...“You can’t manage what you can’t measure.” Bob Napier, Hewlett-Packard (hp.com, n.d., para. 2) Evaluating a sales person’s performance is part of the sales managerial functions. It incorporates information about performance and goals in the past and applies that data to improve performance in the future either by taking corrective actions or by rewarding good performances. One evaluation method my company will adopt for the sale team will be Feedback. Feedback is simply verbal or nonverbal communication between two or more parties. Feedback should be given in all work situations, good and bad. However, people sometimes think of feedback as being synonymous with criticism when it is given in situations where expectations have not been met. Regardless, we are constantly surrounded by feedback as we see the consequences of our actions and how our actions affect the impressions of those around us. One common problem that managers overlook when reviewing performance is remembering that feedback is not all about forms. Traditional performance reviews have checklists, ratings, or reports that are used as tools to analyze feedback in the organization. While these forms are useful in documenting and appraising a person’s performance, feedback should not be dictated by the type of form an organization uses. Instead, it should be well thought out and measured according to the individual employee in question, considering their unique circumstances and abilities. References: Damnjanovic...
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...Financing New Ventures In Chapter 5, we learned about evaluating financial performance. We can evaluate performance by looking at financial ratios and conducting different forms of analyses. Some useful analyses are trend analysis, cross-sectional analysis, and industry comparables analysis. Trend analysis is used to examine a venture’s performance over time. Cross-sectional analysis is used to compare a venture’s performance compared to another company at the same point in time. Industry comparables analysis is used to compare a venture’s performance against the average company’s performance in the same industry. Next, we looked at MPC income statements and balance sheets. A major part of MPC is cash burn. Cash burn is the cash a venture expends on its operating and financing expenses, as well as its investments in assets. Another important part of MPC is cash build, which is equal to the (net sales – change in receivables). In order to find the net cash burn, you must subtract the cash build from the cash burn. Liquidity ratios, which indicate the ability to pay short-term liabilities when they come due, is also an important aspect. Another evaluation tool is the conversion period ratio. This ratio indicates the average time it takes in days to convert current assets and current liability accounts into cash. The operating cycle and the cash conversion cycle also play a part in the evaluation. There are also different types of conversion periods. They...
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...Evaluating Performance through Motivation and Conflict February 19, 2011 Evaluating Performance through Motivation and Conflict In this paper Team A will discuss evaluating performance through motivation and conflict from a management point of view. The discussion will include motivation theories and organizational behavior, Team A will also discuss how different organizations apply these theories to fit the needs of the organization, as well as conflict management strategies and conflict approaches that best work within the organization. Conflict in the workplace is inevitable given the multiple personalities and behavioral traits that come along with them. Everything from culture and beliefs to personality and disagreements can play a huge role in conflict in the workplace. To manage conflict in the workplace successfully begins with effective communication but also requires the ability to adapt to changing conditions. This could mean strategically placing an effective leader in place to help manage possible issues that may arise. Leaders in the organization are responsible for maintaining a stable work environment so that everyone is successful by having strategies in place that promote a healthy work environment. For example, management should clearly define each employee’s role so that there is no question he or she knows what his or her duties are. One of the...
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...Enticed by the reform of Indian banking sector in the early 1990s and further slowdown in the economy as a result of global financial crisis in late 2000s, the current study analyzes the performance of Indian banks using data envelopment analysis. The performance is measured in terms of technical efficiency, returns-to-scale, and Malmquist productivity index for a sample of 33 banks, consisting of 19 public sector and 14 private sector banks during the period spanning 1995-96 to 2009-10. The jackknifing analysis, followed by the dummy variable regression model is used to identify the outlier and its possible impact on overall efficiency trends. Findings reveal that efficiency scores are robust in the sense that the inclusion of outlier does not affect the overall efficiency trends. The public sector bank is faintly doing better than the private sector banks in terms of (i) technical efficiency since 2003-04 and (ii) scale efficiency from 2000-01 onwards. There is growing tendency of public banks operating under increasing returns to scale, implying that substantial gains could be obtained from altering scale via either internal growth or consolidation in the sector. The difference in the Total Factor Productivity (TFP) change between these two types of banks is found to be statistically significant in favour of public sector banks. The technological change has been the dominating source of productivity growth, whereas, the contribution of pure efficiency change and scale change...
