How to Avoid the Problem That Your Employee Be Demotivating – Research Paper – yuqi960408SearchEssaysSign upSign inContact usTweetIndex/EnglishHow to Avoid the Problem That Your Employee Be DemotivatingHow to avoid the problem that your employee be demotivatingRecently, some company say that their employee slack in work because the process of performance management.However, performance management is a very important and necessary part of organization, which managing employee or system performance for organization. On other hand, it can also facilitates strategic and achieve operational goals (Michael, 2006). In fact, performance management has became so popular worldwide. For example, according to a survey from 278 organization, more than two-thirds multinational corporations from 15 different countries indicated that 91% of organizations implement using a formal performance management system (Cascio, 2006). However it is worth noting that a excellent performance management need rigorous process,because the process of performance management is a method of management design to ensure the performance management be effective, which is an ongoing process that involves the following stages: prerequisites, performance planning, performance execution, performance assessment, performance review, and performance renewal and re-contracting (Aguinis 2009). Actually, the reason for lazy employee is that performance planning and performance assessment has problem,both two point is very crucial step, service problem even make employee demotivating. This essay will talk about how to avoid this problem.
The performance plan should be set feasible and make the focal points stand out. Performance plan is the first step in process of performance management, which can ensure the implementation of the company’s overall strategy and annual work goal, In additional, it can also link up the interests of the employee and company. At work, if the goal of employee is very difficult, them would lose faith. Besides that, the vague goals also make employee be lost, these both is key factor of demotivating effect on individuals concerned. The reason of these errors is lack of communication between the employee and manager. 28 percent respondents what they would like to see happening in discussing, prioritizing, and agreeing on the functions of the job and why they are important (Zigarmi 2014). A appropriate performance plan need the manager and employee collaborate to determine a feasible and clear career goals, thus the employee can understand task and actively involved in work, then they will work more actively.
Performance assessment should be motivate employees and help them grow rather than a simple rewards and punishments tools. The Performance assessment is key component of performance management, it is intended to be a fair and balanced assessment of an employee’s performance (Ingrid J, 2012). In additional, it is also a difficult part, in fact, according to a survey of employees in Australia, fewer than 20% of staff reported that their performance reviews helped them improve their performance (Moullakis, 2005). If manager to place too much emphasis on the results of performance assessment and standard is too high, it would make employee fear and even prompted them to deceive company. Rewards and punishments tools is just a part of performance assessment, its goal is give some incentive to employee make them be more positive at work , the manager should help employee discover problem and improve it through performance assessment, too harsh standard only make employee slack work. For example, manager can allow employee join the process of goal setting, to ensure that goal is reasonable and stimulating. Beyond that, performance feedback is also a very important step , sample assessment just a tool to find problem on employees, performance feedback is the crux to help employees grow and correct errors. All in all, the company should give due attention to performance assessment, because it is the most direct way f the communication between managers and employees, also is closely related to the staff morale.
Performance management should be effectively implemented. The one of MAC report identified three factors that support the operation of a successful performance management system is credibility of the system, that means reducing the gap between rhetoric and reality (APS, 2012 A). A good process of performance management should have effective performance assessment and received, many company don’t achieve the results they want from performance management because their processes does not be effectively implemented, according to the report form APS, in 2011–2012, 20 percent of APS employees reported they had not received formal individual performance feedback in the last 12 months (APS, 2012 B). It is reflect of the process has become formulaic. Once performance management can not be effectively implemented, good employee will lose hope then slack work because they expected that good performance can bring many benefit to them,
Practicalities of Performance Management In other words, a good process of performance management in the system that supports a particular idea or scenario is to improve it in terms of achieving a more efficient way of working without interrupting any part of the worker’s life. In some cases, because the problem is not specific to a specific company or region, this can have an impact on the employee’s decision making. For instance, performance management in a particular company may want the company to provide a lot of data to customers about their time in certain industries, including a product, how many hours they worked on it, and how likely they are to use a particular product. Or, a company could have no such data that can be sent to customers’ computers. But it can even change the way workers work and not have them see the results of the system as they would think they do
If you like to learn more, we recommend that you find our new content and news:
What is performance management, and why should it be the basis of any job, training or group work? – New work ethic paper, 2013. See full content at http://jobinfo.daniel.miller.org/2015/11/20/performance-management-and-whyshould-it-be-the-basis-of-any-job-training-group-work/
Achievement Management, An Alternative Approach: A Focus Group, 2013 A focus group was designed to increase the productivity of workforces, so it was designed for managers in particular to understand what they want from people who engage in or employ various types of work, including those that involve physical force, human performance, and other types of work. The focus group also provides valuable background information on performance management methods, including the main areas of performance evaluation, group work, and career coaching. It is also important to note that this focus group is a group aimed at managers, not at the whole group. This is because individual workforces can be quite complex to accomplish in a given set of ways and sometimes it is quite difficult for the entire group to perform work the same way. A focus group can be a means for a company to achieve its specific goals, and a group focused on the company needs to be a good way for some companies to achieve specific goals. The focus groups also provide a clear set of goals that management could use to meet the goals set out in the focus group. The focus groups also show the company how it might be able to achieve this goal by making decisions accordingly. For example, an enterprise may need more than one person to complete an application. This may be helpful for a company to have as many diverse groups as they need, and may be essential for a team to have members of different professions and occupations who are well-placed to meet the company’s needs, especially those who are more qualified in the fields of physical and cognitive performance assessment. The focus groups can also have several tools to help meet team needs: “the business development tool” created by company to demonstrate that a company can successfully develop an activity plan from the information it collects in the group (see below),
“performance evaluation and improvement tool” created by company to demonstrate that a company can successfully achieve performance evaluations and improvements based on performance in different skills
compact-based organization tool
interactive website that provides a list of things customers could contribute.
