Performance Analysis : Performance Assessment

1. Influential Soldiers that embody The Soldier’s Creed, Warrior Ethos, and their experiences are more apt to achieving organizational and operational excellence. Soldiers, leaders, and teams must seek individual and organizational improvement throughout their daily lives. Based on my experiences, I believe the elements listed below create and sustain a solid foundation that Soldiers, leaders, and teams should strive to incorporate.

An effective performance appraisal system supports our desire to create a productive, motivated, accountable, reliable, creative, dedicated, and happy workforce.

In the military, soldiers are the professional image civilians look up to when coming in contact with the Army branch. In the US Army, becoming a soldier and embracing this profession means living the Army values on a daily basis by ensuring that Loyalty, Honor, Personal Courage, Respect, Integrity, Selfless Service, and Duty, become part of a soldier’s character. However, not all soldiers have the same duty or responsibility in the military. In order to become victorious and accomplish the purpose of their profession, soldiers must continually learn how to work together as a team.

“A leader steps up in times of crisis, and is able to think and act creatively in difficult situations. Unlike management, leadership cannot be taught, although it may be learned and enhanced through coaching or mentoring” (Ubben, 2017). My thoughts will focus on what is achievable even when things seem difficult to move forward. A genuine leader knows how to be flexible when it comes to their crew, able to distinguish each individual’s strengths, and capable to motivate and reassure the team to succeed. I will lead by example and give my best in whatever I partake in. It is important for soldiers to recognize that as a leader I will not participate for the sake of contributing. A leader should actively engage themselves in activities that involves soldiers instead of being a spectator. I believe leaders who participate in activities with their soldiers tend to gain more respect from their soldiers. A leader with tangible goals in their leadership philosophy will keep everyone focused and lead everyone without any distractions. My expectations for my soldiers are to ensure they give their best in everything they do.

Each individual is different and sees and interpret things differently. This can cause it to be more difficult to manage. However, if done correctly, good leadership and mentorship can help Soldiers become more committed to something bigger than themselves – the collective goal, the mission – and helps them to achieve far greater results than they would have been able to. “Leaders who succeed are those who are humble enough to be able to see beyond themselves and perceive the true capacities and capabilities of their people” (The Outward Mindset, page 9). Respecting their differences, respecting them as individuals who can think, giving them the ability to be accountable for something bigger than themselves, makes them want to achieve and work harder together to reach the goal. When we respect each other, together, collaboratively, we can achieve far greater

This is accomplished by respecting everyone, including oneself. If you can’t respect yourself or others there is no way that you can expect respect to be reciprocated. If respect is given across the board unbiasedly to all Soldiers, then the organization as a whole will run like a well-oiled machine. Look to your left and to your right, you will see Soldiers from all walks of life that are demonstrating selfless service. If we apply this to our day to day

The Army now has the additional task of teaching new soldiers the concept of being an effective member of a team. In the past there children were taught to believe in the American Dream, a concept that as an American you will not be impeded by the government to succeed in carving out a successful life for you and your family. Over time, this idea was twisted into a concept that each American should be provided with success simply by being an American. To Quote JFK “It’s not what your country do for you but what you can do for the country”. To understand that life does not owe you anything and the only way to get the thigs you want is to work hard for something bigger than the individual, know falls on the shoulders of the army leader.

Chip your overall performance as always is exceptional in all areas, but one. Continue doing your best each and every day as you always do. Over time your handle time will come down as we listen to calls together where you can see what areas you can reduce your calls by a few seconds which will add up to minutes in turn bringing your handle time into goal. I am so very proud of you! The hard work and dedication you put into your work never goes unseen by me, the others supervisor, or Payne.

A role of the Sergeant Major is to raise morale, increase motivation, and build effective teams. By honestly recognizing positive behavior, individual achievement, and team success, the Sergeant Major spreads a positive outlook throughout the organization. When Soldiers feel acknowledged and valued, they are more likely to continue to progress and achieve continued success. Effective praise leads Soldiers to feel that their leaders are noting their positive achievements with detail and honesty (Reivich, Seligman, & McBride, 2011). Effective praise assists leaders in preventing hazing by showing that leaders care for their subordinates’ well-being and drive for continued

My Leadership Philosophy is built around honesty, respect, and selfless service. These three Army Values are the base of a Team’s foundation. Being a Leader is not just about leading Soldiers, it’s about leading Teams. You need a Team’s support in life to succeed. Your family at home, your church, or your Brother and Sisters at Arms are all members of your Team. FM-22 states: "creating a shared understanding is the first step and most important in developing a Team". With that statement, I would like to share my understanding of leading and developing Soldiers and Teams.

As I look back at my lengthy career in the military I can identify countless occasions over the many years in which I felt compelled and or duty bound to engage a peer, counterpart or someone under my charge on matters of lasting significance, and to encourage them to make a sound decision and put forth their best effort for the team.

In relation to an individual’s role in organisation, it is important that an employee adopts team work as part of their social norm. Team work plays

The definition of the term ‘performance management’ varies in different literatures. As Hutchinson(2013) summed up, combined with Den Harton’s theory(2004), it is a continuous process which links individual and team objectives with organizational goals by measure and improve employee’s skill and performance. According to Armstrong (2012), human resource management aims at making sure the organization has the most talented, skilled and engaged people in order to attain its goals. In this context, performance management is one staple practice helping managers identifying and retaining most competent employees as well as correcting poor performance.

Throughout history, PMS clearly have a considerable contribution to evaluate the success of organisations. According to Neely et al. (2002), performance measurement is "the process of quantifying the efficiency and effectiveness of past actions". Moullin (2003) indicates that "PM is evaluating how well organisations are managed and the value they deliver for customers and other stakeholders". The modern accounting framework can be traced back to the Middle Ages and since that time appraisal of performance has primarily been ground on financial criteria (Bruns, 1998).

From the results of interviews with specialist doctors in general government hospital Medan city, performance measurement has been done with the online system. The process and the result of performance measurement can be seen by superiors and specialist doctors themselves. This result is different from Lubis and Nasution's (2016; 2017) study. From they’re research in private general hospitals around Medan City, performance measurement has’nt been done with the online system. They still use paper stuffed manually.