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Performance and Reward Management - Term Paper Example

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The paper "Performance and Reward Management" describes a personal experience of performance management and analysis using concepts drawn from performance management literature. Performance management is the practice of ensuring effectiveness in the accomplishment of organizational goals in a consistent way…
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Performance and Reward Management
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Download file to see previous pages They also have an impact on performance management, which may be focused on all or one of them independently (Johnson 2001). It keeps the management aware of the importance of focusing on results rather than concentrating on whether the management or employees in an organization are busy. Moreover, it serves as a reminder of the fact that employee training, motivation, and enthusiasm in the workplace are not sufficient for the accomplishment of organizational goals. In other words, Latham et al (2005) observe that results go beyond employee capacity and the level of satisfaction. They can be enthusiastic about their work, and the management may offer attractive packages that enhance satisfaction, but their output may not be satisfactory. This means that the organization may not be able to achieve the desired results.
For an organization to accomplish its goals, it needs to have several operations taking place, such as classifying and giving priority to results, establishing the performance standards, and the manner through which the results need to be realized. Evaluation of progress is important while focusing on the results and also reviewing how they were accomplished (Facteau and Bartholomew 2001). Organizations use results as a measure for evaluating the performance of the business. A literature review concerning performance management is important in generating a better understanding of the concept.
In many instances, organizational managers and overseers of organizational operations usually make a mistake of conceptualizing that the conduct of employees and the organizational operations are similar to the desired outcome. As Viswesvaran and Ones (2000) observe, employees within an organization may seem to be busy to a great extent, while in reality, they do not add to the realization of organizational goals.  ...Download file to see next pagesRead More
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