ANALYSIS BETWEEN INDIVIDUAL PERFORMANCE MANAGEMENT AND ORGANISATIONAL BUSINESS STRATEGY

Analysis Between Individual Performance Management and Organizational Business Strategy



Analysis between Individual Performance Management and Organizational Business Strategy

Introduction

Performance management can be defined as the ongoing process of objective setting, performance tracking, generating improvement actions and coaching that leads to improved results from staff, which turns inputs into desired outputs. Managing performance is about understanding your employees' unique capability and having the right tools and know-how to motivate, empower and unleash their potential. If implemented properly, it is an investment in staff relations which, in turn, leads to better performance.

Through performance management, each employee or team will know what is expected of them and what results they are responsible for achieving. This type of clarity is vital to the success of the organization as a whole. Employees understand how they and their work fit into the organization as a whole. Enhanced communication between organization and staff can attain greater output and output and solve problems.

Discussion & Analysis

Selecting the members of a team is the most important aspect of team formation and managing individuals within a team. When a team is formed it is vital that the characteristics and personality profile of the prospective members is understood (Chin & Lin, 2004). Team participation and mode of entry are very important characteristics (2003). Other characteristics which are very important when forming teams include communication ability, flexibility, and collegiality of the individual. If all the team members can communicate their ideas, are available at any moment for the team, and get along with each other, the team will be able to function with minimal conflict (Chin & Lin, 2004).

While completing the "Managing Individual Performance" simulation, I chose Lewis for my performance analysis. Lewis was responsible for moderating self-help groups. He fit this assignment because of his ability to notice conflicts and quickly analyze and remedy them. Performing follow-ups was assigned to Lewis; he was given this task because of his enthusiasm and willingness to pass on knowledge to others and because his previous work for social causes. He also has a personable nature that would help him encourage the participants who had relapsed.

In order to manage my team effectively, I considered a few factors when I delegated the responsibilities. After reading How to Delegate, I learned that a manager must match the tasks with the interest of the person. If this is done correctly, the job will be done well and the employees confidence and job satisfaction will increase (How to Delegate, 2005). Keeping this in mind, I matched the personality traits of the individuals with the aspects of the tasks. When conflicts arose, I was thoughtful of the individual's feelings and tried to determine the management strategy that would increase satisfaction and motivation.

While managing the individuals of a team is important, keeping harmony within a team is equally important. In order to do this it is essential to get the right blend of people on a team because the success of the team is heavily ...