Different approaches to performance management Essay

Different approaches to performance management - Essay Example Performance management is using by countries such GDP, organizations and individuals. Performance management is troubled to get the best performance from person, but goes extra in that it also aspire to get the best performance from the team and from the organization as an entire (R. Wayne Mondy). Performance management derives from the human resource management approach as a strategic and incorporated approach to the management and growth of people. The procedure of recognize, evaluating and mounting the work performance of employees in the organization, so that the organizational purpose and objectives are more efficiently achieved, while at the similar time benefiting employees in terms of credit, receiving feedback, catering for labor needs and offering career leadership. This definition emphasizes that performance management is a procedure. We can see the exemplify following: From this definition, we can believe that performance management is worried by means of humanizing not only the performance of the individual, but also the performance of the team and the organization. ... gnificant thing of performance management is set up a system in which individuals and groups take blame for the continuous development of commerce processes, and of their own skills and contributions. 2.2 The Objectives of Performance Management System 2.2.1 Discrimination A manager must try to discriminate objectively between those who are contributing to the achievement of the organization's objectives and those who are not. In other word, a manager must be talented to appraisal an individual's past performance and assess strengths, level of effort and areas to reward and expand subordinates. Here the focal point is on what the employee has really done in the past, and an effort is made to build on the employee's strengths and make development in other areas so that the employee can carry out more efficiently in the future (Dessler, 1999). 2.2.2 Reward For performance to be encouraged, rewards are necessary. When a managers reward a part of subordinates for their past work, other subordinate will recognized they must work harder in the future. Reward is also a useful tool for motivate employees, suing a system like performance-related pay, to best performance at work. 2.2.3 Development The third objective of the performance management is growth. It includes expand person, term and organization. Performance management as a system concerns not only just for the past, but also for the future. When employees reach their full potential, the organization can also benefit fully from their abilities and contributions (Arthur Sherman, 1998, p.323). 2.2.4 Communication As a two ways system, performance management can also construct a kind of feedback flanked by employees and managers. Employee communiqu is a basic part in the system. It is because an effectual performance

Organizational Leadership 2 Essay Example | Topics and Well Written Essays - 2000 words

Organizational Leadership 2 - Essay Example (Northouse, 2009) Leaders enjoy the loyalty and support of their followers owing to the fact that the leaders derive their status and charisma through power. Some leaders tend to have better charisma and personality which can readily influence the followers and as such a leader becomes a source of inspiration for the followers. It’s because of this reason that the followers therefore tend to show their overall respect and loyalty to the leader and the leader in return reward such behaviors through motivating the employees either by explicit or intrinsic motivators. However, such things largely depend upon how the overall relationship between the leaders and the followers is shaped. If the relationship is based upon reward and loyalty the overall relationship would be rich enough to ensure that the leaders can develop a shared vision and achieve the common goals set for the organization as a whole and followers participate to achieve such goals. Recognition therefore is one of the key to the overall idea of relationship between the leaders and the supporters and largely defines how effective the overall leadership process would be. Since a leader is always required to ensure that a common ground is developed where everyone is required to know and practice the shared values and achieve the common goals set for the organization. As such this could only be possible when a leader has the ability to recognize the genuine needs of the followers and take action actions in order to ensure that such genuine needs and contributions are recognized at the different level within an organization. (MacArthur, 2006) Leadership as a process involves the development of a shared vision in order to achieve the common goals set for the organization. As such it becomes important to understand that leadership process requires subjects which can show the overall loyalty to the leader. The trait theory of the leadership outline that the leaders are often born and the leadership a s a process has been defined as a set of properties required to be successful as a leader. Such conceptual approach to leadership therefore outline that leaders though may be born require to have the kind of traits which can help them to develop rich relationship with their followers in order to achieve the relative success for the organization as a whole. The formality of leadership i.e. leaders becoming leaders due to their position in the organization also entails a certain degree of relationship between the leader and the follower. One of the essential requirements of an effective leader is to cultivate loyalty among its followers and this could only be achieved when the overall relationship between the leaders and the followers are such that they generate the required level of loyalty from the followers. Under the servant leadership model, it is often assumed that in order to generate the kind of loyalty from the followers, leaders must serve them. (Sherry K. Schneider, 2011). Serving the followers therefore create the required level of loyalty and enrich the relationship between the followers and the leaders. This enrichment of the relationship therefore ultimately results into the success for leadership as a process also. Later research on leadership also outline that the authenticity of the leadership is probably the most important trait required under the leadership. Authenticity for the leaders however, is