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Performance Management - Essay Example

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This research paper focuses on identifying the role of managers and leaders in persuading employees or team members for working as a unit towards achieving organizational objectives…
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Performance Management
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"Performance Management"

Download file to see previous pages 1. Focus on Performing Best to Achieve Organizational Objectives Link between Individuals, Team and Organizational Objectives Every organization hires and employs individuals who possess different sets of skills and are expert in their respective fields. These individuals are provided training to understand and learn what is required from them to put in their respective jobs, so that the organizational goals and objectives can be achieved. The objectives of an individual are to put their best efforts in their work so that they can earn good and move up in organizational hierarchy. Team’s objectives are to work as a unit to achieve organization’s objectives whereas the organization’s objective is to maximize the stakeholder’s wealth by performing well. The objectives of an individual are linked to the objectives of team, as when the individual being a member of the team, performs well, it will put positive impact on the moral of the team. When each individual in a team performs well, it will be easier to achieve the objectives of the team and consequently, the working relationship of individuals within a team will help the organization to achieve its objectives. Being a potential manager or a leader of team, I would focus on working with each individual in my team separately. In my opinion, it is essential for me to discuss work related issues and solutions with every individual of my team so that the team members can get motivated and work towards achieving the organizational objectives. Selection of Individual and Team Objectives Individual objectives are selected after the analysis of each individual’s personal competencies and skills, whereas the team objectives are selected after considering the nature of work that is required to be performed by the team. There are numerous reasons for setting different objectives for a team and individual to achieve. Bering on a managerial position, I would set different objectives for my team and the individuals who are member of my team. Considering the fact that organizational objectives becomes difficult to achieve due to the knowledge, skills and abilities that are required from a single person. Provided that I would select a team of diversified individual, it will provide me a chance to fill the gaps left by one individual, by utilizing the skills of other individual who have skill to fill that gap. Areas of Individual and Team Responsibility To achieve organization’s objectives, a manger must create a distinctive line between the responsibilities of team and the individuals within that team. If I were the manager, I would have based my leadership style prescribed by John Adair (Adair 2012). As proposed by Adair, an action centered leader will identify aims and vision of a group, gather resources, create a plan, allot responsibilities, set standards and control the flow of activities. Being a manager of a team, I would be responsible for establishing objectives and reaching to a point where my team members agree with my work method and than work towards achieving the objectives. On the other hand, being a manger for individuals in my team, I would assess personal skill, problems, highs and lows of every individual and than assort individual responsibilities accordingly. Need to Trust and Support An environment where every individual of a team have a right to speak and share ideas, develops self-confidence and intrinsic motivation among the individuals. As being a manager, I would pay especial consideration towards winning trust of my team and individua ...Download file to see next pagesRead More
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Performance management
In a similar state as in Berkeley, University of California, the PMP is a mission carried out in the campus through the individual and combined efforts of its employees. In this process, employees do their best because they know that their contributions are acknowledged and recognized.
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When one shares the values of the organization, he is able to commit his best capability and performs better for the company. The development in China from being a closed economy to a market oriented system is an example of an organizational change. The country has been highly successful in its transition from the traditional values of collectivism to a having a harmonious relation within the organization that conforms to the new organizational policies.
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Typically, majority of the performance management systems incorporate performance reviews, learning activities, coaching and mentoring, performance measurement metrics, rewards, team work and training and employee development programs (Aguinis 2012). Historically, performance management was used to determine the wage based compensation of employees and drive employee behaviours that aimed at attaining organisational objectives.
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It is a wide, complex function, usually carried out by the human resource department, and it incorporates undertakings such as training for enhanced performance, execution of employee growth programs, combined goal setting and recurring communication. Consequently, performance management can be said to be a logical process by which the general performance of an organization can be enriched, starting from individual level to team level.
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During this process, objectives are set for employees, their performance is rated against the set objectives, and their future development activities are outlined in order to contribute to achieving of the set objectives.
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Performance management processes have developed in the recent past as more integrated and continuous approach than the previous, often isolated and inadequate, performance appraisal approaches.
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Many of those management methods have been used in practice for years and have demonstrated both strengths and weaknesses. Performance Management combines the strengths of the various management methods and attempts to offset their weaknesses. An important feature of Performance Management is how it involves all parts of the organisation with the purpose of gaining oversight.
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It is deflating and substandard after a presentation review to the supervisors and managers, if their objectives do not get accomplished in a certain period.
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Performance management is the whole process of which performance appraisal is just a part. Performance management is about providing the employees with the resources, skill sets, and equipment that they can use to achieve the goals that have been assigned to
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