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...Evaluating Performance through Motivation and Conflict Management MGT/307 February 08, 2010 The size of a workplace or organization is irrelevant went it comes to the need to survive. High-performance workplaces and organizations have abandoned the traditional organizational structure, and have adopted innovative techniques to improve operational effectiveness, workplace stress, and organizational dynamics. These high-performance workplaces and organizations encompass characteristics that keep them profitable and ahead of the competition. The emerging trends in organizational behavior introduced into the business world strongly relate to high-performance workplaces and the stress management techniques that have been implemented. Differences exist in the methods used by high-performance workplaces and organizations and the traditional organizational structure when it concerns how they manage and improve their operational effectiveness, stress, and organizational dynamics. A high-performance workplace or organization has a stronger approach to maintaining an effective workforce. The workforce remains effective by sustaining an appropriate balance between new technology and the workload for individual employees. The traditional organizational structure is content accomplishing tasks from a recognized and established method. The use of technology is an effective method of performance for employees, but accommodating this effective method is more stress. The methods...
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...Performance appraisal is a method of evaluating the behaviour of employees in the work spot, normally including both the quantitative and qualitative aspects of job performance. It is a systematic and objective way of evaluating both work-related behaviour and potential of employees. It is a process that involves determining and communicating to an employee how he or she is performing the job and ideally, establishing a plan of improvement. Performance appraisal could be taken either for evaluating the performance of employees or for developing them. The evaluation is of two types: telling the employee where he stands and using the data for personal decisions concerning pay, promotions etc. Appraisal of employees serves several useful purposes: 1) Compensation decisions: It can serve as a basis for pay raises. Managers need performance appraisal to identify employees who are performing at or above expected levels. This approach to compensation is at the heart of the idea that raises should be given for merit rather than for seniority. Under merit systems, employee receives raises based on performance. 2) Promotion decisions: It can serve as a useful basis for job change or promotion. When merit is the basis for reward, the person doing the best job receives the promotion. If relevant work aspects are measured properly, it helps in minimizing feelings of frustration of those who are not promoted. 3) Training and development programs: It can serve...
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...Performance appraisal is a method of evaluating the behaviour of employees in the work spot, normally including both the quantitative and qualitative aspects of job performance. It is a systematic and objective way of evaluating both work-related behaviour and potential of employees. It is a process that involves determining and communicating to an employee how he or she is performing the job and ideally, establishing a plan of improvement. Performance appraisal could be taken either for evaluating the performance of employees or for developing them. The evaluation is of two types: telling the employee where he stands and using the data for personal decisions concerning pay, promotions etc. Appraisal of employees serves several useful purposes: 1) Compensation decisions: It can serve as a basis for pay raises. Managers need performance appraisal to identify employees who are performing at or above expected levels. This approach to compensation is at the heart of the idea that raises should be given for merit rather than for seniority. Under merit systems, employee receives raises based on performance. 2) Promotion decisions: It can serve as a useful basis for job change or promotion. When merit is the basis for reward, the person doing the best job receives the promotion. If relevant work aspects are measured properly, it helps in minimizing feelings of frustration of those who are not promoted. 3) Training and development programs: It can serve...
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...Evaluating Performance Through Motivation and Conflict Management Decisions Motivation defined as the process which accounts for an individuals intensity, (how hard a person tries) direction, (leading to a specific point) and persistence (how long a person can maintain effort) toward obtaining a specific goal (Robbins & Judge). Managers daily deal with human behavior and understanding different types of human behavior is an added plus. Organized behavior defined as the study of human behavior within an organization. Earlier theories of motivation are based upon the hierarchy of needs. This theory comes from Abraham Maslow who suggests that within every human there is a hierarchy of five needs; physiological, safety, social, esteem and self-actualization. A closer theory to Maslows is the ERG theory; this theory is a remake of Maslows. The ERG theory was created by Clayton Alderfer, which argued Maslows theory due to Alderfer belief of humans being motivated by three core needs. The core needs fall under the category of existence, relatedness, and growth. Douglas McGregor, an economist and management professor, explained two distant views of human beings: one basically negative labeled Theory X (inherited dislikes) and one positive Theory Y (inherited likes). This theory is along the lines of managers who base the nature of humans on certain group types. The final theory from earlier theories of motivation comes from Frederick Hertzberg. Mr. Hertzberg’s...
