Performance Feedback

The respondent said that the establishment of a medical centre requires many different role and function of the people to join the team, who come from different backgrounds and different training environments. When established the medical centre, there are many people who want to work together with different goals and purposes, such as people with individual interests and profitable purposes. Therefore, this leader must be very clear the goals and objectives of this medical centre, in order to carefully selected cooperation partners and team group. This leader believes that as long as the same goals and vision, leading everyone to work together will become less difficult (Fioravante, 2013; Gregory, 2013; Winning leadership traits, 2008).

The leader responsibility is to monitor the productivity levels and work to increase these numbers on a quarterly basis. In order to maintain or raise productivity levels the leader needed to connect with the employees and emphasis the importance of specific work objectives. Occasionally the leader would initialize special incentive programs to raise employee morale. The leader will “round” on each employee on a regular basis to hear any complaints or ideas to improve processes. Manager A not only connected with the employee but with the patients as well. Any consumer complaints are sent directly to the leader who then handles the complaint in a professional manner following organization protocol. This adds value to the organization through employee retention, profit savings, and consumer

* Plan: need to clearly identify what performance is required and how it will be measured

utilize when undertaking tasks I assign to you. You have demonstrated, on many occasions, that you prefer to review and analyze ideas, detecting potential flaws and ensuring solutions are solid before progressing them to the next level. For example, this was exhibited during the initial stages of the UNCLASSIFIED Network Upgrade Project, where you systematically stepped-through the entire configuration of the current system in order to understand and identify key areas for improvement. It was your thorough understanding and detailed redesign ideas that lead to the seamless migration to the new system.

Conducting a thorough evaluation using the seven categories should provide useful information about North Macomb Medical Associates overall patient satisfaction. The employees should view the assessment as a learning experience. The first area that will be reviewed facilities leadership. This criteria evaluates how the senior leaders, which in the case of North Macomb Medical Assistants would be the owner, the four other physicians, and the office manager. According to the National Institute of Standards and Technology (NIST) (2015), “senior leaders play a central role in setting values and directions, communicating, creating and balancing value for all stakeholders, and creating an organizational focus on action, including transformational change in the organization’s structure and culture, when needed” (p. 3).

Throughout this time, Kerry has performance a good job and has shown excellent technological and communication skills as well as an excellent management by objectives. In addition, Kerry has been in charge of marketing projects, which achieved good outcomes for our company. She always is an excellent team member because of her good attitude and willingness of helping to other colleagues. Kerry has an area of opportunity of improving her performance at work by enhancing her organizational skills.

The first thing is to make sure everyone is properly trained and updated on the correct way to conduct a performance review. The organization corporate culture needs to be defined, align with the mission statement, and company’s strategy. Forms will be revamp but not done away, because the information still needs to tracked and measured. The performance reviews will still have rankings for the company have an idea who should be promoted, developed, or terminated and maybe look at for succession planning. Everyone in the company would know what the corporate culture is by having the shared values and beliefs posted throughout different and slogans around the office. Employees would be made aware that they can have input in their performance review, encourage the supervisors and managers engaged the worker in performance review process. The performance process review should focus on the worker future capabilities and career succession. Companies setting up a performance review that focus on the individual future career capabilities and career succession was a perk that was only pertain to middle to upper management. This one little change can an individual’s attitude to their job, foster job loyalty, and increase production because not the individual see a future of than just coming in to collect a paycheck. The

When looking back on our directed performance based on The Rover, I have broadened my understanding of how the gender of a performer affects the character that they are presenting. Our task was to switch gender roles and have our actors perform to the extremes of gender binary conventions; we achieved this by through the exaggeration of gender stereotypes. This firstly included costume with male with male actors stuffing cloth down their dresses in order to create huge breasts, female actors wore masculine clothing such as shirts and used cloth to create broaden their shoulders as well as fake moustaches. We aimed to exaggerate the costumes as much as possible in order to widen the spectrum between both genders and maximise our exploration

Once rapid response statistics, literature research, and evaluation of SAHS protocols were acknowledged, the application of interventions was initiated. The first intervention performed was establishing a power-point presentation for new nursing graduates and new hires with information on current rapid response procedure containing best practice and statistical evidence. By collaborating with stakeholders and assembling the information gathered in the planning stages, a power-point presentation was generated. The presentation was applied to multiple new hires and new graduate orientations to educate the incoming staff members of the rapid response system. The reasoning for educating the incoming employees to the current rapid response practice

As a Regulatory Analyst you are responsible for providing multiple levels of regulatory support for clinical research activities throughout the Regulatory Department of CRS. This includes providing accurate, comprehensive updates and guidance to clinical investigators, industry sponsors, and senior management. You are expected to accurately complete protocol submission packets in a timely manner with information provided by industry sponsors to the Institutional Review Board (IRB), including modifying and standardizing consent forms.

utinize performance feedback to ensure that it becomes a regular and normal part of the job. I have to admit that I completely agree with that statement. This method also caught my attention. Many people resist admitting errors and tend to gloss over the mistakes in order to preserve their self-esteem. It is an accurate and true statement. I have experience that people do not want to or they are just ashamed to admit that they have made a mistake. Frustration and disappointed are not coming from people who make the mistake, those feelings come from people who are trying to hide the truth or want to blame somebody else. I personally believe that this practice should be used every day, however, it might consume some time. But without the good

As the team lead for the Computer Axial Tomography (CAT) Scan department, I was in charge of 15 technologist. In this position, I was faced with many challenges, but there was one that was a continual trial. Ours team was expected to perform more patient exams while maintaining our current staffing levels, all while providing quality service to our patients. This tested my ability to be an effective leader on many occasions. I was challenged to keep my team motivated, while doing more with less and instill pride in their work.

The most memorable live performance for me was an event back in July called Evolution. It was held in Las Vegas, Nevada and it lasted throughout the weekend. It begins Friday and ends sunday night. The event is a video game tournament, and all of it is live in front of an audience. The performers were the competitors, who were fighting in order to win the championship and walk away with over $100,000. The performers, which were the competitors, were very well trained. It all came down to the individual themselves, as their hard work before hand determined whether or not they were actually prepared for the event. There were over 5,000 performers, and over 10,000 spectators. The audience mainly played a spectator role, there wasn’t any direct

My performance feedback assessment results revealed my self-perceived strength score of 6 and the self-perceived weakness score of 2. A 6/2 score suggests relatively strong feedback skills. The two items that I had identified as a self-perceived weakness were “evaluate the behavior” instead of “describing the behavior” and “tell the person what they should be doing differently” rather than “focus on the feelings the behavior evokes”.

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.