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Impact of training and development on employee performance
Implement management by objectives
Impact of training and development on employee performance
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Introduction
For this assignment I have chosen to expand on the topic of managing performance, namely, management by objectives.
After further study of performance management systems, I felt a keen interest and familiarity with the idea of this results method of review. My intention is not to compare methods (results, trait, and behavior) and say one way is better than another. My first impression though, is that a results method does have the interests of the organization in mind over the others. But again, I am not making an argument for either method. Particularly, what I do like about management by objectives is that it aligns the role, duties, and tasks of an employee to the objectives of the organization; using goals as the catalyst to meet those objectives. Goal setting is something I have believed in for some time, personally and professionally. Within this assignment I plan to delve deeper into management by objectives, state my personal thoughts on the subject, weigh its pros and cons, and build on my personal and business foundation.
First let us define management by objectives (MBO); Gary Dessler and Fredrick A. Starke in their book Management, Principles and Practices for Tomorrow’s Leaders, (Second Canadian Edition) define MBO as: A technique in which the supervisor and subordinate jointly set goals for the latter and periodically assess progress toward those goals. Wikipedia.org similarly defines MBO as: a process of agreeing upon objectives within an organization so that management and employees agree to the objectives and understand what they are. To me, both definitions sound like a fun and proactive method that can become empowering to an employee. Anyone who has set a goal, big or small, and achie...
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... appealing and surely what made it popular are its strategic planning characteristics. It allows workers at “bottom” levels to play an active role in the direction of the company. Improved performance almost becomes a spinoff of the process, not its sole purpose.
I am very happy and encouraged from my added research into the subject of MBO. Initially, my knowledge of the subject was based on the performance management chapter and the limited section on the subject. Being a goal oriented individual, I assumed that this management tool could be successfully applied almost seamlessly. This assumption has been proven wrong as I did not take into account the settings and behaviors of the individuals applying the system. A system such as MBO can become easily corrupted. That said, if an organization works past user limitations, MBO is an excellent and worthwhile venture.
The Goal is a book that focuses on the theory of constraints in order to improve production. Eliyahu Goldratt brings us a pleasant story that shows the important strategies that any manager or CEO should follow to be successfully productive, and capable of reaching their goals. The book easily explains and demonstrates many attainable ways for any human being to learn how to manage their industrial relations, business processes, and also, their personal lives.
Many organizations have developed written statements known as Mission and vision statements, which support employee performance and motivation strengthening the organizations culture and helping reach goals. Some organizations promote high performance restructuring by dedicating the introduction of a team approach to work structuring, and high skill variety and feedback on performance, which results in job characteristics and improved satisfaction. Organizations nowadays are forced to pay extra attention to their employees’ needs and customers’ needs by means of employee recognition, goal alignment and work force engagement. For teams to be engaged and effective, members must feel appreciated, and believe in their leaders (Dixion & Hart, 2010). Organizational culture obtained with Path-goal theory is equivalently important because appropriate culture is required to sustain or facilitate established high performance efforts. With high employee performance and goal alignment organizations use management by objective (MBO) an integrative approach for management that supports the attainment of customer satisfaction through wide variety of tools and procedures that the end result will be higher quality of goods and services achieving business excellence (Evans J
Performance management aims to manage and improve individual performance with a vision to improving performance across the entire business. [Walter. M, 1995] defines performance management as the process of ‘Directing and supporting employees to work as effectively and efficiently as possible in line with the needs of the organisation’. It is very important to direct and support employees to work efficiently, and this can only be successful if a well-structured performance management system is put in place. But, nonetheless some organisations don’t get it
For Management by Objectives (MBO) to be effective, individual managers must understand the specific objectives of their job and how those objectives fit in with the overall company objectives set by the board of directors. "A manager's job should be based on a task to be performed in order to attain the company's objectives... the manager should be directed and controlled by the objectives of performance rather than by his boss.
...r investigate what sort of rewards or fringes would their employee’s desire compared to the old method of monetary incentives for the beneficial for the company”.
