Performance management systems linked to reward

Performance management systems linked to reward Executive Summary This report covers the fundamentals of performance management, and explains what all the managers and supervisors should know concerning the concept of performance management. In addition, the report creates special emphasis on the importance of employee motivation to performance.Advertising We will write a custom report sample on Performance management systems linked to reward specifically for you for only $16.05 $11/page Learn More In explaining the different concepts, the report uses relevant literature and specific theories, which help the reader to understand the information clearly. Further, the report aims to help the Brook and Kent Company limited in proper implementation of their performance management so as to help improve the quantity and quality of work that the employees produce. Introduction Most organisation do not really comprehend what performance management really means. Therefore, these organisations are usually dismayed at why sometimes the employees may be working hard, and are satisfied with their jobs but still the outcomes from the work of the employees do not reflect the input that the managers and supervisors expect. This usually makes the managers and supervisors to wonder what they may be doing wrong in helping to increase the productivity of the workers. In most of these situations, the managers or supervisors have usually gotten the concept of performance management all wrong, hence this is portrayed in the outcomes of the work done by the employees. Performance management can be explained in simple terms as the activities which an employer or the organisation may take to ensure that the goals which are set are consistently achieved and in an efficient and effective method. The performance management can be used to evaluate the performance of employees, a department within the organisation or the performance of the whole organisation in general. Generally, performance management tries to bring out the best out of the employees’ ability, to enable the organisation achieve good returns. For instance, some organisations use reward based performance management to reward the employees who are perceived to have high performance. Rewarding is a form of recognition for the employees contribution towards the attainment of the main objectives within the business. This report will attempt to evaluate the main concepts of the performance management, which should be applied to organizations to ensure the effectiveness of their performance management systems.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The paper will also cover the assumptions which different organisations make in implementing their performance management systems, which ultimately lead to the inefficiency of the performance management systems in ensuring better performance of the employees and there fore better returns for the company. Moreover, the findings of this report will be based on the problems that Brooks Kent Company limited, a small construction SME, faces. Performance management system For many organisations, the performance management system is first implemented through the creation of an effective business strategy, i.e. strategic planning. The business strategy determines where the business would like to be after a specific period of time. Normally, the period may be six months, one year or even ten years. In addition, the business strategy should have a close relationship with the main objective of the business, as well as pay close attention to the means of performance appraisal in recognition of outstanding achievement by the employees of the company (Verweire and Berghe, 2004, p 93). The performance appraisal may take different forms; Brook and Kent opted for the reward based appraisal. However, the appraisals may also be used in other forms which are not re ward-based. The reward based appraisals of Brook Kent takes the form of promotions, salary increase and the issue of bonuses to outstanding work by the employees. This helps in improving the motivation of the workers as their effort is recognised by the management of the company. In the research, the following systems were reviewed, to explain the reward based management organisation of the Brook Kent and how the theories may be used to solve some of the problems existing at the company and improve productivity. Therefore, the main purpose which makes an organisation to implement a performance management system is to ensure that: The employees do the work which the organisation requires them to do. Normally, the performance management system specifies the specific work which the employees supposed to do (anon. 2007 p 1). The employees know the amount of work that the organisation requires them to do and the quality of the work which they should produce. This therefore guides the employee by putting specific targets which the employee is supposed to meet to satisfy the organisation (anon, 2007, p 1). The performance management system also ensures that the employees’ output is monitored closely and the information on their ongoing performance communicated to them. This makes the employees to make the necessary correction on their quantity or quality of work to ensure that they achieve the set performance in the set period of time (anon, 2007, p 1). The performance management system also ensures that exemplary work is rewarded, based on the performance management system that the organisation is using. The performance management system also ensures that necessary measures are taken on an employee who fails to meet the set performance standards (anon, 2007, p 1). Both these measures ensure that the organisation achieves its strategic objectives as set out. The main components of a performance management system include: Communicating the performance expe ctations which the organisation requires its employees to achieve; Maintaining and monitoring the ongoing performance of the employees of the organisation; and Conducting regular performance appraisal (Anon, 2007 p 2). During the initial stages of the implementation of the performance management system, the organisation should come up with effective strategies which fit with the main objectives of the business. In normal circumstances, the application