my own example.

CHECK THESE SAMPLES OF Evaluate the role of the line manager in managing under-performance

Human resource line manager

..., and regulator (Storey 2007). In this model, HR jobs may be more basic, because employees are evaluated by numbers, making performance evaluation easier (Renwick ,2003). The main roles of the HR manager in the soft model are those of a conformist innovator. HR managers relate their work to dominant values in the organization. They work to meet the needs of senior managers, and being a deviant innovator is an alternative to conformist behaviors, when they focus on social values to gain credibility and support ideas. The third role is that of a problem solver (Marchington & Wilkinson 2005). Conclusion...
5 Pages(1250 words)Essay

H.R. and line managers interaction

... performers and suggest where the organization should invest. If the line managers do not work in conjunction with the HR personnel the high performers may leave the organization while the low performers may stay on which questions the organizational performance. While line managers are also entrusted with the role of learning and development in an organization, Gibb (2003) argues that line managers may not be positioned to evaluate the learning required or even evaluate the role of the staff. However, at IBM the line managers and the senior HR executives are together involved in employee assessment. IBM needs an Adaptive Workforce (ADWF) to cater to on-demand business and to service the clients. They cannot leave the evaluation... in...
5 Pages(1250 words)Essay

Managing under uncertainty

...14th April Managing Under Uncertainty: Ethical Considerations in “Erin Brockovich” Movie Erin Brockovich is a movie concerning a woman’s determination to help other people deal with powerful forces aligned against them. This is despite the fact that it is not her job to help these people in the first place, and instead, she chooses to help because she believes that it is her duty to do so. The main character, Erin, is a woman who, with three children and not being employed, has an accident and loses the case that her lawyer had assured her she was going to win. When this happens, she gets her lawyer to employ her at his firm and she gets to encounter the pro-bono case that is eventually going to put her...
8 Pages(2000 words)Essay

Managing under uncertainty

...? MANAGING UNDER UNCERTAINTY The art or science of choosing an option against a list of options presented to a person describes decision-making process. Making a decision is a cognitive process through which a person settles for a certain option as against a range of set alternatives. However, it entails evaluating the available options through a certain criteria (Wang & Ruhe, 2007, p. 83). History has it that every person has to make choices for him or her survival. Human beings are socialized to analyze and make the decision that would in to him the most beneficial. However, man is governed by some social structure, economic setups or even cultural moral and ethics that dictate the...
8 Pages(2000 words)Essay

Managing under uncertainty

...? MANAGING UNDER UNCERTAINTY By of the of the of the School 17 June, Summary of Observation There are numerous companies that have continued to perform well in the changing economic situation of the world. Some had been reluctant in their past performances, but today, they stand out for being very organized and profitable. Tables have turned; companies and their management have to adjust with the economic and technological changes, to reinforce their decision making. This contributes to the different performances of companies that deal with products or services in a similar field. However, urgencies, as well as external and internal conditions influence the decision making of the management in organizations, whose effect could... . Because of...
6 Pages(1500 words)Essay

Report to your line manager

..., the trainers can give case studies for the employees to solve. In this perspective, the employee engages one’s intuition and thinking in creating solutions for particular scenarios. Bibliography Aswathappa, K., 2005. Human resource and personnel management: text and cases. New Delhi: Tata McGraw-Hill. Bohlander, G. W., & Snell, S., 2007. Managing human resources. Mason: Thomson. Cohen, W. A., 2005. Entrepreneur and Small Business Problem Solver. Hoboken: John Wiley & Sons. Condrey, S., 2010. Handbook of Human Resource Management in Government. Hoboken: John Wiley. Kandula, S. R., 2006. Performance management: strategies, interventions, drivers. New...
8 Pages(2000 words)Essay

Managing Performance

...So, the organization, its leader and employees should not stagnate and saturate. Schein (2004, p.418) pushes forward this idea by “perpetual learner”. Perpetual learner in the sense, the leader or the manager and the employees should learn new levels of perception and acquire lot of insights for running an organization. As discussed in this paper, they should start by playing an important role in the development of a work culture. Then, by getting involved in all the process of the organization, the manager should motivate oneself to learn new things and importantly motivate the employees working under him/her. Then, the involvement of employees in the process of...
10 Pages(2500 words)Essay

Managing performance

..., the indicator’s of poor performance and the means to support performance improvement. Last would pertain to an organisation’s disciplinary and grievance procedures, the identification of the role of the manager in a disciplinary and grievance procedure and a summary of the key aspects legislation that apply to an organisation’s disciplinary and grievance procedures. The Identification and Grasp of Performance Objectives The Connection of the Individual, Team and Organisational Objectives Before proceeding to the link of the goals of the organisation and its members let us first dwell on the nature of the goals of an organisation in a corporate...
12 Pages(3000 words)Essay

Managing Performance

.... “Simply put, performance management includes activities to ensure that goals are consistently being met in an effective and efficient manner. Performance management can focus on performance of the organization, a department, processes to build a product or service, employees, etc” (Performance Management -- Basic Concepts, n. d.). A typical employee performance management of an organization is illustrated in the diagram given below. (US office of personnel management, n.d.) Planning is an important organizational function and employee management is...
9 Pages(2250 words)Essay

Managing and leading people

...and also increase their knowledge about a particular thing; it also helps in bringing team work, good work culture in the organization. When a new member is been recruited he/she needs to undergo a good learning program to understand the company policies and practices and get used to the work culture of the company. This helps the company to improve the productivity of every individual as they have better knowledge about the process and thus they can perform more efficiently (Wong, 2000, pp. 47-54). The line managers do play important role in conducting the learning programs for the staff working under him/her so that they can develop new techniques and...
14 Pages(3500 words)Essay
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.

Let us find you another Essay on topic Evaluate the role of the line manager in managing under-performance for FREE!

Contact Us