...Optimal results of a well-prepared and well-delivered performance appraisal Higher employee satisfaction – When an appraisal is exquisitely prepared and well delivered employees are prone to respond better to the feedback presented. The employees also come away from the meeting with a clear understanding of their performance and where improvement is needed. They will also have good understanding of the company’s goals both for itself and for the employee themselves. Improved Efficiency – After a well prepared and delivered appraisal an employee will know where they stand and what they need to do to improve their performance. The employee will also get direction on the company’s goals, mission and measurements and will be able to utilize these to streamline their performance and become better at their job. Strong business results - Since the employees have been presented and made aware of the company’s goals they have something to gauge their performance against making it easier to meet and surpass the targets set for them. More opportunities for advancement – This pretty much speaks for itself. The better understanding that there is of what is expected of employees, the better they will perform, the better their performance, the more they are noticed, which leads to a lot of good attention, which opens doors for advancement. Good Peer interaction and relationships – Employees who have a clear understanding of their roles and goals within the company, will also...
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...will be addressing the advantages of implementing an employee performance evaluation program and look at the advantages to the company from its use. We will also be talking about succession planning which aligns itself neatly with the evaluation program. Often Employee evaluations are seen as something burdensome by managers and useless or unfair by the direct reports who have been evaluated. Today we will address some of these concerns and look specifically at: benefits of employee evaluations, pre-appraisal activities/benefits, proper delivery of appraisal results, using evaluations to build value for the company, follow up process and furthering employees’ career goals, what models are being used, and team performance vs. individual performance. The latter portion of today’s presentation will be about the career succession planning process, and like the evaluation system, how this helps both the employee and the company. Slide 2: What are the positive results from a well prepared and well delivered appraisal? If anyone has had the occasion to be evaluated by a supervisor in the work place I would ask you to dwell for a moment on how the message was delivered. All too often in my personal experience I was left wanting after the evaluation process was finished. I have also been asked to write my own appraisals of my performance because my manager was too busy or uninterested in providing feedback of my performance. This can be extremely frustrating and lead to employee disenchantment...
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...Benefits There is significant purpose behind performance appraisals and they should be taken seriously to be effective for the employee and the employer. The main benefits that can result from a well performed performance appraisal is increased communication, understanding employees goals, and that it provides an opportunity for the employee to learn about what they are doing well, and where they can improve. “An effective appraisal may not only eliminate behavior and work-quality problems, it can motivate an employee to contribute more” (Bigelow, 2014). Overall this reflects well on the employee because it provides them with clear direction in where they need to be headed as far as organizational goals and personal goals are concerned. In addition it provides the employee with an understanding of their personal strengths and weaknesses as well as what their role is in the organization. Appraisals offer designated time where the employee and their supervisor are able to communicate and create a common ground for the both of them to know where each person is coming from. This in turn benefits the employer because the employee then knows the path they are on and how they can improve themselves or keep up the hard work they are already doing for the company. Appraisals when delivered well provide the employer the opportunity to recognize the employee for any achievements. This strengthens the employee-company relationship substantially. Having a designated time to review each individual...
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...of the most important concepts of everyday life. A team is a group of individuals who strive to work together in order to achieve a common group goal. I believe that our team effectiveness can be measured by looking at how we approached assignments and course objectives. Our effectiveness as a team can be broken down into the following: Unity, being self-conscience, being goal oriented, having a positive atmosphere, having frequent discussions, freedom to express opinions, having few disagreements, quick decision making, being well balanced, having constructive criticism, and shifting leadership roles. One of the first principles that made our team effective was a clear unity of purpose. Each objective presented to us was broken down and discussed freely and openly within the group, until each team member had a clear commitment for a component of the objective. As an effective team we also were able to be self-conscience about our work. Being self-conscience allowed us to be aware of any mistakes fellow team members were making when completing an objective. We also were able to see future issues when working a problem, this allowed us to re-strategize when needed. Everyone in the team had clear and demanding performance goals. This was key when doing our final project due to it having such a large impact on our final grade. I believe everyone in my group is a successful student, which allowed them to focus on the performance of each group member. We also encouraged a very relaxed...