This kind of application is an important and important part of a good performance management approach. It will reduce one’s work time, drive progress, and allow you to grow and improve the whole group. In order to get a good performance management model which can achieve all the things that success requires, you need to make the following decisions: • Get the organization to provide performance evaluation plans and performance evaluation tools. •
Practicalities of Performance Management In other words, a good process of performance management in the system that supports a particular idea or scenario is to improve it in terms of achieving a more efficient way of working without interrupting any part of the worker’s life. In some cases, because the problem is not specific to a specific company or region, this can have an impact on the employee’s decision making. For instance, performance management in a particular company may want the company to provide a lot of data to customers about their time in certain industries, including a product, how many hours they worked on it, and how likely they are to use a particular product. Or, a company could have no such data that can be sent to customers’ computers. But it can even change the way workers work and not have them see the results of the system as they would think they do
If you like to learn more, we recommend that you find our new content and news:
What is performance management, and why should it be the basis of any job, training or group work? – New work ethic paper, 2013. See full content at http://jobinfo.daniel.miller.org/2015/11/20/performance-management-and-whyshould-it-be-the-basis-of-any-job-training-group-work/
Achievement Management, An Alternative Approach: A Focus Group, 2013 A focus group was designed to increase the productivity of workforces, so it was designed for managers in particular to understand what they want from people who engage in or employ various types of work, including those that involve physical force, human performance, and other types of work. The focus group also provides valuable background information on performance management methods, including the main areas of performance evaluation, group work, and career coaching. It is also important to note that this focus group is a group aimed at managers, not at the whole group. This is because individual workforces can be quite complex to accomplish in a given set of ways and sometimes it is quite difficult for the entire group to perform work the same way. A focus group can be a means for a company to achieve its specific goals, and a group focused on the company needs to be a good way for some companies to achieve specific goals. The focus groups also provide a clear set of goals that management could use to meet the goals set out in the focus group. The focus groups also show the company how it might be able to achieve this goal by making decisions accordingly. For example, an enterprise may need more than one person to complete an application. This may be helpful for a company to have as many diverse groups as they need, and may be essential for a team to have members of different professions and occupations who are well-placed to meet the company’s needs, especially those who are more qualified in the fields of physical and cognitive performance assessment. The focus groups can also have several tools to help meet team needs: “the business development tool” created by company to demonstrate that a company can successfully develop an activity plan from the information it collects in the group (see below),
“performance evaluation and improvement tool” created by company to demonstrate that a company can successfully achieve performance evaluations and improvements based on performance in different skills
compact-based organization tool
interactive website that provides a list of things customers could contribute.
This kind of application is an important and important part of a good performance management approach. It will reduce one’s work time, drive progress, and allow you to grow and improve the whole group. In order to get a good performance management model which can achieve all the things that success requires, you need to make the following decisions: • Get the organization to provide performance evaluation plans and performance evaluation tools. •
Continue for 4 more pages »Read full documentDownload as (for upgraded members)Citation GeneratorMLA 7CHICAGO(2017, 08). How to Avoid the Problem That Your Employee Be Demotivating. EssaysForStudent.com. Retrieved 08, 2017, from“How to Avoid the Problem That Your Employee Be Demotivating” EssaysForStudent.com. 08 2017. 2017. 08 2017 < "How to Avoid the Problem That Your Employee Be Demotivating." EssaysForStudent.com. EssaysForStudent.com, 08 2017. Web. 08 2017. < "How to Avoid the Problem That Your Employee Be Demotivating." EssaysForStudent.com. 08, 2017. Accessed 08, 2017. Essay Preview By: yuqi960408 Submitted: August 6, 2017 Essay Length: 1,018 Words / 5 Pages Paper type: Research Paper Views: 369 Report this essay Tweet Related Essays Business Problem A technical college consisting of 5 campuses and approximately 2500 students resides in a geographical area that is currently experiencing aggravated economic challenges. The state, 2,971 Words  |  12 Pages Employee Benefits Required by Law Employee Benefits Required by Law The legally required employee benefits constitute nearly a quarter of the benefits package that employers provide. These benefits include employer 6,708 Words  |  27 Pages Strategies for Motivating Mary Kay Employees: Avoiding Negative Consequences When Implementing Changes to Employee Incentive Programs Strategies for Motivating Mary Kay Employees: Avoiding Negative Consequences When Implementing Changes to Employee Incentive Programs Gary W. Boettcher Sullivan University MGT 510 Executive 2,480 Words  |  10 Pages Many Expatriate Employees Encounter Problems That Limit Their Contribution to the Company When They Return Home. How Can We Explain These Problems and How May a Firm Reduce the Occurrence of Such Problems? Assignment 3 - IHRM Many expatriate employees encounter problems that limit their contribution to the company when they return home. How can we explain these 868 Words  |  4 Pages Similar Topics Starbucks Approach Employee Relations Comprehensive Problem Sun Microsystems Get Access to 89,000+ Essays and Term Papers Join 209,000+ Other Students High Quality Essays and Documents Sign up © 2008–2020 EssaysForStudent.comFree Essays, Book Reports, Term Papers and Research Papers Essays Sign up Sign in Contact us Site Map Privacy Policy Terms of Service Facebook Twitter