Evaluate and Improve Own Performance in a Business Environment

The purpose of continuously improving your own performance is business is to help improve the overall performance of the business. This will also improve your own job satisfaction and overall employability.

Employees usually want to receive feedback on their performance for certain reasons such as for improving their performance. DeNisi & Kluger (2000) herald that it is widely accepted that feedback is an essential component of an effective performance improvement strategy as individuals learn on the basis of receiving feedback on their performance. Moreover, performance feedback increases job satisfaction and motivation among the employees (Hackman & Oldham, 1980).

Encouragement is a vital segment of any job. I practice encouragement to maintain a high morale, it has been especially beneficial to me when doing group projects. Mrs. Bether is a great motivator, she is always encouraging her team by telling them what a great job they are doing. This is meaningful to me because encouragement assist a team work to the

During our work we might think we have done a good job, especially if we have been working in a workplace for a long time. We might carry on our practice without changing anything. Feedback from those people who are working with us can give us another perspective. We should listen to what they think and consider their opinions.

My feedback and communication will build their trust, and improve their overall quality of work. They will develop pride in their work, because they will exude the core value of excellence in all we do. By modeling this concept, I will influence my peers to set and hold their subordinates to the standard, and gain their trust in the process. I will also build the trust of my supervisors by showing that they can give me a task, and know that it will be carried out to the best of my ability. They will feel more comfortable giving me increased responsibility, and place me in positions requiring more

Constructive feedback should build relationships between colleagues, improve unwanted behaviour and praise good behaviour. To give constructive feedback you must set a goal on what you want to achieve after the feedback is given, it must have a clear purpose and be mutually agreed by each person. You then must choose the right time to deliver this feedback whether it is in private or it needs to be addressed as a team. To give feedback you must give specific examples of what behaviour needs changing and base it on the actual actions of the worker rather than the person themselves as they may take offence to this and refuse to listen to the feedback you give anyway, another way to avoid this is to balance positive and negative points. After

I can maintain and measure my personal performance in terms of efficiency and efficacy. When we use the term efficacy we are talking about doing the right things whereas being effective is more about completing any necessary tasks that add value and help achieve set goals, also putting aside those tasks that don’t add value. By asking yourself “Is this task I am doing right now the very best thing that I could be doing” will be a key in checking if you are working effectively. When we are being efficient we are doing things correctly. It is about completing tasks and achieving the best possible outcome while using the least amount of resources or energy. Once we have established our personal work goals and they are in place, it is then essential

12. How can I gather feedback from others about my personal performance and how can I use this feedback to improve my competence? Feedback from colleagues, staff and clients can assist you in identifying opportunities for growth and development. Effective forms of feedback from your workplace can include; formal/informal performance appraisals, feedback from managers and colleagues, feedback from suppliers and personal reflection and self-assessment. As a conclusion of this feedback, you should be able to diagnose and pinpoint problems that correlate with your work and arrange progression to your work practice. Improving your competencies involves learning. Learning is the foundation of greatness. "You don't learn to walk by following rules.

Management plays an important role in an enterprise because a start-up company without solid business management skills will easily fail as a result (Kiznyte, Welker, Dechange, 1). Therefore, I.V. Fresh, a mobile application that is designed to deliver fresh food to customers in Isla Vista (I.V.) within 24 hours, should establish strict management methods and rules to have a successful beginning. As seen in Figure 4.1, our company mainly has three principals to run the company. One of them is chosen as the chief executive officer to create partnerships with local farmers and large grocery stores. As a start, the enterprise has a total of 11 members including the three principals, 7 drivers, and 1 storage officer. Headquartered in Isla Vista, I.V. Fresh offers fresh food from local farmers and groceries from large supermarkets.

Quality: Completes high quality work according to specifications. Thoroughly follows standards and procedures. Keeps complete records. Pays attention to detail. Has a strong sense of quality and knows how to achieve results.

Performance management is an ongoing process which ensures employees contribute towards achieving organisation’s goals. CIPD insist that performance management should be about ‘performance improvement’ ‘development’ and ‘managing behaviour’. They also believe ‘Performance management is a process, not an event. It operates as a continuous cycle.’ However, organisations often see performance management as an annual task

When thinking about performance management, it is often tied into performance evaluations that employers tend to give to their employees annually. Lloyd (2017, para 3) states, “performance management should enable employee effectiveness, improve employee engagement, develop talent, and ensure retention of top performers through career transparency and growth opportunities.” Although this is not the case now when performance evaluations are given because employees tend to be demotivated when it is given by employers. Employees should be given feedback on areas where they are strong or weak at in order to correct them so they are able to know how to work towards the company’s goals and how to further improve themselves so they can contribute to the growth of the company. The article states that we must state some goals as a way to improve an employee in order to further retain them. Bottom line is that we as managers should further improve an employee and give them the tools they need to succeed, and help them develop the skills they need in order to further themselves into the company.

Today 's business atmosphere qualifications often become the bar for organizational process improvements and measurements of favorable outcome. There are many reasons why organizations should measure performance. Measuring performance can tell you what you doing well so you can share your results and also unveils places where you need to make changes. Organizations such as NCQA provides accreditation through measuring performance. So they can improve the business by seeing what they are not doing so well and can respond to the problem and fix it.There are many different types of models that can improve businesses like the model 6’s or six sigma are highly used in the business world. You might even recognize the Businesses that use six sigma like Home Depot and 3M ,but nearly sixty percent of all six Sigma ambitions fail to produce the wanted results. When it comes to improvement strategies equal attention must be compensated to peoples revolution in consumer relations.

Fundamentally, performance management is a positive and forward looking process which has two main purposes of operational and measure. The operational purpose, which involves leading, managing and controlling, and the measure purpose, which includes measuring the effectiveness or efficiency of the workforce; share the interlinked processes of managing poor performances and managing improving performance in order for the organisation to continue to grow. The function of performance management is in place for employees to gain better results by understanding and managing performance within a framework of planned goals, standards and competency requirements, this then develops a shared understanding about what is to be achieved and how it is to be carried out. Brumbach (1988) suggested that ‘human performance is managed in order to achieve positive successes, avoid negative success and failures and be hospitable to positive failures’. As Brumback suggests, performance management aligns the employee’s objectives and enables expectations to be defined leaving them to identify their own goals and successes. Performance management is often seen as primarily developmental which is why it may be referred to as ‘performance and development management’.

The case below is based on a real life organisation, but details have been changed for assessment purposes and do not reflect the current management practices. Students are however encouraged to search the internet for cross references in answering this assignment.