SBenegaL

Category: Summary

  • Performance Management: Summary

    In the last byte, we looked at the modern forms of mentoring. In today’s byte, we attempt to summarize the discussion on performance management.

    People in organization are constantly learning, the managers should exercise the application of consequences appropriately to create desired results. The strategic use of training and educational opportunities, stock options, and recognition awards is instrumental to successful organizational reward systems. Managers could serve as positive role models for employees and act as mentors too in their career development.

    Goal setting activities may be valuable to managers in bringing out the best performance of their reporting employees. Effectively designed goals could lead to excellent performance, but if these are misused, it could lead to dysfunctional behavior in an organization and lower the performance.

    The role of good performance management tools is providing employees with clear feedback on their actions – methods to improve and make them precise have to be evolved to get the right picture of an employee’s performance.

    With this discussion, we conclude the section on performance management and move ahead to next topic

  • Goal Setting: Summary

    In the last byte, we looked at how goal setting improves performance evaluation. In today’s byte, we look to summarize the discussion on goal setting thus far and then build the bridge for transitioning to the next topic of performance and its management.

    We began with outlining the need for goal setting and identified the characteristics of an effective goal. We mentioned that the goals would have to be defined in a SMART method to make it more effective. The relation between a goal which is challenging and the manner in which an individual’s task performance increases was briefly highlighted.

    We then went on to explore the functions that goal setting performs. Broadly it performs 3 functions:

    1. Increasing work motivation and Task Performance
    2. Reducing role-stress, conflict and ambiguity
    3. Improving performance evaluation.
    Goal setting programs are widely applied in the industry and the ease of implementation is defined by the state in which the company is – Companies in the stable predictable industrial settings would find it more easily implementable than those working in a dynamic environment.

    As goal setting is related to the ability to improve performance at work place, we shall move the next discussion on to the issue of performance management.