Managing Performance for Results - Essay Example

Performance management refers to a constant process of proof of identity, doing measurement and developing the teams, groups, and individual performance while aligning this performance with the strategic goals and objectives of the company or an organization. Management of performance it builds a direct link between a member of staff performance and companys targets and makes the workers involvement in the firm visible. According Aguinis (2001), asserts the following factors affecting individual performance rating either positively or negatively and they include: income protection in case one falls sick or disabled. Work/life focus person allowed for vocational time away from work; individually approved house and transport allowances. Long-Term pay individual is offered to buy firms stock, contingent and cost of living pay for one to combat a rise in prices of goods and services and short term pay such as cash bonuses or offer two more off days improve individual performance in a nutshell run (Kondrasuk, J. N.,(2012).Judgmental and mechanical are traditional methods which are used by management in the organization to assign for performance scores when carrying out a particular activity. A review of the case study (6-2). According to Becker, K., Antuar, N., & Everett, C. (2011), on productivity, the score is (2) meaning that time allocated were not sufficient and inadequate resources implicates that the output will be affected negatively thus low performance. On the quality of work part, the score is (4) interprets that editorial policy is clearly understood, news precisely balanced implicating that the news reaching the Audience will meet target market resulting to improved performance of quality news. The deadline, confidentiality, adapting to market demands, observing ethical standards is outstanding implicating that news sources will be increasing since informers feel they are not exposed to a risk of identity. Lastly, there is a little team, group work, build up consensus, sharing information and conflict resolution among workers. Implicating small production of information, translating to low performance of the new production (Kraiger, K., & Aguinis, H., 2001).

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Every performance management system to be effective it should communicate its goals to employees and follow feedbacks on employees inputs towards goal setting. The process should be goal setting process by manager then regular feedback and appraisals of staff for their contribution (Greene, R. J., 2003). Its important for every employee to understand her/ his role in performance management system since this reduces time wastage and resource allocation improves effectiveness in performance of duty.

Reference

Becker, K., Antuar, N., & Everett, C. (2011). Implementing an employee performance management system in a nonprofit organization. Nonprofit Management and Leadership, 21(3), 255-271. 2)

Greene, R. J. (2003). Contributing to organizational success through effective performance appraisal

Kondrasuk, J. N. (2012). The ideal performance appraisal is a format, not a form. Academy of Strategic Management Journal, 11(1), 115-130.

Kraiger, K., & Aguinis, H. (2001). Training effectiveness: Assessing training needs, motivation, and accomplishments. In London (Ed.), how people evaluate others in organizations (pp. 203220). Mahwah, NJ: Lawrence Erlbaum.