The Activities Of Performance Management Roles - Free Essay Example

Sample details Pages: 5 Words: 1603 Downloads: 1 Date added: 2017/06/26 Category Management Essay Type Argumentative essay Did you like this example? Performance management (PM) actually includes activities to ensure that goals or objectives of a company are consistently being met in an effective and efficient manner. Performance management also includes the processes used to conduct corporate performance such as strategy formulation, budgeting and forecasting. Besides that, performance management can focus on the performance of an employee, a department, an organization or even the processes to build a product or service. First we have to know the important roles of a management in a marketing company. Many people believe that the role of a management is improving control systems. It is also believe that greater control over marketing costs and results are major benefits used to justify the implementation of database marketing (DBM) systems. The development and implementation of performance measures provide feedback upon which effective control is based. Feedback from measures of performance may assist mana gers in improving the productivity of marketing mix decisions, data collection, segmentation, and modeling. Measuring the results of alternative marketing programs is also an important feature of DBM. Accurate measurement provides feedback about the responses of different customer segments to alternative marketing mix scenarios which may supply information to improve DBM productivity. The implementation of performance measure within DBM systems provides an ideal work for measuring the effectiveness of marketing programs. However, developing an effective system is a complex process. Firstly, the process requires a deeply understanding of the application of control processes to DBM especially the managers.[1] The managers also have to know the data capture requirements and construction of alternative performance measures.[1] Lastly, they also have be familiar with the human and cultural factors, within the environmental context of business, which constrain and enhance the contro l process.[1] This understanding should assist the managers in determining their performance measurement needs, and how they can be effectively implemented within the context of DBM systems. The marketing control process basically consists of four steps which the managers have to go through. Firstly, the managers have to define the database marketing aims and objectives which are most appropriate to their organizations needs. Then the customer database may then be used as a source of information for market planning. The next step requires the definition of performance measures that will adequately monitor the results of alternative marketing scenarios. Before we talk about the roles of a manager to create performance opportunities, lets go through the performance deficiencies that may occur in a company. Firstly, the work tasks given by the superior are done incompletely, late or not at all. I believe this is a common performance deficiency that happens in most of the companie s. Besides that, some of the employees do complete their work tasks but it is sloppy and contains many errors. Some of the employees also only complete their work when they are reminded constantly. This shows that the employee cannot manage his or her own work. In addition to that, employees do not report results back to the appropriate parties, so the right people do not know they are complete. Another performance deficiency is that the quality of work tasks done by the employee are uneven, sometimes adequate and sometimes not. Performance deficiency also occurs in a company where the employers or managers discriminate against any group of persons for some reasons. Some of the performance deficiencies of particular concern can also be grouped into four primary categories. Firstly, where a pattern of behaviour as indicated by more than an isolated comment or complain about a persons job related behaviour of performance. The performance concerns may be expressed by county Extension o versight committees, program areas, program partners, clientele groups and also colleagues. Secondly is the observer behaviour where a single incident or a pattern over time that is contributing to a hostile work environment. Thirdly is the unsuccessful tenured faculty review leading to a twelve month remediation process and the fourth is the lack of acceptable improvement in professional performance after feedback and coaching related to observed deficiencies. Normally, an employee will be given an opportunity period which he/her will be given the opportunity to work on those portions of the job that are unacceptable, but not to the exclusion of other work assignments. A longer period may be warranted depending on the nature of the employees position 2 and the performance deficiency involved. The rating official will ensure that the employee receives adequate work time to improve the area that has been declared unacceptable. Normally within 14 days of the end of the opportunity period, the rating official will notify the employee in writing whether the employees performance has improved to the fully successful level. However, there are ways that a manager can take to reduce the performance deficiency in a company and also increases the productivity. One of the most effective ways is by the performance appraisal. Performance appraisal is a formal management system that provides for the evaluation of the quality of an individuals performance in an organization.[3]Most organisations throughout the world regardless of whether they are large or small, public or private, service or manufacturing, use performance appraisal, with varying degrees of success, as a tool to achieve a variety of human resource management objectives (Longenecker, 1997).[2] Yong (1996) defines performance appraisal as an evaluation and grading exercise undertaken by an organisation on all its employees either periodically or annually, on the outcomes of performance based on the job content, job requirement and personal behaviour in the position.[2] For example, the performance appraisal system in the Malaysian Public Service Department is a continuous process of evaluating every employees performance which begins in January and ends in December every year.