Lateness Assessment Paper

5. Score card – It reports the data of Key Performance Indicators and track performance against the monthly targets.

Being on time is a moral character everyone should take seriously. Demonstrating punctuality will show that you are diligent, dependable, responsible, determined, and respectful of other people’s time. Being punctual or early is important because sometimes preparation is needed and doing so gives you time to prepare for what may come in the future. Being on time also shows professionalism, reliability, and trustworthiness.

Both assessments were accurate in the description of my strengths and leadership style. The test results offered me tools to reinforce the strong aspects of my style without negative feedback. I will use the positive results of both assessments to align my job and goals with my natural talents. Sharing this plan with those around me will help me develop their strengths and lead to a more positive and productive environment (Rath, 2007).

Self-assessment will be given to the employees and employers to which they can grade themselves and assess how they have been doing in the organization throughout the year and how they can better themselves in the future while working at the organization.

“Performance management is the process in which managers ensure that employees’ activities and output contribute to the organization’s goals” (Noe et al., 2011, p. 225) by applying a strategic purpose, an administrative purpose and a development purpose. In this case the applicants that took the exams expecting a promotion if they ranked according to the guidelines. Since the exams were job related the test results validated the criteria as it established the qualification of the individuals to be fit for the promotions they applied for. The tests was a tool that was used to measure one’s ability

Assessment of Achievement and Functional Performance (include source of data including assessments administered and scores, as well as descriptor in comparison to average):

4. What did you learn about yourself from the Assessment? (What were your major strengths and weaknesses? How do you react to these results? How can you build on strengths and minimize or eliminate weaknesses?)

As a leader my score was the LMZ7 was a 30. This is a score which is considered very high. According to Northouse (2013) the results show that I am a stronger leader and I have “higher-quality member exchanges” (p.156). Survey questions 1-3 and 5-6 where all scored a 4. Questions 4 and 7 were scored a 5.

The total weighted score is the sum of each weighted score. The total score of 2.5 is an average which means in the internal evaluation a low score shows that the business is weak against its competitors. The business should make some improvements in its strategies and focus more on opportunities.

The first self-assessment I took in Module Four was, “How Good is Your Team?” In this assessment, I received a score of 68 which put me within the highest tier. I’m good with teams but should work on team member development. This means that I need to pay more attention to what people on my team need. If I am able to learn these skills, I will be putting my best foot forward within a team. My second assessment was, “How Good Are Your Leadership Skills?” Again, I received a high tier score, which was 75. This score says that I am working on becoming a good leader. I learned that the main area I should work on is providing support and stimulation. The last assessment was, “How Good Are Your Management

The test revealed I am equal in the areas of leadership and conscientiousness with a score of 67%. This is the only assessment where I scored in a low percentage in area of leadership, but maybe it is due to the number of questions. My score for sensibility is 83% and agreeableness is 100%. My feedback states that having equal scores in both conscientiousness and leadership makes me a leader whom others view as seeing the big picture with the ability to think strategically. In addition, I have a healthy concern for rules, but be aware I may seem careful and too inflexible to others. This is an important assessment where improvement is needed if I plan on motivating others to follow me. My last two scores were in the areas of sensibility and

I thought the test was interesting. I felt that some of the questions pertained to emotional intelligence and others not so much. Overall I feel a good combination helps mold a good test. I thought the test was a good length and multiple choice is a good way to give the participant options. I scored an 83/100, I had a high score in serval sections such as self- management and self motivation. I had my sister take the test and she scored a 68/100, her areas of strength were empathy and social skills. With her personality I can see why she has a high empathy score. She is very in touch with

Killough Middle School has high expectation for all students including ESL populations. The district is requiring 100 percent passing rate for the state exam, however taking a deep look at the school, it is found that only 42% of ESL passed the recent state test, and 72% are long-term ELLs (have been in the United States for five or more years) have not shown any significant progress in the TELPAS test. Upon further investigation, it is found that the school’s actual state performance of ESL students has reported a high number of failure rates in the state exam for the past two years.

The performance of branch 5446 was evaluated against the perspectives of Human Resources, Operations, Markets, Finance and Accounting, and Information, which are associated with the Halifax’s Balanced Scorecard quadrants and theory ‘Z’.

The first metric would be the approval on time of each minister quarterly report. This metric will monitor the step one through eight of the transformational process value added flow. An approval on time metric will identify the number of department that submitted their report on time or not on time after approval by the minister. This metrics would be a good indicator if the first solution implemented to the bottleneck was successful. For example, after the change to an Oracle system to be more efficient, the number of department that submitted their report late should decrease substantially and stabilize in the future. The target value for this metric would be 100% submitted on time. Any fluctuation in the