of the organization strategies should be implemented using the appropriate performance management system. How the organisation implements the strategies in the performance management system ensures whether the strategies will be effectively met. After the planning stage, the organization should effectively communicate the strategies to the employees and ensure that they are embedded in the organisational culture of the company concerned. This ensures that the employees will continuously strive to achieve the set performance standards as they relate with the standards. This is usually the most important component of a performance management system.Advertising We will write a custom report sample on Performance management systems linked to reward specifically for you for only $16.05 $11/page Learn More If the organisation fails to effectively communicate the performance management system to the employees, there is a very high possibility that the performance standards in the organisation will not be achieved. This is because the employees may not associate with the set standards and may be on the perception that the performance management system does not benefit them (Taticchi, 2010, p 245). For an effective and efficient performance management system, the organisation must continuously maintain, monitor and analyse the performance management standards. The organisation must use data which is reliable, and have an effective method of interpreting the data. This helps the organization to d etermine the progress of the employees with regard to the performance management standards which have been put for them. The organisation should also communicate its findings to the employees so that they may take the necessary measures. The organisation should have effective means of appraising exemplary performance of its employees. This helps in motivating the workers who have performed better and also help in motivating the other workers to also perform better as they are guaranteed efficient appraisal methods. However, if the organisation fails to plan and implement the performance appraisal effectively, it may lead to reduced performance of the employees. This may happen if only a few people are rewarded and there are many other people expecting to be rewarded. This makes those people who were not rewarded to get demotivated (Rao and Rao 2004 p 13). Motivation Motivation of employees is a very vital aspect, which all managers usually consider. Employee motivation can be define d as the set of forces, which guide a person to continuously strive to achieve a certain goal. Generally, the origin of the forces may either be internal or external. Employee motivation enables the individual to find pleasure in the process of achieving the goals set by the company to continuously endeavour to improve on the outcomes of his activities. Therefore, motivated employees will perform better as they find pleasure in their activities and therefore put more effort in implementation of the activities.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Different organisations implement performance management systems so as to help improve the quality and quantity of output that the employees produce. The organisations aim to do this by improving the motivation of the employees in different ways to enable them to achieve the required performance standards. To achieve this, the performance management system has several methods of employee appraisal, which help in motivating the employees to perform better as the organisation would recognise their outstanding contribution to the organisational goals. The performance management systems not only determine the appraisal methods, but it also determines what actions will be taken on the employees for failure to reach their performances. Performance management usually determines the rewards which the employees will get due to the achievement of their performances. Normally, the rewards may be in the form of promotions, bonuses, salary increases or recognition. This helps in motivating the e mployees to achieve the rewards. However, the performance management is also used to determine what measures will be taken to an employee who fails to achieve his expected performance. The measures taken may range from demotions, forfeited bonuses and allowances to loss of the job. This, according to Jeremy Bentham’s â€Å"the carrot and the stick motivation theory† helps in motivating the employees to achieve their performances. According to Bentham, all individuals are motivated by the urge to avoid pain and find pleasure in the activities they take. Bentham stated that â€Å"a worker will work only if the reward is big enough or the punishment is sufficiently unpleasant† (Cited in Shah and Shah, 2010). Bentham was of the view that if you want a donkey to move you either have to dangle a carrot in front of it or whack it with a stick from behind hence the name, â€Å"the carrot and the stick† (Shah and Shah 2010). In the context of employee motivation i n relation to performance management, pay rise, promotion, bonus or recognition are the â€Å"carrot† which aid in motivating the worker. More often, the employee will strive to achieve his/her performance so as to get the rewards. On the other hand, demotions, forfeited bonuses and allowances, and loss of the job are the â€Å"stick† which motivates the employee to work and achieve his/her performance, in a way of avoiding such ‘stick’. The relationship between motivation and performance management can also be explained by the Victor Vroom’s valence x expectation motivation theory. Vroom states that â€Å"an employee is motivated to perform better if he/she believes that the better performance will lead to better performance appraisal and that this shall result into the realisation of personal goal in form of some reward† ( shah and shah, 2010, part 8). In our context, the performance management outlines the various appraisal methods which m ay be given to the employees in case he/she attains his/her performance. According to Vroom, the employee is not motivated by the actions taken against him/her for failure to reach the set performance. However, the employee gets motivation from the perceived rewards which he/ she may get due to attainment of his/her performance. There are usually different appraisal methods which are used by