Mullin, L (2010)
Performance Management looks at the progress development of staff, the organisation and everyone involved. The staff's individual performance will be looked at over a certain amount of time, which will link to the development of the business.
"Performance management is about establishing a culture in which individuals and groups take responsibility for the continuous improvement of business process and their own skills, behaviours and contributions. It is about sharing expectations. Managers can clarify what they expect individuals and teams to do; like wise individuals and teams will communicate their expectations of how they should be managed and what they need to do their jobs. It follows that performance management is about inter-relationships and about improving the quality of relationships between managers and teams, between members of teams and so on, and is therefore a joint process."
Mullin, L (2010)
This video gives a good explanation of performance management.
"Involvement and motivation is likely to increase how productive employees are"
-Lockes Goal Theory
If employees are given straight guidance and shown where they are doing well and where there are rooms for improvement this will motivate them to do better, and work harder as they have been recognised and pushed in the right direction. The benefits of recognising and addressing performance are, the incentives and schemes that employees can receive, increasing communication between staff and management, to set individual targets that also play a part in helping the business achieve their goals and targets and management can be precise and clear as to what the business needs.
Lecture notes week 22
There are many different ways of measuring an employees performance, these include meetings, appraisals, probation and supporting your employee's.
Apprails are yearly meetings that take place between a manager and a member of staff. These meetings discuss the whole success of the year, improvements, objectives from the business, personal objectives, business plans and personal plans for the next year. They also help to increase motivation, asses competencies and aid career development.
lecture notes week 22
At T-mobile appraisals are held every three months. If the staff member has been hitting targets, helping the store hit targets and generally working as a team player the employee will receive a bonus.
The manager will present a three month history of every target that needs to be achieved, customer service records and a T-mobile work based form which I would need to go through with my manager which details my behaviour, attitude towards the company, hitting targets and whether or not I am looking or aiming for progression in the company.
The model used and the way the appraisal is conducted by that sheet is very effective. It breaks the company's expectation and the stores expectation down so that you can score yourself on where you feel you have achieved.
As the questions are very in depth its helps you see where you are struggling, your flaw and recommendations that I will need to set for the next review and also my manger. This recommendation will need to be reviewed for the next meeting. I feel that my appraisal went surprisingly well, as I had achieved all of my targets, my customer services levels were high and I also work very hard in store helping others and generally the well being if the store.
The output of the appraisal was that I need to continue to maintain my individual standards and ensure I am always hitting standards. I also need to maximise and try my hardest to the store after hitting my own targets . Another outcome to this was self satisfaction I was extremely happy with my self, as the kind and proud words from my manager made me feel extremely motivated. This links into Vrooms Expectancy theory, of effort and performance leads to desired outcomes I was also offered my quarterly bonus which again led financial desired outcomes.
Mentors can be male or female, family or friends, a person should feel comfortable and certain with who they feel they can trust. The biggest factor one should look at in deciding to to choose as a mentor is whether or not they are trust worthy. If you speak to that person will they break your trust? or will they hold your secrets. Will they be someone that you can speak to whenever you need help or guidance? will they be able to provide you support and good advice or steer you off track?. Are they educated enough to provide you with advice that will help you mould your future and achieve good things?.
The main factors you should look for in a mentor is that your trust them, they are loyal, respectful to you and your beliefs, they'll guide you down the right path and be there for you.
At work I would have to say that my manager at T-Mobile has definitely been a mentor figure to me. Shee has had a very good and positive effect on my life. Not only is she my manager where the conversation and help is very work related she also gives me allot of positive and encouraging advice to help me with university, exams and general issues that we come across in life.
Allot of her wise words of wisdom I remember in exams, meeting people and everything that I do. He has helped me in many situations and been a shoulder for me to cry on as well, I am extremely grateful and happy that I have had such a knowledgeable mentor in my life.
References
- Lecture notes week 22
- Mullin, l (2010) Management and organisational behaviour. 9th ed. Essex: Pearsons
- Unknown Vrooms expectancy theory [Online]. Available from:http://www.ifm.eng.cam.ac.uk/dstools/paradigm/vroom.html [Accessed on 11 May 2011]
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