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...Summary In this report, I discussed the four stages of team development. As being the leader of our team, I played roles in order to facilitate task accomplishment and interpersonal relationship-building in each stage. As well, I employed specific personal and interpersonal skills to improve our team effectiveness. Finally evaluated our team effectiveness by using Alexander (1985) model, found out the strengths of my team, moreover, and observed the ways that can be used to improve our weaknesses. Introduction One definition for teamwork proposed in 2008 is "the interdependent components of performance required to effectively coordinate the performance of multiple individuals"; as such, teamwork is "nested within" the broader concept of team performance which also includes individual-level taskwork (Salas et al 2008). For my reporting team, our tasks were to give a group presentation for our international marketing plan and submit an implementation international marketing plan. Our team was assigned by professor in the beginning of the semester, founded by three people. I was the leader of the team, and member A and B. the following report will indicate how was my roles and skills bring impactions to each other during the team development stages and how were those skills affecting our overall effectiveness. Team Development Forming stage We had two meetings in this stage. The first meeting was in class and was aimed at orienting members and getting...
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...Introduction The purpose of this report is to analyse the effectiveness of KGNZ Limited’s (“KGNZ”) management team. I have been engaged to analyse the effectiveness management team and present my findings in the form of a report to the board. The purpose of the team is to manage the company’s operations and to maximise capacity and productivity within the organisation. The culture, dynamic and behavior of the team itself in relation to the rest of the organisation will determine to a greater or lesser extent its effectiveness in achieving its intended purpose. The role of the team will be examined in relation to its context both within the organisation and within behavioral theories in terms of its development and operation. The leadership within and outside the team will be examined - including relevant theoretical aspects to leadership that exists within KGNZ. The analysis of the team’s effectiveness will focus on both behavioral aspects of the team and its make-up and also specific company set objectives of the team in promoting the capacity and productivity of the organisation. In order to gauge effectiveness of the team against its current purpose it is necessary to examine specific aspects of the company that are directly within the team’s purview being issues of capacity and productivity within the organisation and how the team currently deals with these as well as make several recommendations that could improve the current status quo. In order to analyse the team’s...
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...Rothaermel Exercise 3 Policy and Strategy in Global Competition BUSI 690 Chapter 11 Discussion Question 11.1 - Why is it important for an organization to have alignment between its strategy and organizational structure? Strategy implementation is the part of the strategic management process that concerns organization, coordination, and integration of how work gets done. It is key to gaining and sustaining competitive advantage” (Rothaermel, 2013, p. 302). “Organizational structure is a key building block of organizational design that determines how the work efforts of individuals and teams are orchestrated and how resources are distributed” (Rothaermel, 2013, p. 305). It is important for an organization to have alignment between its strategy and organization structure because they have an interdependent relationship that has a direct impact on a firm’s performance. Moreover, the relationship is dynamic – changing over time in a predictable pattern as firms grow in size and complexity” (Rothaermel, 2013, p. 309). Discussion Question 11.3(a) - What commonalities across the products would likely be enhanced by flexible cross-functional teams? Functional structure is a form of organizational structure that groups employees into distinct functional areas based on domain expertise (Rothaermel, 2013, p. 309). One of the main drawbacks to functional strategy is that it frequently lacks effective communication channels between different departments...
