Business Environment Reinventing Performance Management†Free Samples

Question: Discuss about the Reinventing Performance Management. Answer: Introduction The performance of any given organization is the key to its success or failure. An organization that does very little in making sure that performance of the employees is of benefit to the whole organization finds itself in a disadvantageous position. Employees are different. Even though there are employees who have the interest of their organizations at heart, there are employees who do not care at times and might not perform well in the workplace until they are pushed or forced to do so. Different organizations have different strategies that they employ when it comes to promoting the performance of the employees. Deloitte is a good example of organizations that have realized that performance in an organization is a major aspect that should not be ignored. The paper will be looking at the four core questions that reveal themselves after going through the case study of Deloitte and its ways of managing performance. Article summary Deloitte has seen the need to make sure that performance at the organization is taken to a higher level. The organization has seen that one of the best ways is to reinvent the way the management of performance is conducted within the organization. It is better to realize that when a team of employees comes together, they are likely to produce better results than when an employee works individually (Karatepe 2010). However, when it comes to managing performance, the employees are gauged at an individual level. The current approach used by Deloitte to achieve a high performance has not been effective and it is for this reason that the organization has seen the need to reinvent its strategies as far as performance management is concerned. Deloitte has used one of the unique methods of managing the performance of the employees. According to the management, the strategy is much simpler and looks at the needs of both the organization and the employees. It also accommodates all employees (Hancock, J; Allen, D; Bosco, F; McDaniel, K Pierce, C, 2013). The strategy does not only look at the interest of the organization, it also makes sure that despite the employees being pushed to performing better, there is a continuous learning process that makes the employees benefit as well. The system that Deloitte has been using in managing performance is one of the strategies that are used by many organizations from different parts of the world. Many organizations rate the performance of their employees at a yearly period. However, Deloitte has been doing it in a different way (Metcalfe, A; Margaret, B; Mariathasan, J Chiara, S, 2012). Besides rating the employees at the end of a year, each employee is allocated a counselor who helps the employee in knowing the best way to improve on the areas that were performed poorly. However, the organization has realized that managing performance once in a year is outdated. The modern business world is changing and competitiveness has been taken to a higher level (Hanan, 2010) To make sure that Deloitte gets to know about what motivates the employees to perform better, a research was conducted. The research showed that people are inspired differently to performing better. For example, the three groups of employees that were surveyed gave different reasons why they perform better. There are employees who believed that the mission of the company is an inspiration to them and motivates them in their daily activities. There are those who were motivated by the commitment of their co-workers at the workplace and there are those who associated their high performance with the freedom that is in the workplace. Deloitte realized that the only way that it would have managed the performance of its employees is by knowing the performance of each employee at an individual level (Goetsch, D Davis, S, 2014). At the workplace, there are different types of employees. Some employees are not good when it comes to accomplishing tasks. Such employees might hide behind the success of others and expect to be rewarded when others are being rewarded. It is for this reason that it is important to know how each and every employee performs. With such knowledge, it becomes easy to only reward those who deserve it rather than generally rewarding all employees (Mone, M London, M, 2014). Transparency is a virtue that should be held dearly by any employee. However, the study realized that transparency does not only come with the introduction of a working environment that is absent of physical walls. The study shows that the performance of the employees cannot be dictated by privacy. A research that was done in a hospital identified that the caregivers who attended to patients in the open were less productive compared to the caregivers who attended to their patients in enclosed areas. Such was an indication that performance is not all about transparency but about an individuals will (Evans, J Lindsay, J, 2013). The management would have thought that eliminating physical barriers would have led to employees performing better but that was not the case. One theory behind the study is that the physical protection of a working environment has its advantages. First, the employee is given time to research. A research gives one a blueprint that is useful in the process of solving the problem. The second advantage is the focus. When there are no interruptions, one tends to focus on the task ahead more than if there were interruptions. When people work together and are expected to handle individual tasks, it is important to give them enough time for themselves so as to make sure that they focus hence produce results that are beneficial. Digital transformation has also been named as one of the ways that can be used to improve and manage performance (Carter, M, Armenakis, A, Feild, H and Mossholder, K, 2013). Technology can be utilized to supervise and measure that physical performance of the employees. At the same time, it can be used in measuring the output and that might have an impact on performance management. Looking at the study, there are a lot of questions that emerge. However, only four core questions will be drawn from the text. The four questions are as follows; What is the relationship between leadership and performance management? What is the best way to manage performance? What are some of the factors that affect the