[2] Performance appraisal is a process which involves creating work standards; evaluate employees actual performance relative to those work standards; and giving feedback to employee so as to motivate him or her to improve the job performance or to eliminate performance deficiency. Typically, modern performance appraisal systems are employed to achieve several objectives that include improvement in the communication between supervisor and subordinate through the use of feedback between them, identification of the scope for performance improvement and the means to achieve this, identification of individual training and development needs, identification of the potential of individuals for promotion placemen t, as the basis for remuneration and reward, on the basis of performance and as a powerful means of managerial control, through the setting of objectives and a review of success or failure in achieving these (Edmonstone, 1996; Longenecker, 1997).[2] The purpose of this performance appraisal is also to highlight the common problems associated with performance appraisals. At the same time, this paper explores the type of rater training programmes available and the rater skills that managers require to enable them to perform effective formal performance appraisals. It will demonstrate that the managerial skills necessary to conduct an effective performance appraisal are indeed complex and, yet, highly interrelated and require attention to properly develop. Four aspects will be taken into consideration when evaluating staff performance and each aspect will index into its sub criteria such as working output, knowledge and skills, personal quality and informal events and contributio ns. [3] The working output aspect evaluates the quantity, quality and effectiveness of the staffs working output as well as staffs punctuality. However, the knowledge and skills aspect evaluates the staffs knowledge and skills in the working field as well as their effectiveness in communication and realization of rules. Besides that, the personal quality aspect evaluates the personal quality appreciated by the organization such as discipline, proactive, innovative, cooperativeness and independence. Lastly, the informal events and contributions aspect is the staffs contribution to the organization, community, state, country and international. Performance appraisals also require the rater of the performance appraisal to objectively reach a conclusion about performance. The use of ratings assumes that the rater is reasonably objective and accurate. However, in reality, raters memories are quite fallible, and raters subscribe to their own sets of likes, dislikes, and expectations abo ut people, which may or may not be valid (Ivancevich, 2001). During the performance appraisal review, managers have to meet up with employees or subordinates to review performance ratings, deal with employees reactions which sometimes resistant or negative to appraisal ratings, solve problems and discuss with employees on how to improve their performance at work and also potentially deal with career counselling and career development issues. For the managers to successfully complete this performance appraisal they have to require some specific skills such as specific knowledge of effective appraisal review procedures, coaching skills to discuss specific feedback issues, conflict resolution and problem-solving skills to identify and remove employee concerns and workplace frustrations and performance barriers.[2] Moreover, managers have to have the skills of employee development or career counseling to help the employee identify the opportunities for improvement and to discuss long -term career issues.[2] Besides that, managers also have to have the knowledge of legal or compliance issues to avoid discussions that violate existing laws or create unnecessary legal exposure. [2] So as we can see, the managers have to do their part well or properly train to conduct effective appraisals. If performance is important to an organisation, so is the appraisal of that performance. If appraisal is important, then managers must be led to develop the skills presented that are critical for effective appraisal. We can say that the organisational appraisal process cannot achieve its desired objectives without these critical competencies. The effectiveness of this performance appraisal is mainly determined by the understanding, commitment and skills of the managers who must actually implement the system. When the manager conducting any performance appraisal does not possess the skill or motivation to rate the employees performance, problems are a foregone conclusion. Don’t waste time! Our writers will create an original "The Activities Of Performance Management Roles" essay for you Create order

The Literary Theory Of Structuralism - 1203 Words

The literary theory of Structuralism attempts to explain the connections between concepts, images, and people. Particularly, the French Structuralists utilize the concept of binary comparisons in order to explain how everything relates to each other. This theory argues that people comprehend the world around them by the understanding the differences between objects or ideas and other objects or ideas, e.g. understanding the dark because it is not light. Children learn the concept of opposites so that they can describe things; they discover the difference between big and small before they understand the notions themselves. Therefore, by using the literary theory of French Structuralism, readers can establish the binary differences between the two sets of lovers in Much Ado about Nothing, explaining how the use of contrasting characters reveals the complexity of love, and comments on society’s conventions in Shakespeare’s day. A leading Structuralist Ferdinand de Saussure ascertains in â€Å"Course in General Linguistics† that â€Å"in language there are only differences† (70). These differences make up the world, and comparing them allows readers to have a deeper understanding of life. However, binaries must play off each other within a context in order to have meaning. Gregory Castle offers the goal of Structuralism: â€Å"Functional Structuralism is primarily concerned with language as it is manifested in social contexts† (186). The social context is the construct that illuminatesShow MoreRelatedSigmund Freuds Theory Of Psychoanalysis1636 Words   |  7 PagesThis passage from â€Å"Psycho-analysis,† Sigmund Freud’s essay detailing the origins, methods, and applications of his theory of psychoanalysis, reveals the utility of his approach in understanding what lies beneath the surface through the interpretation of dreams, which later psychoanalytic critics related to the interpretation of literature. 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Wolves Should Be Hunted Free Essays