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...FEEDBACK AND ADDRESSING PERFORMANCE CONCERNS 4 CONTENTS INTRODUCTION Setting Direction Setting Expectations Upfront Team Meetings o Purpose of Meetings o What Can Go Wrong at Meetings? o Suggestions For Making Your Meetings Effective Displays PROVIDING FEEDBACK How Should We Provide Feedback? Preparation Time and Place Questioning Non-Verbal State Facts Clearly Honesty Consistency Handling Difficult Situations o Defensiveness o Disagreement o Apathy o Anger Chance to Respond Active Listening o Tips for Active Listening Summary MAKING A TIME TO REVIEW PERFORMANCE Preparing Team Member Input Conducting the Discussion Closing the Discussion After the Interview Common Problems with Formal Appraisal Skills a Manager Needs for Effective Performance Review DISCUSSING PERFORMANCE CONCERNS “I’d like a Word with You” – the “Discipline” Interview Investigation and Disciplinary Procedures INTRODUCTION Effectively providing feedback or coaching performance occurs when an employee and manager work together to ensure a good job is done and results are achieved. This is achieved when both know what to do and how well to do it. It provides additional opportunity for communication between managers and employees but in no way replaces the need for effective day to day communication and management. The principle behind any performance management process is...
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...SAT2 Leadership - Team Evaluation 1.Identify your team’s goals. Creating a leadership; handbook was a very large and detail oriented undertaking. To complete the task at hand our team needed to be very organized and stick to a very strict plan. Our first step was to clearly define the goals for our team and delegate roles for each member. We identified the following four goals that we would accomplish by the end of our project: 1. To evaluate how essential teamwork is to be effective in successfully completing a task. 2. To apply the process of team development throughout this task and decide as a team on the best recommended means of communication to utilize and the best decision-making technique to practice. 3. To utilize techniques on conflict resolution, influence strategies and motivation strategies within the team when the need arises. 4. To create a comprehensive leadership handbook as a team. a. Discuss how your team achieved or did not achieve its goals. Our team worked together to assure that all goals that we set out were in the end accomplished. The first, and most important task at hand was to create a leadership handbook, which we completed within 2 short weeks. The bi-products of working together to accomplish this feat, were the other goals mentioned. From the first meeting we constantly worked to apply the process of team development throughout the task. We decided early on via a general consensus how we would communicate and...
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...with each other in such a manner/or performance of a member is influenced by the behavior and/or performance of other members. (Gibson, 2012) Working in a group can be very difficult in itself having to work with different personalities and different working styles. In addition to all this lets take into consideration an online group where the parties have never met, have never spoken to each other then you may have a dilemma one your hand. This was not the case in this group even though we were placed together by the professor. We collaborated on blackboard under the team discussion board. It took a while to get everyone cooperation and to set up an appropriate meeting time as we all live in different time zones and all worked different hours. Once everyone agreed on a set time for the first brain storming session we were able to schedule a meeting on Skype. Our first meeting was set and we selected the topic and elected a group leader. This process was fairly easy because we all decided as a group to stick to a topic and an organization that we were interested in as a group and a topic that would afford us a wealth of information. Our topic (Leadership Development Program) and organization (American Express) was selected as I am an employee there and is currently enrolled in their leadership development program. After we selected the topic, the group discussion board went radio silent until it was pointed out by another member of the team that we missed the date to submit...
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...Case Analysis #1: Boldflash Group 3: Phillip Prince & Raven Summers Management 372-902 February 24, 2014 Cross-functional teams are vital in many businesses, because it increases productivity, enhances communication between departments, and leads to overall success in a company. Boldflash is a company that has fallen behind on this front, and is thus struggling to keep up with its competitors. Roger Cahill, the new vice president of the Mobile Division, is faced with the challenge of finding a way to restructure the departments in his division in order to increase productivity and improve the product development process. Cahill is a Scientist, not a Leader Due to the missed opportunity in the tablet market, Boldflash’s Mobile Division is far behind its competitors, and the employees exhibit low morale due to the company’s recent poor performance in product development. Cahill’s background includes many years as a scientist in the Research and Development department of Boldflash’s Waltham headquarters. Therefore, he possesses very deep analytical skills, but this alone will not solve his dilemma. Cahill has been under pressure from the CEO to make necessary changes to the Mobile Division’s infrastructure immediately. Since he can’t weigh his options properly, Cahill is quickly making the changes to his division based off of instinct, rather than using strategic planning to create a blueprint for the long-term future of the division. It’s clear from the context...