performance of an organization? Does the leadership of an organization have effects on the performance of the employees? The impact of engaging leadership on performance, attitudes to work and wellbeing at work: A longitudinal study Summary The leadership of any institution has a lot to do with the performance of the institution. For many years, different leaders have employed different leadership styles and that has had effects on the performance of the employees in different ways. The well-being of the staff and their attitude is dictated by the leadership style that is employed in an organization (Metcalfe, A; Margaret, B; Mariathasan, J Chiara, S, 2012). To prove the theory that relates leadership and performance, a research was conducted. The study was aimed at looking at different types of leaderships and the effects they have on the employees performances. Some of the fields of leadership that were given much attention were leadership culture and leaderships capabilities. They were to be used to see how effective they are when it comes to organizational performance. The results were that leadership quality has a lot of effects on the staff (Atmojo, 2015). Though not directly, the leadership of an organization has an effect on the employees performances. Quality leadership motivated the employees, made them feel as part and parcel of the organization and gave them a positive attitude towards the organization and leadership hence motivating them to perform better. The topic of the article is relevant to the main article because they both tackle the same issue; performance management. Managing Performance: A Practical Perspective on Managing Employee Performance Summary At times, it can be challenging to manage employees with the aim of benefiting them and the organization that they work for. The responsibility is most of the times seen as a task of the manager. It is important for any organization to see its employees as just not laborers but as also an investment. With that in mind, the organization gets to appreciate the employees hence treating them with dignity and respect. Just the way an organization drafts a strategy and allocates funds to make sure that the strategy is effective, that is the same way that an organization should set aside money so as to make sure that different methods are used in order to motivate the employees to perform effectively (Mike, J Mark, S, 2011). There are different tools and methods that are used by organizations to manage performance. This article looks at the most practical methods since some methods are better when written down but too hard to implement. Some of the methods focused on are of benefit to the organizations and also employees. Appraisals, rewards, training, access to resources, goal setting, coaching, and feedbacks are some of the methods used (Mike, J Mark, S, 2011). It is important to note that all the methods are associated with leadership in any given organization since the absence of leadership would mean that there is no one to implement them. The article is related to the main article because it answers an important question from the main article. Factors affecting performance of hospital nurses in Riyadh Region, Saudi Arabia Summary Just the way there are methods to motivate the employees to perform better, the case is the same when it comes to limitations (Hanan, 2010). There are factors that affect the performance of the employees in an organization. One of the factors that are more common in many organizations is the working environment. The working environment in any organization must be conducive for the employees to be effective. Failure to that, an organization is likely to lose due to low performance. Personal factors also have an effect on how an employee performs. Some of other factors are marital status, years of experience, nationality, and gender. It is well known that one cannot exclude the personal lives of the employees from the workplace, therefore, the challenges that employees face at a personal level might have an effect on the performance of the employees. The article is related to the main article because it addresses the issue of performance. How do leadership practices influence nursing facility employee satisfaction? A multi-level structural equation model analysis of long -term care quality leadership practices Summary For employees in any given organization or institution to be effective, they must be motivated. In most cases, the people who are obligated to motivating the employees are the leaders. Therefore, if the leaders do not play their part, it is most likely for the employees to suffer (Mark, 2000). The healthcare industry is sensitive; this is because the employees are expected to save the lives of the patients. Therefore, there is a need for the leadership to make sure that the working environment is suitable for all employees. The practices of the leaders in place are of great concern as far as influencing the performance of the employees is concerned. For example, autocratic leaders are most likely to affect the performance of employees. This is because due to the fear instilled to the employees, they might end up cheating just for them to be on the safe side with the leadership. A leadership that listens to the employees and gives them a leveled ground is likely to benefit from their performance because such kind of leadership motivates the employees to work hard. The article is related to the main article because it addresses the matters addressed by the main article in depth. Bibliography Atmojo, M., 2015. The Influence of Transformational Leadership on Job Satisfaction, Organizational Commitment, and Employee Performance. International Research Journal of Business Studies, p.5(2). Carter, M, Armenakis, A, Feild, H and Mossholder, K, 2013. Transformational Leadership, Relationship quality and Employee Performance During Continuous Incremental Organizational Change. Journal of Organizational Behavior, pp.34,(7), pp. 942-958. Carter, M; Armenakis, A; Feild, H Mossholder, K, 2014. Corporate Social Responsibility, Customer Orientation, and Job Performance of Frontline Employees. Journal of Marketing, pp.78(3), pp. 20-37. Evans, J Lindsay, J, 2013. Managing for Quality and Performance Excellence. Boston: Cencage Learning. Goetsch, D Davis, S, 2014. Quality Management for Organizational Excellence. New Jersey: Pearson. Hanan, A., 2010. 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