Performance Diagnosis Model: Management & Leadership

Assignment 1: 8600 - 310 – Understanding How to Motivate People in the work place

Manager’s Lack of Knowledge and Training. A manager’s lack of knowledge about performance management process may negatively impact this process. There is neither formal nor informal training on properly executing our Performance Management process. For example, without training managers may lack understanding in setting performance goals. In addition, managers may not be able to distinguish between responsibilities that the subordinate has control over and responsibilities the subordinate does not have control over; therefore, there is not significant correlation between goals and desired result. The manager may use this process and its evaluation function reprimand performance, rather than development. Also, lack of knowledge about how each step is interconnected the process may eliminate meaningful

This research paper is based on the development and implementation of completely integrated performance management system. The organizations are enjoying many benefits by implementing the performance management system. It has helped in improving the productivity of employees in most of the organizations. It is to be understood that apart from advantages, the system also carries some disadvantages. It is time consuming and there are chances of biases entering into the system.

This paper will look at the case study “The Reluctant Workers” then analyze and identify three of the core skills used by the first time project manager (PM) Tim Aston. We will also explore the skills and effectiveness of the young PM’s ability to communicate and motive his functional managers and project staff. In addition, we will examine the support provided to the Tim by the company’s senior management and decide if the support provided was adequate or still lacking proper direction. And finally, this paper will make recommendations to both the PM and the company’s senior executives

With this being said, motivation is very complex and is continuously fluctuating over time (Maslow, 1954). Getting employees optimally motivated is very difficult, due to the various components that go into motivation. However, when an employee is positively motivated, they will be able to accomplish any task set in front of them.

The biggest problem to a manager is managing employees. This is because employers often do not know how to handle their employees. An effective manager knows that motivation is a difficult skill to acquire. So over the years, many theorist have studied motivation in order to

The first port of call, or initial point of contact, for performance management is usually the

3. Monitor feedback – identify level of performance including ‘performance gap’ expected performance vs actual performance

     Motivation comes from within, and can push someone into action, whether they actually want to or not. No one will do anything unless there is something pushing them from within to do it. An example is the quote 'But a fire burns in my heart. Under the ribs where pulses thud and flitting between bones of skull is the push, the endless mysterious

3. What is your most recent salary and salary expectation (please provide a specific amount or range)?

Teddy ‘s work environment is different than Rebecca’s because his work environment is more laid back and has less responsibility. Although he also likes to motivate his employees, his motivation strategy does not seem to work very well. His employees are younger employees that are from high school that don’t feel that responsibility or being rewarded or recognized is important. Teddy workplace is a small business that only employs a few employees. He understands that his employees are important, but being that it’s a small business there is no room for promotion, or extra money. Sometimes Teddy feels that it hard to manage the employees that work for him. He thinks that because he’s older and works in a new industry it’s more challenging. Teddy is try to defeat many obstacles for instance his employees. He has a long way to go to find a strategy that will help him become a better manager in managing the younger

Motivation according to Kelley (2014) is the ‘process through which managers build the desire to be productive and effective in their employees’. If an employee is motivated, they are more likely to be productive and generally staff turnover is low. The problem of worker motivation is that workers are not seen as humans, they have a lack of freedom at the workplace and lack of job fulfilment. Taylor and McGregor Theory X argue that there is not a problem with worker motivation, workers will be obedient because of fear of losing their job motivates them to do well. Whereas Maslow and McGregor’s Theory Y argues that there is a problem with worker motivation because of class conflict between the worker and the manager. The

* 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.

The execution performance management requires the participation of numerous players (Managers, supervisors, and subordinates). For the system to succeed and accepted, clear understanding about the system is needed for effective implementation. Supervision and explanation of performance appraisal system is very crucial element for performance. ‘‘Merely developing a model of the strategy does not ensure the strategy will be successful.’’ Othman (2008, p. 261). Clarifying goals and supervising regularly help to develop people, improve performance, and satisfaction. Therefore, Supervision and explanation is appropriate for all employees regardless of how well or poorly they perform.

I have experience in performance management and understand the performance appraisal or a disciplinary process. It aims to improve organisational, functional, team and individual performances. Effective performance management measures the progress being made towards the achievement of the organisation's business objectives. It does so by planning, establishing, monitoring, reviewing and evaluating organisational, functional, team and individual performance.