Performance Management in Organizations

This assignment delves into the critical aspects of performance management in organizations. It examines the interplay between stated organizational culture and actual practices as revealed through performance appraisals. The influence of CEO turnover on relative performance evaluation is also analyzed, drawing upon academic research and real-world examples. Furthermore, the assignment explores common biases and errors in performance appraisal systems and their consequences. Finally, it considers the impact of technology on future trends in human resource management.

People Management

TABLE OF CONTENTS
INTRODUCTION......................................................................................................................1
TASK 1......................................................................................................................................1
1.1..........................................................................................................................................1
1.2..........................................................................................................................................2
TASK 2......................................................................................................................................3
2.1..........................................................................................................................................3
2.2..........................................................................................................................................4
TASK 3......................................................................................................................................5
3.1..........................................................................................................................................5
3.2..........................................................................................................................................6
3.3..........................................................................................................................................6
3.4..........................................................................................................................................7
3.5..........................................................................................................................................8
TASK 4......................................................................................................................................8
4.1..........................................................................................................................................8
4.2..........................................................................................................................................9
4.3..........................................................................................................................................9
TASK 5......................................................................................................................................9
5.1..........................................................................................................................................9
5.2........................................................................................................................................10
5.3........................................................................................................................................10
CONCLUSION........................................................................................................................11
REFERENCES.........................................................................................................................12

INTRODUCTION
People management is similar to human resource management as it also deals with
recruitment, selection, analysis and supporting employees at workplace so that they can
effectively attain predefined goals and outcomes (Managing people, 2016). Further, people
management is a systematic process of managing individuals in order to attain desired result
with optimum utilisation of resources.
In this context, present report has been prepared which discusses organisational
culture and structure under which employee’s practices and activities being influenced. In
addition to this, various management and leadership style with respect of Mark & Spencer
also discussed in it. The main objective of this report is to develop an impressive knowledge
about management of people who works within an organisation. Hence, evaluation of various
theory of motivation is included in it to acknowledge is relevance on higher productivity for
cited venture. Moreover, benefit of training and development for individual growth is also
studied in this project.
TASK 1
1.1
Organisation structure reflects the hierarchy and various practices within organization
such as delegation of authority, task distribution, coordination and supervision. It is a well-
defined system which helps in accomplishing varied goals of business units. As per this
concept, there are various types of structure which a company can adopt. These are discussed
underneath: Hierarchical- Hierarchical organisation structure is a top down pyramid system under
which responsibilities and rights are concentrated on the top of the pyramid and
decisions flow from top to down (Beadles and et.al., 2015). As per this structure, the
power is only in one person hand that is CEO/Director and others need to follow their
decision. This concept promotes developing employees as specialists. Individuals are
positively influenced because authority and responsibility are clear and well defined
so there is less number of complexities. Through this structure, employees have clear
division of work and they focuses on their own responsibility so there has no
complexities at workplace. Functional - As per functional structure, business has low management layers and
chain of command is very short. Employees are beneficial by this concept because
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there are better communication and relationship between various roles as they can
share their views and idea with others at workplace (Bhasin, 2015). Matrix- In this structure, there are multiple reporting line where employees have more
than one supervisor. It is a combination of functional and divisional structure.
Employees may positively influence because, it can lead to an efficient exchange of
information (Buxton, Burns and De Muth, 2012). Department are closely work
together and communicate their issues with each other.
 Market and Geographical structure- As per this structure, employee divides
according to geographical divisions. Each division carries out various business
functions such as finance, marketing, and production etc. Individuals are affected
positively because they have an opportunities to perform in different location and role
so as they are more motivated to perform various task (Gao and et.al., 2015).
1.2
Organisation culture is a well defined system of assumptions, beliefs, values, thoughts
and principles which govern performance of employees and their behaviour at workplace
with other (Gibbs, 2012). Every business enterprise has its own unique culture which implies
that how people should act, dress and performs their work practices within business unit.
Mark & Spencer have adopted well and effective organisation culture under which guidelines
and boundaries for behaviour of each employee are addressed. There is various kind of
organisation structure which discusses below-
Figure 1: Types of culture
(Source: Grohmann and Kauffeld, 2013) Task culture- Under this culture, team is formed to address specific progress and
problems. There is no single power source and team may establish for specific
objectives. Employees has responsibility to address specific problem so they are more
conscious about their work.
