2.3 Kinship of performance appraisal and role clarity and accountability
If rewards have to serve developmental goals then the person receiving the reward should know which accomplishments are being complimented. Hence, role clarity as well as accountability is very important. [8] Performance appraisal enhances role clarity and accountability in the organisation.
Role is essentially a part of human behaviour. In common sense terms, role is a set of expectation people has about the behaviour of a person holding a position. An individual occupies many different positions in a variety of organisations and performs multiple roles. [130] Role clarity has been defined as the extent to which required information concerning one‘s role is communicated
…show more content…
• Does every employee understand the process of measurement for their performance?
• Do employees match with their job in terms of their knowledge, skills and abilities?
• Do employees understand how their performance relates to the organization’s achievement of strategic goals? [18]
Accountability is defined as the obligation of individual or organisation to account for its activities, accept responsibility for them and to disclose the results in a transparent manner. It also includes the responsibility for money or other entrusted property. [63]
The employee accountability is the responsibility of employees to complete the tasks they are assigned, to perform the duties required by their job and to be present for their proper shifts in order to fulfill or further the goals of the organization.
…show more content…
Hence, organisations must practice constructive accountability. In his book, The Accountability Revolution, Mark Samuel says that "accountability means people can count on one another to keep performance commitments and communication agreements." Mark Samuel is of the opinion that improved synergy, a safe climate for experimentation and change, and improved solutions are the outcomes of accountability. This happens because people feel supported and trusted. Consequently, morale and satisfaction of employees increases.
Good performance management practices must be followed by the managers so that accountability leads to positive result. Also, in order to create positive environment necessary for constructive accountability, managers need to:
• Involve employees in setting clear, challenging but realistic goals and objectives and give them the authority to achieve those goals.
• Train employees when they request help and support in all aspects of the job.
• Monitor improvement and provide feedback that includes credible, useful performance measures.
• Provide the employees with necessary training and resources needed them to do the
• Accountability: We don’t say, “It’s not my fault” or “It’s not my job.” We take responsibility for meeting our commitments – our personal ones as well as those of the entire organization. We take ownership of the
Merriam-Webster Dictionary defines accountability as: “the quality or state of being accountable; especially: an obligation or willingness to accept responsibility or to account for one 's actions. Accountability is one the most important aspects in the military and civilian life style. Holding Marines accountable for their actions and having every Marine and piece of gear assigned to you accounted for is required at all times. It ensures the safety and stability of all the Marines.
Responsibility is a lot of different things and has many different parts. One part of responsibility is social responsibility. Social responsibility is being responsible for people, for the actions of people, and for actions that affect people. Social responsibility is about holding a group, organization, or company accountable for its effect on the people around it. When you do the wrong thing, many people pay for it, especially everyone that you know.
Humphrey, C. (1991) Accountable management in the public sector in chap 9 in issues in management accounting ed. Dashton, T Hopper & RW Scapens, Prentice Hall 1991.
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
Overall, the prospects of accountability-based reforms taking hold and becoming institutionalized are fairly good. Based on the Fernandez and Rainey framework for organizational change we see that the two steps chosen to assess accountability-based reforms in the OPD show that reforms have internal support because it improves collaboration between top managers and lower level officers by creating more manageable districts that have one go-to person that has all the responsibility. The two accountability-related tasks I chose to examine also show signs that the requirements by the court-ordered monitor show either partial or full compliancy, pointing to an upward trajectory of the institutionalization of accountability-based reforms.
Accountability defined as the responsibility of an individual in a position of an employee or student. In this section, I am going further to mention some situations and how does this situation demonstrate the responsibility that reflected from the dimensions of my personality, including conditions from communication, diversity awareness, decision-making and problem solving. First am going to point at some of my situation that I experienced as a student and then build it up to the situation that I faced in the work placement program as an employee.
The most simple dictionary definition I have found is: The quality or state of being accountable; an obligation or willingness to accept responsibility or to account for one 's actions. Accountability can be applied to many situations in the daily life and it can easily be overlooked in the civilian world, but when it comes to the US Army or any military branch, accountability is one of the most important things. That is why is instilled in every soldier since the moment they are shipped out to Basic Combat Training. The whole Army needs accountability to keep operations running 24/7. From the PVTs, all the way up to high ranking officers, we all need to be accountable for our assigned equipment, location/status, personnel, and our actions. If we are not held accountable of our
The effect of goal setting on employee performance is evident in the studies conducted by Locke and Latham (1990, 2002, 2007). Leaders must develop closer mentorships with employees as they assist in goal setting and goal achievement. This creates a more positive management environment than that of the authoritarian boss. Leaders who lead employees toward challenging, attainable goals will see better performance standards and as well as a higher level of commitment to the organization. This in turn benefits the employees, the leadership, and the
According to Cooper (2009), objective responsibility is a person’s responsibility to someone, or a collective body and include responsibility for tasks, subordinate personnel, and the ultimate goal achievement. The Guerilla Government had accountability to their supervisors and to the public and an obligation to perform their assigned duties and follow instructions.
There should be Accountability :-there should be a group performance by the team members and a team should have good leader who can guide theam at a right place. How he use to handle all member of a team it is known as accountability.
As a business person, should be responsible for himself by practicing compelling administration aptitudes. The one should know the procedure with a specific end goal to effectively execute the procedure. It's less demanding to maintain a strategic distance from errors when you know how to evaluate esteem and decide him next strides.
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.
An organisation’s mission is the back bone of all strategic decisions; the mission will have an influence on all activities performed within the organisation, because if they aren’t achieving their mission an organisation is failing. The long term strategic goals of an organisation should directly aim to achieve their mission and these goals are what performance can be measured off. Without specific goals attempting to measure performance is pointless, and identifying who or what the main focus of these goals is the key to optimisation.
These goals need to be “SMART”. SMART goals is a term George Doran used in an article he posted called “There’s a S.M.A.R.T. Way to Write Management’s Goals and Objectives. This acronym stands for Specific, Measurable, Aggressive, Realistic, Time-Bound (Doran, 35-36). If a manager gives an employee a task, but it does not meet the “SMART” requirements, there is a strong chance the employee will not be able to reach that goal in an efficient way. The manager needs to make sure the goal is specific. If the goal is not clearly stated, or if the goal is misunderstood by the employee, then it may not be accomplished. The goal must also be measurable. There needs to be a way for the employee to show progress with the task at hand, it is tough to complete a task if there isn’t a tangible way to know if the goal is being completed. The goal needs to be attainable for the individual. The employee should have the right resources and knowledge to get the task done. This correlates with the realistic aspect of SMART goals. If the task given is not realistic, the employee may become frustrated when they cannot possibly reach the goal. Lastly, the manager should assign the employee a time-frame to complete the task, this will motivate the employee to complete the task at the highest level of efficiency