different organisations to help in motivating their employees. However, a recent form of performance appraisal which is mostly used by different organisation is the total reward method of appraisal. Total reward system It is widely agreed by different scholars that people do not work just to get paid; the reasons that make people work are far much more than the pay, which the organisation may offer to the employees. Therefore, for an organisation to be able to effectively motivate the employees they must not just use the payment, but must also understand and take measures to ensure that the empl oyees needs are met, which in turn leads to motivation. Different theories have been proposed to explain the source of motivation of the employees, some of which have already been discussed above. Therefore, to achieve motivation, the organisation needs to use the total reward system to acquire motivation of its workforce. However, careful observation of the motivation theories shows that employees are mainly motivated due the fulfilment of their needs, both material and immaterial. This is usually the basis of the total reward system. Total reward is defined by Worldatwork, the association which deals with total reward in the US, as all the tools which an employer may use to attract, motivate and retain employees and anything which the employee recognises to be valuable according to the employment relationship (Armstrong, 2002, p 8). The total reward system therefore, has many components, both financial (material) and non-financial (immaterial). Different scholars have proposed dif ferent constituents of the total reward performance management appraisal method. However, even though the general components are different, most of the components are similar to those proposed by Worldatwork. The main components of the total reward system according to Worldatwork (2005) are: pay, benefits, and learning and development (Jiang et al, 2009, p 4). Pay refers to all the forms of recognition which have monitory value attached to them. It includes base salary, bonus allowances and any other form of recognition which has financial payment attached to it. This payment helps in attracting highly qualified personnel to the organisation and also in retaining them. The benefits include retirement benefits, healthcare benefits, savings and time, which the employee may be given to spend as he wishes. The benefits which are given to the employees are mainly meant to protect their future and reduce uncertainty. Moreover, reduction in the uncertainty of the employee helps in increas ing his motivation to the work as he is assured of his future needs being met by his employer (Armstrong, 2002, p 9). Learning and development facilitates career growth and knowledge improvement in employees. Normally, learning and development may take the form of career development and training. This usually helps in retaining the employee into the organisation as the activity satisfies the personal development needs of the individual. Moreover, learning and development is not necessarily a financial gain to the employee; it just helps to improve the employee satisfaction by and helping to quench his thirst of knowledge. Summary and Conclusion The above report has explicitly explained the performance management systems. The understanding of the performance management system will enable Brook and Kent to take the appropriate measures to help in improving the employee motivation. The main problem, which Brook and Kent faces, is the fact that their appraisal methods are not effective. In addition, managers do not appraise exemplary performance at the required time, and delay in appraising the achievement makes the employees feel demotivated as their contribution to the organisation is not recognised. Moreover, some of the employees feel that they deserve to be rewarded yet fail to get the rewards, as it takes long to reward exemplary work. Brook and Kent should therefore implement a performance management system which regularly recognises exemplary work. The organisation should also implement a total reward performance management appraisal system which will cater for all the needs of the employees not only material but also immaterial. Implementation of the recommendations and a clear understanding of the performance management systems will enable Books and Kent Company limited to have high quantity and quality returns after the implementation of the performance management system. Reference List Armstrong, M., 2002. Employee Reward. London: CIPD Publishing. Web. Available from: https://books.google.com/books?id=8B9muKFCn7ICpg=PT23dq=performance+management+total+reward+systemhl=enei=H8DzTPOGEoKc4Aaez_CNAgsa=Xoi=book_resultct=resultresnum=2ved=0CC4Q6AEwAQ#v=onepageqf=false . Anon. 2007. Performance management. North Carolina State personnel manual Web. Available from: osp.state.nc.us/manuals/manual99/pms.pdf . Jiang, Z. et al. 2009. Total reward strategy: a human resources management strategy going with the trends of the time. International journal of business management, vol. 4, No. 11. Web. Available from: ccsenet.org/journal/index.php/ijbm/article/viewFile/4235/3672 . Rao, T. V. and Rao, T. V., 2004. Performance management and appraisal systems: HR tools for global competitiveness. New Delhi: SAGE. Web. Available from: https://books.google.com/books?id=rSGmIAXS1V4Cprintsec=frontcoverdq=performance+management+appraisalhl=enei=Yar0TICNKtGZOu_tjN0Isa=Xoi=book_resultct=resultresnum=1ved=0CC4Q6AEwAA#v=onepageqf=false . Shah, K. and Shah, P. J. , 2010. Theories of motivation. Lay networks. Web. Available from: laynetworks.com/Theories-of-Motivation.html . Taticchi, P., 2010. Business Performance Measurement and Management: New Contexts, Themes and Challenges, Berlin, Springer. Web. Available from: https://books.google.com/books?id=upX_LY0S8KgCpg=PA249dq=steps+of+implementing+a+performance+management+systemhl=enei=NqP0TNi3EoK88gaxvrTLBQsa=Xoi=book_resultct=resultresnum=1ved=0CCwQ6AEwAA#v=onepageq=steps%20of%20implementing%20a%20performance%20management%20systemf=false . Verweire, K and Berghe, L., 2004. Integrated performance management: a guide to strategy implementation. New Delhi: SAGE. Web. Available from: https://books.google.com/books?id=jPduHaPexqcCdq=reward+based+performance+management+systemq=performance#v=onepageqf=false .