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... Content My role in Leadership Development Department 3 Background of the case 3 Preparation for Coaching 4 Planning for coaching 4 Coaching Steps: 5 Conferencing with the Staff 5 Follow up & tracking after coaching 6 Follow up on Leadership Development 6 References 7 Question 4: Describe a situation in which you used the performance coaching skills and steps to help a staff member improve performance. What was his/her reaction to your coaching? What was the outcome? My role in Leadership Development Department I am a senior executive of Leadership Development Department in one of famous companies providing medical aesthetic solutions. Apart from organizing different kinds of activities in uplifting the quality of staffs and facilitating the potential colleagues to be an all-rounded team leader, one of my duties is to provide coaching to the staffs whose work performance is not up to the standard set by the frontline departments. Although the staff I met had the performance issues, I enjoy the coaching works for I can make use of my work and life experience, knowledge and expertise in facilitating the staffs to resolve their own problems, help them develop greater self-awareness and greater confidence as well as accepting more responsibility. I do truly agree with the vision “Coaching promotes the development of trust and helps build collegial relationships. Support, caring, trust...
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...Pitfalls/Conflict Having a well designed team can enhance productivity and can be key to the overall organizational effectiveness. This being said even well designed teams can fall prey to the pitfalls and conflict that are present any time you bring people together and our Target Logistics Team is not immune from these problems. We will look at some of these potential problems and suggest solutions that can be employed to reduce their negative impact. Problems that are particular to the Logistics Team are Social Loafing and Free Riding, Groupthink, and Conflict. Social Loafing People in groups often do not work as hard as they do when alone, this is known as social loafing. This can have a negative effect on productivity where the team performance may increase with the size of the team, but the rate of increase in performance is negatively accelerated. Because of the size of our team we are likely to experience the Social Loafing Effect (Figure 1), which is that the greater number of people who work on a group task, the smaller the contribution any one member of the group will make. Within our Logistics Team social loafing is often experienced on the assembly line during the daily unload. It always starts out with everyone contributing relatively evenly, but usually another 2 or 3 guys are splintered on the schedule to come in half an hour after everyone else. Once they join the assembly line the pace often still stays the same. (with more people, it should have been...
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...|COURSE TITLE |MGT6013 Leadership & Leadership Development | |BLACKBOARD SITE |Summer 2012 – http://my.ltu.edu and select CRN 5138 | |INSTRUCTOR |David M. Gregorich | | |Adjunct Faculty, College of Management | | |NEW Email address: profdavegregorich@gmail.com response within 24 hours | | |Business phone: 586 445 7458 [M-F; 9:30a.m. – 3:30p.m. & voicemail] | | |Office hours by appointment on campus | | |Wimba meeting sessions are also available by mutual appointments. | |SCHEDULE |May 21, 2012 – July 29, 2012 | | | | | |Refer to http://www.ltu...
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...which has resulted in decreased productivity. Problem Analysis Primary Problems Issues Roles and Responsibility Impact 1) Lack of employee engagement The management and the HR dept. did not have an employee engagement plan There could be a rift between the new and old employees, primarily due to the generation gap, which could lead to best practices not being shared. The organization’s growth strategy was not put across to its employees who thus assumed that new recruitment would result in lay off. 2)Lack of employee development plan The management failed to motivate its employees by designing an employee development plan which would have helped the organization with the skillset management, improving employee performance and potentially grooming leaders for the future The organization had to bear the cost of recruiting 3 first line managers, who could have been potentially recruited from within the workforce at no cost and the employees could have responded to them better as against the new recruits 3)Lack of policies and procedures The management did not enforce the workers...
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