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...Assignment 1: Evaluating Bias in Research Kaneidra McKinney Professor Williams Sociology 5/8/15 The first step in a student’s guide to research is to understand the key building blocks of a good sociological research. Sociological research seldom follows a formula that would indicate exactly how to proceed. They often have to feel their way as they go, responding to the challenges that arise during a research and adapting new methods to fit the circumstances. The first step of research in my own words would be almost the same as a student’s guide to research. Meaning, I would first have to have a good understanding of the topic being discussed. I would do research finding out different information on the target topic of the research. One of the major assumptions and bias of the drug industry does not fall in the upper half of the best performing sectors. A majority of the companies within the drug industry are ranked as average; these are companies like GlaxoSmithKline, Merck and Pfizer. Other companies that are ranked below the average industry standard include AstraZeneca, Novartis and Eli Lilly. The companies that are ranked in the top half of the best performing sectors include Actavis and Valeant. This is an important factor for investment purposes as good financial performance drives the investment opportunities within the best performing industries. The Drug industry has registered positive financial performance in the third quarter of 2014 having registered tremendous...
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...(ETH), gender (GEN), and economically disadvantaged status (ECON_DIS). The primary independent variable for this study will be class size. There are many variables which affect student performance; however, it can be argued that class size can impact a teacher’s style and how prepared their students are for statewide achievement tests. 2. Definition of Variables The model will be (less constant and coefficients) TAKS_PRATE = CLASS_SIZE + ETH + GEN + ECON_DIS There are many determinants of the pass rate of standardized tests. Texas schools are evaluated on how well their students perform on the statewide standardized test (TAKS). School districts throughout the state go through great lengths to make sure that their campuses achieve exemplary ratings. I thought that it would be worth exploring how different districts performed throughout the state. CLASS_SIZE will be the primary variable because I believe it plays a valuable role in how well students perform on the standardized achievement tests. The class size will determine how much individualized attention students receive from their teacher and the teacher’s style of instruction. Ethnicity may also affect how well students perform in a classroom. As the Hispanic population in Texas continues to rise, it should be worth evaluating how well students with ethnic backgrounds are faring on today’s achievement test. Another independent variable is the gender of students. This should provide us with an...
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...Running head: Job Analysis paper Anne Solomon Industrial/Organizational Psychology/PSY435 Professor Rockel Etienne May 2, 2011 Job Analysis paper The purpose of job analysis is the studying and evaluating what a job entails; describing precisely the skills needed and the qualifications to fulfill the job position accurately. Job analysis is when most personnel functions because the methods of any job need to be precise. For example, in a job position the duties of that position should be clearly stated. Therefore, the job analyst would need to observe a person in the current position. This can be helpful as well in determining what skills and requirements are necessary to perform that job most efficiently. Also jobs are continually changing as time goes on so job analysis needs to take note of any changes periodically so that the current job duties and requirements are kept up-to-date. This means that the person doing the analysis should also be very familiar with that job and position. “A job analysis leads directly to the development of several other important personnel [tools]; a job specification, a job evaluation, and performance criteria” (Riggio, 2008, p. 57). The job of paraeducator is an important one. The job of paraeducator consists of assisting full-inclusion (FI) students. Full-inclusion students are students that have special needs that are mainstreamed into a regular classroom among peers that do not have special needs. The class...
