Performance Management Essay Example | Topics and Well Written Essays - 750 words - 1

surgical process Management - Essay archetypePurposes of Performance Management in Relation to Business ObjectivesThe first purpose of performance management as documented by Armstrong (215) would be concerned with performance improvement aimed at achieving individual, team and organizational effectiveness. This indicates the collect for organizations to get the right things executed successfully. Its second purpose is in developing employees. Effective continuous development processes enhance the capabilities of individuals and teams so as to enhance organizational core competencies. Communication and involvement encompass the move purpose of performance management which aims at encouraging dialogues between the managers and their respective teams so as to throttle transportations and share organizational mission, values and objectives. Components of Performance Management ProcessesPerformance management describes a process where instinct on the targets and the achievements would be shared. The process involves planning where job accountabilities together with performance measures would be established. It involves the understanding of behaviors and intro of development plans. Secondly, the coaching component of this process involves discussion based on the on-going feedback and an individuals talents. The at last component, review, encompasses formal review of behaviors, job accountabilities, overall rating and development plans. ... Relationship between Motivation and Performance Management While most organizations have average nominateers, competitive organizations motivate their average workers. While inseparable motivation would cause one to be driven by the satisfactory feelings associated with executing a undertaking well, extrinsic motivation emanates from the desire to achieve specific imports. Generally, motivation would take place if people expect that an action would lead to attainment of a particular goal. Considering Vrooms expectanc y theory of motivation, valence, instrumentality and expectancy comprise the three motivational forces. While valence describes the attractiveness of the import, instrumentality refers to the extent to which modify performance would result into the desired outcomes and expectancy refers to the perception of the extent to which increase effort would cause increased job performance. Motivation would result when there is a perceived relationship between performance and outcome, and that outcome serves as a means to satisfy needs (Shields, 33). Secondly, the equity theory of motivation observes the tendency in people of making social comparisons with regard to their earnings (Shields, 34). An employee would compare his or her input at work against the outcome with consideration of his or her counterparts. The employee would then seek to correct any perceived inequality. Other than incomeoutcome ratio, the employee could also consider effortreward and contributionreward ratios. Theref ore, organizations need to carry out inquiry to appropriately match performance management activities with motivators. Purposes of Reward in Performance Management Process