Working Environment, Performance Management Essay

“Incentives are the cornerstone of modern life”(Levitt and Dubner 12). Levitt and Dubner once mentioned in their book “Freakonomics”. According to Oxford dictionary, incentives are something tends to incite to action or greater effort, as a reward offered for increased productivity (“incentives”). In business field, incentives are something given by bosses to encourage their employees to endeavour in bringing benefits to their business. For a simple example, the employee who hits the monthly or year sales target will get cash or prizes as incentives. Apparently, these incentives are something that motivates employees maintains their great performance and also to motivate other employee, whoever wants to get the incentives, work harder.

Performance management relates to an organization’s ability to implement a system to evaluate and advance employee performance. Achieving peak performance requires consistency, clear objectives, and constructive employee evaluation. According to Mithas, Ramasubbu, & Sambamurthy (2011), an organization must design the performance management system based on extensive research about the organization’s mission, and then properly communicate the purpose of the system to employees, stakeholders, and decision makers. After the performing the research, the information should be used to establish the appropriate performance management specialized for the organization. In addition, an effective performance management system should align

Whilst a lot of employees are motivated develop and perform better, there are some employees who are not. These employees tend to do just enough to keep anyone from noticing them. This is the area where performance management falls down and it is up to the manager to find ways to motivate

Performers are motivated: Motivation influences performance to a large extent. The receipt of either a financial or non-financial reward will encourage the staff in achieving a great deal for the organisation. A demotivated employee on the other hand will be slow, prone to error and not likely to achieve.

Organisations place rewards policies within the organisation for many reasons. Reward systems through performance management allow organisations to improve staff retention by keeping them motivated. In addition, reward packages encourage high performers to excel within their expertise. This overall gives the organisation a positive image as the staff turnover will be low and give the sense that the company looks after their employees.

Performance management issues can become present in a workplace at any time. I have recently seen three issues take place at the hospital system that I work in. The first is turnover of leadership with no trained replacements. The second is having poor management in the clinics. The last example is the removal of trained employees by the software implementation team. Challenges can be cross training, experienced employee hiring, and the stopping of trained employee removal. The threats are no one knows how to perform the job, failure of company, and making mistakes. In the selected article, it goes into detail to explain the aspects of performance management (Pollitt, 2013). It explains that motivation, rewards, feedback, and goals are

Training needs for the underperforming employee can be found out as under as as to bring out the best in him and contribute towards his and organizational goals in positive manner.

Incentive pay is an important concept that allows an employee to be rewarded based on exceptional job performance. This is used to motivate employees into working both quickly and efficiently. In order to effectively utilize incentive pay, one must balance out payments between individual performances, group performances, and organizational performances.

Some of the good things about linking incentive pay to individual performance is that the employee in order for them to receive a good compensation they have to put in work and achieve the organizational goals. Organizations are able to benefit from these type of incentive pay because they are able to meet their goals because the employee tries to do the best they can to meet those goals in order for them to receive more money. Some of the negative things about linking incentive pay to individual performance is that some places tend to get more business than others and that creates a different type of pay between employees who have the same position. For example, a sales person who works in a AT&T store at the mall and gets paid by commission will receive more commission than a sales person who works at a AT&T store at a street store with low traffic because the traffic in the mall is higher which means that the store in the mall will receive more customers. Organizations tend to address this type of situations with giving the sales person who works at the street store a higher salary than the one who works at the mall because of the difference between the traffic and the amount of customer each store receives they try to be fair with both

Through my own personal experience, rewards are certainly a motivator of performance. I went from being rewarded for my performance through bonuses and annual merit increases, to being rewarded by the same variable pay program through the use of merit increases and an intrinsic reward system. Four years ago my organization was providing its top performers with decent pay including bonuses, annual merit increases, and job enlargement. However in the past three years my previous employer, a private for-profit higher education institution, went bankrupt and sold the company and most of their holdings to a private non-profit higher education institution. Leading up to the sale of the company, the previous employer informed us that they could no longer provide merit increases until there was improved performance from the employees. This was unacceptable for most of us in lower paying roles, however, they wanted us to work on employee motivation can

In modern business world, any organization can strategically use; pay, compensation, benefits and other rewards as effective performance management instruments to increase operational efficiency and enhance performance. It is very important for the organisation to attract, motivate and retain the best people who will be a key influence on its future success. Furthermore, in recent times, most members of the community believe that skilled people are an essential part of sustaining an organization's long-term competitive advantage. So, successful pay, rewards, compensation and benefits strategies are the main components that can ensure people are paid equitably, recognise and reward excellent performance, and aid the

The first key result area for the position is facilitating behavioural change in the community to stop the spread of Didymo. Stopping the spread of Didymo is closely aligned with the objectives of NatureCare, regarding supporting sustainable land and natural resource management through the Naturetown region. NatureCare care not only about the welfare of the community, but also the welfare of the nation as a whole. The only way to stop the spread of Didymo in the community waterways is to bring about behavioural change from the water users in Naturetown which is why successfully facilitating behavioural change and stopping the blame game was such an important part of the job of the Didymo Control Coordinator. To measure the outcomes of the Didymo Control Coordinator in relation to this key result area, NatureCare managers should use a combination of Subjective and Objective measures. Subjective measures are opinion based, and focus on behaviour and personal characteristics. These can be collected through rating scales, for example rating the coordinators communication skills in meetings would relate to how well they facilitate behavioural change. Another rating that could be used would be using behaviourally anchored ranking of resistance of members of the community to changing their opinions and behaviour. An advantage of subjective measures are that the application can be universal, so the same scale

After doing a deep analysis of processes of The Knot’s human resources management, we present a breakdown of the areas of opportunity that we found to improve the employees’ performance appraisals. The aim of this initial assessment is to figure out the current problems that have cause the employees’ unconformity.

This paper will explain how good management practices of planning, leading, organizing, staffing, and controlling are implemented into the workplace. It will analyze the application of these management concepts to the workplace. Including specifics of how five functions are practiced in the workplace.  Applying the five functions can only improve any business that is willing to accept changes. At the time it was not known that the Boutique was using the five functions. The course made it clear that the owner was utilizing the five functions and the contribution it will offer to the business when practiced during operation.

Today, competition between the businesses is extremely high thus companies need to find ways to be competitive. Organizations prepare the best market strategy to increase the company performance and the ways to keep their employee motivation on the highest level to perform well within the competition. At that time, several incentive pay programs play an important role for every organization to perform well within the competition.