Alex Sander Case Study

As the author illustrates in the first chapter, humans are meant to flourish, and organizations are communities of people called together for a purpose. Thus, flourishing of people is possible through flourishing of organizations. Christian organization, when they flourish,

3600 feedback is a process in which someone’s performance is assessed and feedback is given by a number of people who may include their manager, subordinates, colleagues and customers (Michael Armstrong 2009:644). The debate surrounds a point of whether it offers a means of overcoming the traditional limitations of appraisal.

Although performance cannot be judge alone with 360-degree assessment, it provides a commentary aspect that will assist an organization in Leadership Development and Succession Planning. Including the 360-degree appraisal in the performance management process will provide a broader perspective about an employee’s performance and detail to annual appraisal. In addition, the technique facilitates greater self-development for an employee. Moreover, it enables an employee to compare his or her self- evaluation about performance with the perceptions of others.

Organizations, groups, churches, etc. all have a vision and mission. As a graduate student I have come up with a vision and mission statement that are motivational in my success as a graduate student. My vision as a MHA student in graduate education at Belhaven University is to remain curious, creative and a thinker who will remain courageous as I develop the servant leadership knowledge offered, that will allow me the opportunity to be a valuable Healthcare leader who can work both independently and collaboratively. I will face many challenges with an open mind and seek answers and ways to improve the changing arena of Health Care. As a graduate student I would like to expand my knowledge and discovery of the health care system.

To ensure the long term success of an organisation, strong clinical governance infrastructure needs to be put in place from the service’s inception. Clinical governance refers to the system by which a governing body, as well as the staff of an organisation share responsibility and accountability for patient care, managing risks and instituting a system which monitors and improves standards. Within healthcare organisations clinical governance aim to develop an environment and processes in which the quality of care delivered within a system is continuously improved(1) with a goal to maintaining and improving standards of clinical practice, while dealing with failures in standards of care and poor performance within the system. Many aspects fall under the umbrella of clinical governance, with the WHO defining quality into four aspects; professional performance (technical quality), resource use (efficiency), risk management (the risk of injury or illness associated with the service provided) and patient’s satisfaction with the service provided(2). This framework is appropriate in designing the clinical governance infrastructure required for the success of the new aeromedical retrieval service. This paper will look at the elements of clinical governance infrastructure that need to be developed prior to the new aeromedical service commencing operation, as well as reviewing the literature available for transport ventilators and analyse their suitability for this service.

Being promoted to a Sr. Associate positions has given Alex a unique opportunity to influence the quality of work produced by James. Working as a peer has given Alex a first-hand view of James performance under different conditions. Alex understands that the approach she takes can drastically impact the effectiveness of the messages she delivers. The effectiveness of supervisor feedback can be impacted by the relationship with the employee and perception of employee motives, (Huang, Zhao, Niu, Ashford & Lee, 2013). In order to reach James, Alex will need to understand her own personality and figure out the best way to adapt her style to him. Out of the four coaching styles, Alex should adopt a persuasive coaching style to recreate conditions in which James has produced quality work.

Performance reviews are intended to encourage changes in behavior, encourage career development, and support continuous organizational learning. These reviews focus on social and technical contributions the individual contributed to the project team. For example, the 360-degree feedback process has been used successfully to improve the ability of people to work on teams. As long as performance reviews are not directly related to pay and promotion decisions, such reviews are more readily accepted and even perceived as positive for the individual and organization.Since pay reviews can result in negative or positive outcomes for a career, they are perceived as very serious by most individuals. Pay reviews should be more carefully structured and based on clear standards and criteria known to the person being evaluated. Every attempt should be made to avoid confrontation. 4. Advocates of retrospective methodology claim there are distinguishing characteristics that increase its value over past lessons learned methods. What are they? How does each characteristic enhance project closure and review? * Uses an independent facilitator. The facilitator is held responsible for identifying and implementing lessons learned. Independence encourages gaining more information from stakeholders. * Includes a minimum of three in-process learning gates during the life project cycle. These gates catch problems and success