Performance improvement in Public Private Partnerships Essay

Performance improvement in Public Private Partnerships - Essay Example Public-private financing alters the type of knowledge yielded along with the collaborative conduct of partners, with those companies in partnership cooperating 3.2 times more regularly (Mansfield 2009). The unique type of funding within the public-private partnerships indeed assuages capital constraints that in turn not only upsurges the financial feasibility of a company by augmenting the prospect of its survival, as well as increasing the company’s headcount (Fleming & Sorenson 2007). These outcomes are experienced during the mid-term span of the company since financing is focused towards certain innovative projects, which take a number of years to cultivate and market (Mansfield 2009). Through employing such underwriting programs, governments are capable of motivating companies to undertake basic technological projects. This augments a company’s aptitude to oversee the technological landscape, but also generate basic research competences, which enable prompter and mo re efficient recognition of spill over opportunities into more applied activities (Kerr, Lerner & Schoar 2011). The conversion of basic technological research leads towards commercialized technology yields from companies with the affiliated benefits to economic growth and employment is an objective shared by numerous policy makers as well as business leaders (Kerr, Lerner & Schoar 2011). The efficiency of an outstandingly effective financing as well as intervention model is seen in the efficacy of the Public-private partnership policy making. By specifically requesting potential private and public sector, associates to emerge and go through an appliance screening procedure followed with a cooperation model, which puts a heavy prominence on cross-boundary operations (Murray 2002). The company under review is adept to reap remarkably higher earnings over a transitional span in job progression, innovative output, in addition to cross-boundary teamwork, which likely will add to a worthy cycle of improved future productions (Fleming & Sorenson 2007). On a policy perspective, by affording public-private partnership financing schemes, governments can motivate firms to undertake basic science projects (Kerr, Lerner & Schoar 2011). This potentially aids with the unrestricted-rider problem in suitability, the deficiency of economic inducements for private companies to embark on such projects because of the incapability to seize all the remunerations from such rudimentary research. As a technique to help firms to stay competitive, administrations can deem this tactic as a hypothetically powerful policy implement (Agrawal & Henderson 2002). Governance Structures Insufficient governance structures have been revealed as causative factor for unsuccessful companies. The grave governance links, which rise in companies where technical-shrewdness, is at jeopardy and suitable dispute resolve needs to ensue (Murray 2002). The one influence for risk transfer occurring is effective governance system. Public-private partnership intricate transactions requirements generate an intrinsic need for precision pertaining to decision-making as