Rodgers, Robert, and John E. Hunter. "Impact of Management by Objectives on Organizational Productivity." Journal of Applied Psychology 76.2 (1991): 322-36. Print.
Performance appraisal is perceived by most as a tool to reward or penalize employees for their good or bad work respectively by the end of a year. This notion is a challenge in itself to deal with. The whole exercise becomes dull for both supervisors and their subordinates and they tend to look at it as an additional responsibility which they have to finish. In the end, there is little or no value addition for either the employee or the organization. There are, however, better ways of looking at and conducting performance appraisals. It can give much needed feedback to both performers and laggards to improve upon and if done properly can even boost their motivation. More importantly, they provide a chance to employees to have a say in their goal setting and thus aligning it with the departmental and organizational goals. Also, the process itself has a value in team making.
Performance management is a management tool used to value, monitor and measure a company’s strategies that ensure the efficiency and effectiveness of its product delivery. This management tool does not focus on the organisation and on its employees as well as stakeholders. It is a continuous process that entails that managers make sure that organisational and employee values are corresponding (Aguinis, 2005,p.1/2-1/5). Performance Management brings about the competencies in the employees, increases self-esteem by giving feedback to employees, there is a low number of lawsuits because it helps understand the company better (eThekwini Municipality, 2008,p.10-11). According to Pride, Hughes and Kapoor (2011, p.288) performance management creates motivation for employees; one theory of motivation is of Expectancy, which stipulates that employees satisfaction is driven by expectations of what an organisation will offer in return.
...o front line worker communication is a big key. No communication means death of a company from inside out. This class has shown many different way a company can be great or just ok. I all start from the top but it built from the front line. Where all the action is where the grunt work is first started. Management is a good tool to keep a company on its feet and to grow in to the future. I have learned that without a plan and a management team to execute these idea. Nothing get done.
Operations management focuses on managing the processes of producing and distributing products and services. Operations activities often include product creation, development, production and distribution. It deals with all operations within the organization. Related activities include managing purchases, inventory control, quality control, storage, logistics and evaluations. The nature of how operations management is carried out in an organization depends very much on the nature of products or services in the organization, for example, retail, manufacturing, wholesale, etc.
It is important to identify some of the problems an organization may have and go in and analyze them. There are many techniques that can be approached to help gain businesses people side of management like improving rapid response to customer service needs, low employee output, and costs. Change is not easy for some people, so making sure employees understand why change is needed helps people to become more aware and have the time to adjust or process those changes.
Performance management is a process that guarantees an organisation and all of its available resources are working collectively and effectively towards achieving the organisation’s mission or goal. Performance management affords an understanding of what drives an individuals, and even organisations, performance at all levels. An understanding of performance management allows for the identification and minimisation of unproductive areas of an organisation, as well as an ability to predict future performance. It is a powerful tool that can be used by managers at all levels of an organisation to help improve a company’s productivity.
The objective of this report is to determine if a successful performance management system can offer anything to the learning and development process in an organisation. The report will examine the concepts of performance management and the implications it has on learning and development. It will focus on the major issues surrounding the learning and development process and outline the contributions performance management has to offer.
Performance management is used for the basis of promotion, reduction in force purposes (talent management), gives transparency of what an organization is looking for, merit increases, and lastly it provides protection against lawsuits for unlawful termination by keeping written documentation. Performance evaluations are advantageous to both the organization and the employee. A leading advantage of performance evaluations is it gives the employee an opportunity to create and achieve smart goals. Although performance evaluations primary function is to measure whether an employee is a good fit or a bad fit for the organization, its function is so much a broader. Performance management is tool purposely used to motivate employees to examine themselves and determine if they have selected the profession that is best for them; consequently the feedback an employee receives from their superior supports them with increase their knowledge and
Furthermore, most organization used the performance to determine the abilities and productivity of the employees. In an organization, employees set their objectives for the year and they monitor it and develop the right skills to achieve the target (Vallerand, 1993).