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 Role culture- Under this culture, corporation are highly controlled and are based on
rules and regulations. This culture is built on detailed organisation structure with long
chain of command. Through this culture, employees have more disciplinary related to
firm norm so as their performance can also increase. Power culture- A power culture is a strong culture under which personnel are
generally analysed and observed by their superiors or top management so as they are
positively influenced. (Grohmann and Kauffeld, 2013). In this, observation is done on
the achievement of employees and manner in which they perform or fulfil their
responsibilities.
 Person culture- As per this culture, company gives importance to employees as they
are treated as valuable assets. They believe themselves to be superior to the
organisation and power lies in each of them. With assistance of this culture personnel
can motivated for higher performance and productivity.
TASK 2
2.1
Individual behaviour can be changed according to time as well as various situations. It
can influenced by various components such as experiences, personality, culture, region,
beliefs, attitude and their experience. Every individual have their own perception and attitude
towards organisation as they behave according to the same. In the context of Mark &
Spencer, employees can be influenced by various components. These are as follows-
Figure 2: Factors affect individual behavior
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(Source: Hofstetter and Harpaz, 2015) Perceptions- It is a view point by which individual set their mind and interpret the
situation. According to perception, person perceived personality and activity of
others. This factor highly affects individual characteristics at workplace and
performance of them can also affects. Personality- This is refers to personal traits such as quality, persistence,
aggressiveness which reflected through a person’s behaviour. This factor highly
affects individual quality in an organisation. Religion and culture- Cultural environment of an individual included his relationship
with family members, friends, subordinates and colleagues (Javidmehr and
Ebrahimpour, 2015). The behaviour of individual reflects by his cultural and regional
background which shapes his values and beliefs.
 Knowledge and skills- This is the most important component which reflects
employee’s behaviour at workplace. If employees have well knowledge and skills
about their assignment then performance of corporation will positively influenced.
Person skills show their capability and ability of work
2.2
As per the above discussion it has been ascertained that employee’s behaviour can be
influenced by various components. Through these factors, company performance can also get
affected. There are some appropriate approaches which assist in managing various behaviour
of people at workplace. Similar to this cited venture can be adopted various management
styles so as different behaviour of employees can be managed at workplace. Theory x and Theory y- McGregor provides the tool in understanding the impact of
positive and negative management style on which employees performance. As per
theory x, manager assumes that employees are naturally unmotivated and dislike
working so they needs to encourages an authoritarian style of management. As per
this view, top management and supervisor are required at every step to control
employees (Motivating and engaging employees for better business.2016). Theory y
implies that people accept and often seek responsibilities. Further organisation
problem can be solved by high degree of imagination, ingenuity and creativity of
employees.
 The Hawthorne studies – In order to manage different behaviour people at
workplace, Mark & Spenser can be adopted Hawthorne studies. As per this concept,
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employees are allowed to build and work in teams. Further they can take regular
breaks during their working.
TASK 3
3.1
Leader is a person who direct, control and monitor other in order to attain some
specific objectives. Every leader adopts a specific leadership styles which assistance in
leading, directing, supervising and monitoring subordinates for achieving effective results in
the business unit. There are various leadership styles which are as follows- Autocratic leadership- As per this style, leaders have power to take decision related
to business activities and function. He/she does not invite subordinate in business
decision (Jenter and Kanaan, 2015).Through this style some time employees can
demotivate. Democratic Leadership- Leader treats employees as they are part of company.
Further he/she makes involved subordinates in making decision. Through this style,
employees can more motivate for higher productivity and they feels very important
for company. Trait theories- It is a pleasing theory which serve as a yardstick against which the
leadership traits of employees can be addressed (Kim and et.al., 2016). It gives a
detailed knowledge and understanding of the leaders elements in the leadership
process. As per this theory, leaders have interests, abilities and personality traits that
are vary from other less effective leaders. With assistance of this style, employees can
gain better guidance and direction. Charismatic Leadership- As per this style, the charismatic leader manifests his
revolutionary power. This is positively affects personnel because leaders encourage
subordinates by force of personality, and effective communication (Hofstetter and
Harpaz, 2015).