Writing Assignment Example | Topics and Well Written Essays - 250 words

Writing - Assignment Example I strongly believe that the warm moist space underneath the foreskin is a prime breeding zone for bacteria. Thus, it can harbor organisms that can transmit sexually transmitted diseases. Once a man gets rid of his foreskin, this would be avoided. As well, circumcision is hygienic since once the foreskin is removed, the cheese-like, foul smelling substance will never accumulate. However, this could contribute to infections between partners, and can even cause cancer. Circumcised men find it easy to keep their bodies hygienic contrary to uncircumcised men. It is worth noting that the fact that circumcised men keep off bacteria and other disease causing microorganisms, it is true to say that circumcision reduces transmission of HIV/AIDS. Uncircumcised men are at a higher risk of contracting STIs, than circumcised ones. My view on circumcision has been influenced by medical studies. The basis of these views is primarily medical, and has been proved to be true. After reading a lot of studies regarding circumcision, I came to realize that it promotes healthy living. For this reason, circumcision should be practiced by all men if at all they mind about their

Strategic management Essay Example for Free

Strategic management Essay Management In business there are certain things that should be done and there are things that must be done if the business wants to continue. The primary purpose of a business is to make a profit and stay profitable. At the beginning of chapter three of Concepts in Strategic Management and Business Policy Achieving Sustainability, there is a story about how General Mills took it upon itself to clean up an area that was near to its headquarters and that had become quite a dangerous place (Wheelen amp; Hunger, p. 0,  2010). General Mills spent millions of dollars tearing down old drug houses and helping the community afford housing with grants, the question is why did they do it? General Mills certainly was not required to spend that money the way it was spent. There was not any government agency forcing them to help the community. It seems that General Mills helped the community because of goodwill, it may be that the philanthropic actions that General Mills takes helps the management feel good about themselves. Whatever the reasoning for beginning to support poorer communities, it could be said that any person helped by General Mills will be a General Mills customer for a long time to come. Even telling their friends and neighbors about how General Mills help them or their community, thus spreading the reputation of the company. According to Milton Friedman, any company that spends money on the community is doing so under the persuasion or expectation of its shareholders. Friedman also concludes that by spending that money on the community rather than using it to cut costs or to develop new products that they organization may be doing more harm than good to its long-term efficiency (Wheelen amp; Hunger, p. 72,  2010). The arguments for these points of view make sense, by donating to the community an organization fosters goodwill with the people and can create customer loyalty. On the other hand by saving that money and creating higher quality products at lower prices, a company an create the same loyalty from its customers. There is the argument that a person who receives assistance on a regular basis will become dependent on that assistance and expect it. It seems that ethics and social responsibility do play a role in strategic planning if only for the reason that it is expected of large organizations. Even some small organizations donate to the community albeit on a smaller scale, Bolt and Nut Supply Co. in Ogden donates product for Eagle Scout p rojects two to three times a year. Whether or not the charity and donations ultimately lead to the loss of efficiency is difficult to quantify, however, it seems that the larger a company gets the more it is expected to contribute. Monsanto is a company that has been deemed the least ethical company in the world (â€Å"The 12 Least Ethical Companies In The World: Covalences Ranking,†Ã‚  2013). Monsanto started out as a chemical company and has transformed itself into an agricultural giant, creating genetically Modified seeds for farmers. Monsanto has been allowed to patent it genetically modified seeds making it possible to use lawsuits to protect those patents. Monsanto representatives have been seeking out farmers for years with threats to sue them for patent infringement. Monsanto creates seeds which are resistant to its own creation Roundup, so a farmer who purchases Monsanto seeds can safely use Roundup for weed control without harming his crop. Traditionally farmers would collect seeds from their crop for use in the coming season for the next crop. When a farmer buys from Monsanto, he will be required to sign a document stating that he will not collect the seeds for later use, instead he must purchase new seeds from them if he wants to plant the same crop (â€Å"Monsantos Harvest of Fear,†Ã‚  2008). Farmer who have never used Monsanto seeds are not safe, when they collect seeds from the previous crop they may inadvertently be collecting seed from Monsanto crops that have blown over from neighboring farms or that have been deposited by birds. The seeds look the same visually, the only way to tell is by lab testing, if a Monsanto mafia member does a little checking that can force the farmer into giving up money just to get them off his case (â€Å"Monsantos Harvest of Fear,†Ã‚  2008). It would appear that a company does not necessarily need to be ethical to be successful because General Mills and Monsanto seem to be polar opposites on the ethics scale and both are successful. However, Monsanto has a large and growing opposing force in the people whom it has wronged or who think that Monsanto needs to be stopped. If that group gets large enough it could spell the end for Monsanto.

