Managing Preformance Essay Example | Topics and Well Written Essays - 2500 words

Managing Preformance - Essay ExampleThe important aspect in managing performance is the leadership skills that can be enhanced alongside attitudes, interpersonal skills and behaviours.(Abbey,2007). It helps to retain and maintain people who embody the basic human capital of the organizations as they are the one responsible for the execution of the strategic plans of the crinkle. (Abbey,2007).This taste includes the analysis of the issues in managing performance by citing cases in an organization that involves performance management. The views and opinions of several organizations about the affectivity of the management are cited. The disadvantage and advantages of the performance management are enumerated to further support the importance of such management. Based on the studies that will be presented in this essay effective performance management will response in an increase in sales and greater profitability.Managing performance involves the evaluation of the employee and an a ppropriate compensation for the job. Companies and managers have conflicting ideas about this. In the study make by Harris (2001), it involves two phases. It is about the argument that the importance of managerial values and assumptions about rewarding individual performance has been an overlooked and underestimated dimension in the visualise and application of individual performance-related pay processes (IPRP). ... perspective on the specialty of performance-related pay processes in terms of encouraging the types of behaviours employers stated they were seeking from their employees. The study done by Harris (2001) wants to prove that a well compensated employee will result in a well done job and thus increases the output and the profitability of the company. It is the accountability of the managers to fill in the gap between the missing links of aspirations and results, by motivating their employees, through management of their performance.(Abbey,2007). The organizations are aware that the success of the system is underage on the effort and capabilities of their employees to implement the strategy that makes all the difference to their flourishing business.(Abbey,2007). In the study done by Harris (2001), 78 percent of respondents identified a non publicized objective which is to increase employee commitment and improve individual motivation through a fairer reward system more focused on business objectives. This was referred to by the study as an official agenda. Another objective identified as an hidden agenda was concerned with the control aspects of performance management system, which changing the culture, making managers manage, dealing with issues of under-performance, reducing staffing levels and costs while increasing workloads. Another important objective is to increase the potential of an organization, in order to achieve its strategy it is important that organization develops and creates the capabilities of its employees. Effective people management is the only key to improve the businesses performance. The most important purpose of Performance Management is to increase the effectiveness of the employees. This should be done, in order to improve the