 Behaviour approach- Behaviour theory implies that leader must have strong positive
attitude and personality with well-defined knowledge of coordination. Leader must
have self-confidence and effective positive behaviour which positively influenced
staff members or subordinates.
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3.2
Flexibility can be defined as making changes in working conditions, policies,
practices, working hours and other activities which is related to company operations. The
major objective of rendering flexibility to employees in their working practices is that they
can take some relax and feel comfortable with organisational environment (Jenter and
Kanaan, 2015). Every personnel’s required flexibility in their working practices and
environment so as they can enhance their quality of performance and make sufficient balance
between personal and professional life. With reference of Mark & Spacers, management has
adopted flexibility in working practices so as it has found various benefits. Some of
advantage of flexibility are discusses below- Increase productivity- Flexibility in working practices is very beneficial to employees
as they can manage their workload. If employees feel satisfied and then they are more
motivated for higher performance at workplace (Kim and et.al., 2016). This is directly
reflects to company outcomes as it will be increased. Quality of life-If employees can manage their work in normal situation as well as
workload situation due to flexibility then they can balance their personal and
professional life.
 Motivation- As employees personal and professional life will balance then they are
automatic motivate for higher and effective performance.
3.3
Motivation can be defined as an inner state of employee’s mind that direct and
activate his behaviour. It is an individual willingness which derives high level of efforts
towards organisational goals. In order to increase productivity and profitability in an
organisation, Mark & Spencer can be used various theories of motivation. There are various
theories and concept of motivation which are as follows- Maslow Hierarchy of needs- According to this concept of motivation, individual can
be motivated by physiological, safety, love, Esteem and self-actualisation
requirements. When these needs of any employees are fulfilled then they will be more
motivated for higher productivity. Safety needs can be fulfilled by job security and
effective environment at workplace (Ledford, Benson and Lawler, 2016). Further,
Esteem need and self-actualisation needs can be fulfilled by appreciation,
encouragement, motivation, recognition, promotion and provide opportunity for
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growth to employees. They can satisfy by effective financial rewards system such as
fringe benefits, bonus and perquisites.
 Herzberg theory- As per this theory of motivation, employees can motivate by two
factors such as Hygiene and motivator (Bhasin, 2015). Personnel Motivator factors
can satisfy by increasing responsibility, recognition, achievements, growth
opportunity etc. In order to attain Hygiene factor, management of Mark & Spencer
can provides monetary and non-monetary awards such as fringe benefits, incentives,
perquisites and bonus. These are financial rewards which assistance in providing
effective motivation to human resource.
3.4
Business ethics are those practices, which examine ethical principles and moral or
ethical problems that arise in a business environment. It refers to set of rules, values and
standards which govern activities, behaviours and performance of individual in business
enterprises. Ethics of business play a very important role for developing sound and healthy
environment at workplace (Javidmehr and Ebrahimpour, 2015). As per ethics Mark &
Spencer business organisation have liability and responsibility to enclosed in the core values
and principles. This is also guild the leaders to make effective decision because ethic render
the values of principles of laws and regulation. The main objective of business ethics is to
doing right things the right ways by following organisational policies and practices. Through
this, employees can be more focused about their work along with following business
disciplinary aspects. Moreover they can understand the difference between moral values and
ethical principles.
3.5
Corporate social responsibility is an organisational approach through which company
can effectively contributes to sustainable development by considering social, economic and
environmental benefits for customers, employees, and all other stakeholders. The roe of CSR
plays in enhancing company goodwill in market as well as motivate and encourage
employees for higher productivity. Mark & Spencer have successfully attempt corporate
social responsibility for increasing its brand image as well as employees motivation. Some of
the benefits are as follows-
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 Developing workforce- With assistance of CSR, employees can more motivate and
inspired for higher performance at workplace so as overall company's productivity
and performance can increase (Jenter and Kanaan, 2015). Supporting the community- CSR encourage business to act ethically and to consider
the social and environmental impacts of their business. From this institution can avoid
or mitigate detrimental effects of their enterprise on the community.
 Mentoring and coaching- Employees can get opportunity to involved in business
CSR activities which can have benefit of teaching new skills to staff and subordinates.