An Analysis of Das Boot Essay -- Das Boot Essays

What is it that makes the film, "Das Boot", stand out in the plethora of war movies? Why was this film, with subtitles and about German World War 2 soldiers, popular enough in America to earn six Academy Award nominations? One possible answer is the characters. Like so many other epics, the sensation of viewing pleasure goes beyond the intense plot and into the intricacy and intimacy of the building blocks of every story: the characters. Director Wolfgang Petersen's mastery is in bringing the viewer into that unfortunate submarine, makes everyone a participant in the horror as one of the characters, creating the feeling of no escape. Then, once Petersen has the viewer "in" the submarine, he presents us with a duality in character type; there are men determined to salvage the mission and thwart disaster, as well as others who are helpless in helping their comrades, doomed to be insufficient and bothersome. Once Petersen has portrayed this conflict, it is easy to see how the level of tension is so high in the submarine. The film begins with the submarine crew drunk and jovial, attempting to enjoy their final moments before their departure. Knowing that the odds of returning alive are minimal, the men appear to throwing their intuition to the stars as they frolic foolishly and even tastelessly. Petersen is presenting the viewer with a group of rowdy boys full of life and indifferent to their future, in stark contrast with the men who arrive at the Mediterranean port later in the film. At this moment, all the men are equals, ready to confront the sea and serve their country. While in the submarine, the nature of these men changes. No longer are they a homogeneous group; rather a number of... ... thing he does like his attentiveness to Hitler's speeches, his meticulous eating habits, and promenading in his Nazi attire, all annoy the crew. His very presence is a distraction to a crew that needs total focus. Although he appears as diligent as the others, his style is different, his attitude is too unnecessary, and his demeanor is too inappropriate for the submarine. This duality is a large component of the tension that resides in the boat. Peterson seems to be making a contrast he to encourage the already mounting tension. Combine this with the life-death aspect of the mission and incredible stress is inevitable. It is a ship mostly full of ardorous men, but the few who don't fit are harpoons in the ship's side. Pederson's film is quite intense and it has to be said that this duality in character portrayal enhances this aspect of the movie.

Macy’s Inc Case Essay

Analyze the publicly-traded firm Macy’s Inc.; you are to complete a financial analysis. Complete the following steps for this portion of the project: 1. Obtain financial information for your firm for at least a 5 (2008-2012) year time period. This information should include: income statements, balance sheets, cash-flow statements. 2. Provide a brief history of the firm: You will need to do background reading about the firm in order to gain insight into its performance and behavior. Focus this section on the â€Å"who, when, where and what† questions about your firm’s history. 3. Complete financial measures of the firm for a multi-year time period (e.g. 5 years). This should include all measures concerning the income statement, balance sheet, and cash-flow statements. 4. Analysis of the financial performance of the firm. Once all financial measures have been determined, an analysis of this information is crucial to understanding how well the firm is performing and its current state of operations. There will be two components to this analysis: a. End-Point Analysis: Using the end-point methodology described in the document in the Reference Module of the Content Section of the course, compare the firm’s current financial performance to its financial performance in the beginning time frame. Describe, discuss, and analyze the changes you observe. b. Industry Comparison: Obtain current industry data on the various financial measures you have determined for the firm. Compare the performance of the firm to the industry and describe/discuss your results. 5. Summarize your findings. Based on the financial analysis you have just completed, summarize your findings and draw conclusions about the changes in the financial performance/structure of the firm over time and about the current strengths of its operations.

Advertisements Are Shaping Our Society - 1255 Words

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