DEVELOPING AND MANAGING PERFORMANCE - Essay Example

Building performance is not a day affair in business management; it is rather a value creation that should run throughout the existence of a business organization. This value creation must be evidenced in the way a manager handles performance in the workforce. Hence, the staff must be recognized and encouraged if a manager really wishes them to do their best in the workforce. Staff encouragement must be an ongoing process of overseeing performance throughout the year (‘Performance management’ 2012).

Organizations should map out policies and strategies that will lead to the improvement of performance. The issue of performance in the workplace is multi-faceted because there are a lot of sub-issues in it. This includes issues of reward, compensation, giving out responsibility to the employees, creating conducive environment for learning and career advancement etc. In this paper, we will look at how overall performance in a workplace can be easily managed for good productivity. 1. How 2 key elements of the reward and development practices used either explicitly or implicitly in the case study organization could contribute to the overall performance of the organization – a critical evaluation.

The case-study organization, Pentangelli’s, has two major elements in the creation of the performance policy in the organization, namely reward and development. . The aspect of reward that could be given a considerable attention by Pentangelli’s is mainly internal since there is no visible sign of lack in external reward which is mainly monetary compensation (Ingram 2012). Because of this, the management of Pentangelli’s could have looked into the internal reward system which would have not only boosted the morale of the staff but also contributed intrinsically in the development and success of Pentangelli’s.

Giving someone recognition and acknowledgement for a work done has the psychological power of increasing the effort of a person. Praise naturally will make a worker strive for perfection which can lead him to an overall effective performance (‘What is total reward’ 2006). Recognition can come in various forms. It can be in the form of recognizing the importance and talents of the workers by constantly engaging them in the day to day running of the business. Allowing the managers to take decisions independently is a motivation that is even better than monetary compensation (Schalkwijk 2013), and this is where Lucas, the second manager of Pentangelli’s, failed.

His mistake was that he appointed one person, Jean, to run the 6 outlets of Pentangelli’s without giving consideration to time. As a human being, Jean was not to be expected to run the 6 business outlets, especially considering his approach towards the issues of management. As reported in the case study, he always insisted on detailed explanation of how the managers he appointed should look after the outlets. This certainly was counterproductive because time did not permit him to achieve this.

This could be a reason why he suffered an accident