TASK 4
4.1
As per the previous discussion it has been ascertained that Mark & Spencer has
successfully used various motivation theory in order to enhance employees motivation and
developing people at workplace so as overall outcome and results can be increased. There are
various benefits gained by applied motivation theory in cited venture are follows- Empowerment- With assistance of theory x, Mark & Spencer may highly beneficial
for developing people at workplace. As per this theory, individual needs more control
and guidance because they are always escape from new assignments and dislike for
work (Ledford, Benson and Lawler, 2016). Through this motivation theory,
empowerment can be generated at workplace.
 Self Actualisation- Self actualisation need can satisfy personnel by rendering growth
opportunities, promotion, appreciation and recognition for their effective
performance. As per the Maslow's theory of motivation cited venture has successfully
fulfil the need of self actualisation. Through this theory, people are not threatened,
they accept the new challenges and try best to do. Employees wants more challenging
task to gain opportunity for growth by this motivation aspects.
4.2
Coaching and mentoring are tool which can be used by business in order to develop
individual skills and knowledge for effective work performance. AS per coaching, it is given
by coach and relates primarily to performance improvement. It is basically conducted for
short time. On the other hand, mentoring relates primarily to the identification of potential. It
is for long term relationship. Various benefits of this term are as follows-
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 Coaching and mentoring assists to Mark & Spencer in developing skills and
knowledge in employees (Rowold, 2015). By rendering this tool, corporation can able
to enhance confidence level of personnel so as they can more motivated for excellent
outcomes.
 With assistance of these techniques venture can able to build a talent pool for human
resources. By attaining this tool, mentor and coach can evaluate individual strength
and weakness as they can develop talent pool for them.
4.3
In order to increase technical, operational and managerial skill, Mark & Spencer can
conduct training and development programs to their employees. There are various benefits of
these function in an organisation are as follows-
 Training and development program have main intention to render excellent skills,
talent, technical knowledge about their work so as they can able to perform best at
workplace (St‐Jean, 2012).
 With assistance of this program, firm can able to develop potential with in workers.
Further, their self actualisation needs can also fulfilled because they feel very
important for organisation as they gain this special arrangement for growth.
 By gaining technical and managerial skill, human resource has chances to get
promoted and their professional level can also increase.
TASK 5
5.1
As per the above discussion it has been ascertained that there are various criteria,
tools and strategies which Mark and Spencer can adopt in order to proper manage people at
workplace. Cited venture has successfully attempt various leadership style which is beneficial
for employees as well as corporation (Stone and et.al., 2015). Member has controlled,
directed and guided by leaders so as they performed their responsibility and duty in well
defined manner. Further, company has adopted flexible working practices such as working
hour flexibility, location flexibility which has benefited for individual in managing their
personal as well as professional life. Through effective culture and structure, corporation has
allowed employees for taking participation in decision making process so that they has able
to share their views and opinion with management.
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5.2
There is various positive impacts on individual as well as team by using these people
management strategies. Various impacts discusses below- On Employees- With assistance of people management strategies such as leadership
style, culture, structure, flexibility in working practices and business environment
individual are more beneficial in order to potential development and growth (Storey,
2014). Ethical practices have provided the values and principle regarding business so
every employee can perform in disciplinary manner at workplace. Through this,
employees turn over has reduced because employees satisfaction has increased.
 On Teams- Through these people management strategies, Teams has more beneficial
to developed a strategic management. Once members will satisfied by companies
working practices then they will collectively work hard for attain overall goals. So it
can be said that team are also beneficial by these management strategies.
5.3
There are various strategies which mark and Spencer should adopt for promoting
employees as well as organisation performance. Corporation should provide effective
monetary and non monetary reward to employees for their efficiency such as incentives,
bonus, compensation, fringe benefits and perquisites (Zia, Meek and Schulz, 2015). When
employees will satisfy from their salary and position, than they will automatically work hard
for productivity and operation of company. This will automatically influenced company's
quality and performance in positive manner. Furthermore, through this promotion tools
individual status will also improve because they will feel improved and promoted their self.
CONCLUSION
From this report, it has been concluding that M&S have adopted various people
management strategies in order to develop and manage human resource. The company with
help of flexibility working practices, and sound compensation to employees is able to balance
personal and professional life. Moreover, it has used effective leadership style which aids in
in boosting the motivation level of employee along with higher productivity. It has been
recommended to venture that it should offer monetary benefits such as bonus schemes, fringe
benefits and incentives so that personnel can be encouraged for higher productivity.
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