This company has developed a system that can easily apply to church’s staff performance reviews. This great company is a women’s clothing boutique with the mission of supporting efforts to end human trafficking as well empowering refugees and women who have escaped hardships. They believe that every woman who walks through the door deserves the best moment of her life and leaves encouraged. In order to accomplish their mission, Purpose has developed a system of performance reviews, which they refer to as Personal Development Chats, as a means for every stylist to continually grow and become an expert in customer connection and sales. What is more, the Personal Development Chats, not only do the employees grow, but they also have created a culture of anticipation that everyone is growing and the superiors really care about the whole person and not just the job they are doing. It comes down to the common fact of people work harder for those that care about them. Appendix B contains a list of the questions Purpose Boutique uses in every performance review and has been modified for the use within the church. In addition, Purpose Boutique had created a system of constancy within the review process. They have determined an appropriate rhythm of scheduled reviews—every quarter, throughout the year; as well as

Fred Maiorino worked at Schering-Plough as a top salesman for 35 years before he was terminated for not meeting company’s sales goals. Because of Fred’s abrupt and distasteful termination, he decided to sued the company for age discrimination. This case depicts many basic managerial concepts that could’ve been utilized by Jim Reed, Fred’s boss, to help motivate his formal employee to reach his sale goals. Reed failed to effectively lead his employee, Fred Maiorino, which resulted in the demise of the relationship between employee and management. There are several factor that impede Reed from properly motivating Maiorino which will be discussed in-depth throughout this case analysis.

There are several alternatives to solve the issue of Alex’s inability to lead and direct his team. The most extreme would be for Landon to take away Alex’s leadership position and use his talent as a regular member of a product team. Regarding this solution, Sam Glass hired Alex for his ability to shake things up and get things done. Therefore, this solution is not the best option, as he may become unhappy and leave to work for one of Alex’s present peers/competitors.

* Employee’s were losing confidence in Alex as a team member and motivator can be connected to the theory of inter-personal roles as this role includes training and motivating the employees which lacks in this case.

Also for consideration is whether 360D has served its purpose, or if continued development will be valuable to the group. Would annual 360D surveys continue the development? Not only is integrating new managers a concern, continued development of individual management skills and continued development of the team as a whole are valuable. Can the group expect their current skills and relationships to be satisfactory, or do they need constant development attention, and if so, what is the best technique. Also, if the 360D were to become an annual process, is it redundant, or additive to the performance review process currently in place?

360 degree feedback system as a performance evaluation tool as long as the understanding of its intent is understood. “There are three key steps in the successful implementation of 360 degree feedback systems in an organization. The three steps are that it must fit the organizations culture, make it psychometrically sound, and used with care” (“Best Practices”, 2012). It is also important to train the feedback providers to be sensitive, respectful and polite. Treating employees in a friendly and respectful manner and offering constructive advice will make them more open to accepting the performance

Performance reviews are designed to both evaluate general performance and measure progress around specific goals. Both negative and positive aspects are incorporated in these reviews as they should serve as a point of reference to both look back in evaluation and ahead in anticipation. Pulling back from daily demands in order to assess and review employee performance allows managers to focus their attention on specific departments and clarify what is high priority to their company. Performance reviews also act as an opportunity to acknowledge working staff and identify professional development which will further support the staff members’ career growth. Reviews are seen as a powerful tool that can be tied to a company’s overall success;

Many indices used to predict future performance are lagging. These lagging indices use previous outcomes coupled with some forward looking projections to determine if performance will remain steady, improve or become worse. The method is heavily reliant on historical performance. Clairmount (2013) credits George Santayana with first stating “those who do not learn history are doomed to repeat it”. The premise, if one does not learn from the past the past will reoccur. While this can be both undesirable and desirable events, the key element is learning and adjusting to achieve desired outcomes or mitigate risks.