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...Answer: In my opinion, this evaluation has several major proposes according to the various idea of Max, Jim and Lynne. Fine-tuning has been used as a tool to evaluate the score of workers. The main point of this case is discussing about ‘evaluating form’. According to this case, there are two main ideas of the evaluation. Firstly, Tom Hamilton, the first year manager, is an accurate evaluation called Give them the facts. Accuracy is top priority in this performance appraisal. He said “One key to motivate people is providing true feedback”. If you give them the truth, it would be easier to talk to them about how to improve their performance. Secondly, Max Steadman, Jim Coburn, and Lynne Sims, is a fine-tuning evaluation. As stated in their opinion, just only one score can make the workers mad or happy. Flexibility is the first priority depended on the situation of each worker. For example, Lynne gave a good rating score to worker who have personal problem in order to support, speed up her recovery, and make sure that she would not lose her job. Jim gave a good score to mediocre worker who have performed very well in last two or three months improving and motivating him. On the other hand, they would rated the low score to the worker whose performance was not good, in order to shape up and jolt this one to perform better. Besides, they would gave low rating to workers who act like rebel to remind them who the boss. However, as a tool to judge the employee, I strongly not believe...
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...skills on the job. * Choosing the training method and whether training has achieved the desired outcomes. * Need assessment typically involves : * Organizational analysis * Person analysis * Task analysis * Why is needs assessment necessary? * Training may be incorrectly used as a solution to a performance problem. * Training programs may have the wrong content, objectives, or methods. * Trainees may be sent to training programs for which they do not have the basic skills, prerequisite skills, or confidence needs to learn. * Training will not deliver the expected learning, behavior change, or financial results that the company expects. * Money will be spent on training programs that are unnecessary because they are unrelated to the company’s business strategy. * Who should participate in needs assessment? Subject matter experts (SMEs) are employees, academics, managers, technical experts, trainers, and even customers or suppliers who are knowledgeable in regard to: * Training issues including tasks to be performed. * Knowledge, skills, and abilities required for successful task performance. * Necessary equipment. * Conditions under which the tasks have to be performed. * Advantages and Disadvantages of Needs Assessment Techniques : * The Needs Assessment Process 1) Organization analysis * Company’s strategic direction : (The strategic role of training influences the...
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...Needs Analysis: How to determine training needs Chapter Highlights 1. Types of Needs Analyses 2. Knowledge, Skills, Abilities 3. Techniques 4. Checklist for evaluating an assessment Training Needs Analysis: The process of identifying training needs in an organization for the purpose of improving employee job performance. Introduction Today's work environment requires employees to be skilled in performing complex tasks in an efficient, cost-effective, and safe manner. Training (a performance improvement tool) is needed when employees are not performing up to a certain standard or at an expected level of performance. The difference between actual the actual level of job performance and the expected level of job performance indicates a need for training. The identification of training needs is the first step in a uniform method of instructional design. A successful training needs analysis will identify those who need training and what kind of training is needed. It is counter-productive to offer training to individuals who do not need it or to offer the wrong kind of training. A Training Needs Analysis helps to put the training resources to good use. Types of Needs Analyses Many needs assessments are available for use in different employment contexts. Sources that can help you determine which needs analysis is appropriate for your situation are described below. * Organizational Analysis. An analysis of the business needs or other reasons the training is desired. An analysis...
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...Analyzing a job Today's work environment requires employees to be skilled in performing complex tasks in an efficient, cost-effective, and safe manner. Training (a performance improvement tool) is needed when employees are not performing up to a certain standard or at an expected level of performance. The difference between actual the actual level of job performance and the expected level of job performance indicates a need for training. The identification of training needs is the first step in a uniform method of instructional design. A successful training needs analysis that will identify those who need training and what kind of training is needed. It is counter-productive to offer training to individuals who do not need it or to offer the wrong kind of training. A Training Needs Analysis helps to put the training resources to good use. One of the tools is called- Job Description. A job description is an internal document that lays out in detail the exact roles and responsibilities of a particular position. A job description can be used as a tool for new employee orientation by helping to set expectations, supervision and performance reviews. As it was discussed in the class, the primary purpose of a job description is to identify the essential functions of the position. According to the Equal Employment Opportunity Commission (EEOC), essential functions are those tasks or functions of a particular position that are fundamental to the position. Knowing...
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