Wolves Should be Hunted The Grey Wolf was reintroduced in the United States in the mid 1990’s after years of extinction. In 1973 Northern Rocky Mountain wolf subspecies were listed on the endangered species list. In 1980 congress started talking about reintroducing the wolf back into the U. We will write a custom essay sample on Wolves Should Be Hunted or any similar topic only for you Order Now S. Since then this has been a heated debate. Animal rights activists were all for bringing the wolves back while many other opposed it. (Wolf Reintroduction: How the Wolves Came Back) The thing that the government forgot to think about was that they were reintroducing a wolf that was not native to the U. S. and that this wolf was much bigger, aggressive, and used to much harsher weather conditions than the Timberwolves native to the U. S. , when they decided to introduce Canadian Wolves. Canadian wolves weigh from 160 to 180 pounds, they are huge killing machines. Upon reintroducing gray wolves they also promised that once the wolves reached a certain population, they would be hunted to keep the wolf population to a sustainable number. The government first reintroduced the Canadian Gray Wolves into the Yellowstone National Park and Idaho. They started with 35 Canadian Gray Wolves. They said their plan was to increase the wolf population to 300 and to at least 30 breeding pairs across Idaho, Wyoming, and Montana. The government then promised that states that were forced to accept wolves would be able to manage them once they reached a healthy breeding stock and were settled. The Government said that the reason for the reintroduction was to control the Elk population that had grown out of control in the Yellowstone National park. (Harkings, 2009) They argued by bringing a natural predator back into the ecosystem that this would take care of the over population of elk naturally. They said that the wolves would come in and take out the elk that were sick and failing. In the beginning this worked, however when the elk number were back to where they should be and the wolf number and packs grew, the government failed to let the state start managing them as they had promised before. This has brought much turmoil with the ranchers and sportsmen. The Governments plan worked so well that when the Canadian Wolves who are very territorial, spread into the small population of Timberwolves, they took over pushing the few native wolves out of the area killing them. The Federal Government’s Biologists failed to mention that this could happen. The wolves very quickly began to form packs and multiply. A typical breeding pair of wolves will have two litters of pups a year and with each litter they have up to twelve pups. This is the reason the wolf population has grown out of control. According to Idaho Fish and Game Idaho currently has 846 wolves in 88 pack’s and 39 of them are â€Å"breeding packs†The Canadian Wolves are now threatening healthy elk and deer. (Harkings, 2009) The elk and deer populations are now dwindling due to more harsh winters and wolves. They are also killing rancher’s livestock and putting rancher’s well-being at stake. Wolves have been proved to kill not only for food but for sport. For every one animal they kill to eat they kill three more just for the fun of it. Biologists call this â€Å"sport-reflex killing† or â€Å"lustful killing† the Canadian Gray wolves are killing machines (Harkings, 2009). They have also been proven to kill people’s dogs just for the fun of it. A wolf typically consume 16-24 hooved animals a year for consumption but that number must be doubled for all the animals that the wolf kills for sport and leaves left to die or rot. Harkings, 2009) The forests are being littered by carcasses left by the wolf. Wolves will wait until an elk, deer, or moose cow are giving birth and kill both the cow and the calf. Either eating them or leaving them and moving on to the next kill. They will dig up hibernating bears and kill them for both food and sport. When wolves ar e hunting in packs they are afraid of nothing. They will attack adult male grizzly bears and adult male moose. They are fearless and the only predators wolves have are humans. (Wood, 2005) That is why we need to start controlling their population before we have no hooved animals left. Wolves are such big killing animals that when they have taken out a species they will turn on their own and kill them for food. Wolves will stop at nothing they are killing machines that have to be stopped and their populations must be maintained before they become more out of control. Wolves have become so bold they have now been videoed stalking hunters in Northern Idaho. They also tried to attack a woman who was walking up her driveway. I would hate to think what would have happened if she didn’t have her cell phone and help hadn’t arrived soon enough. They are becoming more and more fearless every day and are coming closer and closer to humans. We not only have to put the fear back into wolves for our own safety but for theirs. If we do not do something now wolves are going to diminish all of our wild hooved animals and start moving closer and closer to captivity. They are fearless and will stop at nothing. That is why we need to start taking control of the wolf before the wolf takes control of us. We have to start hunting wolves and maintaining their populations before these murderous creatures takes over. So go out get a tag and today and kill a wolf. Works Cited Harkings, D. (2009, June). Idaho Home to over 4,000 of the Biggest Baddest Wolves in America. Retrieved November 15, 2011, from http://proliberty. com/observer/20090623. htm Wolf Reintroduction: How the Wolves Came Back. (n. d. ). Retrieved November 13, 2011, from http://www. class. uidaho. edu/kpgeorge/issues/wolves_reintroduction/reintroduction_question. htm Wood, K. (2005, January 29). The Truth About Those Canadian Wolf â€Å"Re†introductions. Retrieved November 13, 2011, from http://rliv. com/wolf/DailyChronicalTruth. pdf How to cite Wolves Should Be Hunted, Essay examples