Management Calls For A Successful Shop For The Organization

Receiving feedback gives us an opportunity to change and modify our behaviour, in order to become more effective at skills.

The goal is pay for performance programs is to reward high performing employees and encourage them to continue the good work.

The feedback that Alex gives should be given timely and frequently to align with performance events (Aguinis, 2013). It would be advantageous for Alex to hold one on one meetings with each staff member every week to discuss specific behavior that need improvement or development. These meetings should have an agenda to stay on task for the meeting, and should have benchmarks and deadlines for James. These meetings should be held privately so that should there need to be any criticism, Alex can do so without embarrassing the employee in front of others. The benefit to this type of feedback system is to create and develop relationship performance management that allows James, and the other employees to share and discuss freely the positive and negative

The feedback sessions with managers often indicate improvement areas even for the best performers in aspects of personal mastery, communication, team management etc. These are provided as reasons for lack of growth in the garb of opportunities or motivation for further growth. At times there may be truth and merit in these, however most often they are diagnosed incorrectly.

employees and encourage them to stay with the company, though many argued that the repricing program initiatives rewards employees for poor performance (p.424).

Mr. Long utilized employee evaluation sheets to give periodic reviews to his workers. He was always careful and insistent that workers were given credit for everything they did. There exists a mutual respect and trust between Mr. Long and workers so that workers never hide their mistakes from him. It was the credits and rewards, rather than Mr. Long himself, that drove workers to get more done or advance their knowledge and skills.

By performing quantitative analysis using key metric data HR professionals are ensuring that the company total rewards program aligns with the company mission and objective. Emphasis should be placed on rewards package delivery to ensure that rewards are clearly communicated throughout the organization. With metric data and reporting HR professionals can closely identify areas where improvement is needed. A successful total rewards program increases the productivity, engagement and loyalty of employees; contributing to the success of the organization. HR professionals should focus attracting and retaining top talent with a total rewards package that distinguishes them from other organizations.

What I found out through this program was that when people are given credit for going a great job they are willing to go that extra mile above and beyond to make sure they job is done and it is quality work that is produced. Often time managers would take the credit for a job they did not perform and were given incentives and they ones that had really done the job was left in the cold. Organizations have to make sure that when incentives are given out that they

Performance Appraisal & Motivation - This is a method of measuring the efficiency of an employee, often using it as the basis for a promotion or a pay rise. After a has been working for the business for a while, every member of staff is likely to be appraised so that the company can measure their strengths, weaknesses, qualities and see

The rewards encourage employees to work harder and smart which helps the bottom line for employers.

In addition handling those conversations with individuals who do not handle feedback well, I also struggle with individuals who lack motivation to advance or seek out professional growth. Their motivation is usually extrinsic and is usually a pay increase or

Considering that seeking and delivering feedback is important for individuals and the organization, I wanted to further discuss the issue and asked him: “What are the sources of feedback in your organization?” Mr. Luo explained that managers, such as him, received feedback from supervisors, peers, and subordinates; sales persons received feedback from managers, peers, as well as customers. This practice conforms to multisource feedback, also known as 360-degree feedback in our textbook. Did he have safeguards to make multisource feedback safe and effective? Mr. Luo explained that every three months, the organization would evaluate each employee and seek feedback from the boss, immediate supervisor, and common staff as well as customers. The feedback is made anonymous to protect the safety of employee with less power and the evaluation result is confidential to save face of recipients. The textbook also emphasizes that anonymity is essential for the honesty and usefulness of the feedback.

Kudler Foods deals with the supply of both domestic and imported foods. The food store comprise of five departments with specialized classification of skills and competencies. In order to develop and meet the major requirements of an organisation, managers should design an assessment form designed to evaluate employee’s performance regarding their level of understanding and the quality of their work. According to Cromwell & Kolb (2004, p. 71-100) an annual performance appraisal is a management system that enables managers to set management objectives, processes and practices that ensure effective management, motivation and development of every member of the team.

However, the feedback of performance appraisal can also be a drawback, as it is not a common thing that such a system have promised so much and delivered so little (Grint, 1993). By looking at the contradiction of it, it could be seen that the highlight of this system is the way of delivering of the appraisal result to employees.

If a company that have an evaluation against their employees, their employees will perform well on the jobs. Based on the evaluation, employees who perform well will receive rewards or compensation from the company. As the Microsoft Corporation, they will reward their employees some bonuses, stock awards and others benefits such as health and wellness, paid time off for new parents, allow employees to buy company share at a discount and many others (Perks & Benefits, n.d).