People and Organizations : Principles and practice in Global context - MN7181 - Managing Performance - Blog # 6

People and Organizations : Principles and practice in Global contexts – MN7181 – Managing Performance. Blog # 6

What is performance?

Performance has been defined by various scholars. Basically performance is what drives or motivates people to complete a task / tasks which can be measured. It is a vital element of any organization.

Performance is the behavior that accomplishes results ( Armstrong , 2017)

Assessment of performance entails evaluation of inputs and outputs                         

 ( Brumbach ,1988).

Performance is the outcome of three elements,

1.     Facts and things

2.     How things are done

3.     Motivation to do them

( Armstrong , 2017 )

Theories to underpin performance

Goal theory – Goals help employees to define priorities, consider what skills to apply and serve to motivate  ( Latham and Locke , 1979 )

Control Theory – Feedback which shape behaviors, identify ‘discripancies’between desired and actual performance. ( Armstrong ,2017 )

 Cognitive theory – Self efficacy ( Bandura , 1986 )

Performance Management

Performance management is , ‘A systematic process for improving individual, team and organizational performance   ( Armstrong , 2014 ).

Performance management creates the context for — and the measures of — performance. Performance is defined as the potential for future successful implementation of actions in order to reach the objectives and targets.

( Lebas , 1995 )

Four elements of performance management

1.     Agreement

2.     Feedback

3.     Positive reinforcement

4.     Dialogue

( Capelli , 2008 )

Performance management should provide

1.     Direction

2.     Freedom to get their work done

3.     Encouragement

4.     Leading to grow

5.     Leading to strategic collaboration  ( Egan cited in Armstrong , 2017

Why is it important to manage performance?

It is important to manage performance in order to survive in any industry a company is operating in. Performance management is the key element in any organization to grow in the industry it I operating in as well as to achieve its corporate vision. Also it is important for an organization to evaluate employees based on performance so that the employees will be motivated and driven for achieving objectives.

Individual goals can be aligned with organizational goals and  specifically            

 ( according to Jones et al ,1996 ) to:

1.     Build a shared vision

2.     Avoid ambiguity by clearly defining role of employees

3.     Provide an unambiguous frame work for teams

4.     Provide an unambiguous framework for rewards

Henderson in 2010 stated that managing performance will motivate performance , increase self-esteem , clearly define criteria for job success etc.

Components for performance management.

Henderson in 2010 has stated that planning for performance, supporting performance and assessing performance are the components of performance management.

Personal development plan

Henderson in 2010 has stated that personal development plans are a key component of performance management. It helps employees to do better in future and avoid past performance problems.

References

Armstrong , 2017. Performance Management.

Armstrong , 2017. Performance Management., The new realities.

Armstrong, 2014. Performance Management in Action.

Bandura, 1986. Social Boundaries of thought.

Brumbach, 1988. Some ideas,issues and predictions about performance management.

Capelli, 2008. Talent on demand: Managing talent in an uncertain age.

Henderson , 2010. Components of managing performance.

Jones et al, 1996. Prisms of performace, The Ashridge journal ,April pp10-14

Latham and Locke, 1979. Goal setting, A motivational aspect on performance.

Lebas , 1995. Managing performance : Reward based performance.