Managing People and Team

Running head: MANAGING PEOPLE AND TEAM
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Managing People and Team
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MANAGING PEOPLE AND TEAM 2
Managing People and Team
CASE 1: Performance Management
Managing performance remains an essential part of development for any organization in
the present competitive business environment. Performance management creates a critical
framework responsible for guiding, supporting, and encouraging a performance oriented culture
which eventually benefits the company as well as the individual employees. The culture of
performance steers success to organizations and personal career growth among individuals thus
providing a win-win situation for parties involved. Performance management systems further
enhance service delivery as the culture of performance provides a linkage between the
attainments of goals and improves the understanding of employees on the need to satisfy the
goals of an organization (Bolden, 2016).
However, the introduction and implementation of the performance system has to be done
in a manner that safeguards the job security of individuals through an initiation of a change
management process. According to Ochurub, Bussin & Goosen (2012), the organization needs to
be ready for change and put all the necessary efforts towards building confidence on the side of
the employees on the need and benefits of the mentioned change. The employees need to
understand positive elements that the organization is set to achieve as well as how the expected
change would change their fortunes.
As a result, the need for training and sensitization on performance management system
arises where employees have to be assured of the positivity and learn on aligning the goals with
their individual performance standards. Since change readiness serves as an indicator for the

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responsive level of employees on change, it will be prudent to consider it in the first stage prior
to the implantation.
Impacts of Performance Management on Employee Motivation
Career Growth
Performance management systems bear positive results on firms and their respective
employees. The system gives the employer a framework from which the management and
monitoring of performance aspects can be observed and necessary action taken. The systems
allows for results on the effectiveness of an employee, contribution to overall organization goals,
areas of improvement, and the gaps needed in performance (Van Dooren, Bouckaert & Halligan,
2015). As such, it allows the management to build the capacity of employees through training,
workshops, improvement of resources, and change in strategy to suit enhanced performance. In
the long run, employees would benefit from it through enhanced skills which present them the
opportunity for promotions and career growth.
Boost in Employee Productivity
Performance management aligns tasks with goals which enhance the need to surpass set
standards among employees. Workers working under a performance management system with
clearly set out goals and targets tend to remain active and determined to attain the most of their
task. In this respect, the process impacts positively on employee performance once the
understanding and reality of capacity building sets in (Van Dooren, Bouckaert & Halligan,
2015). Moreover, employees become determined to outdo their challenges as opposed to the
group working where a cross-examination of personal performance remains scanty.
Responsibility acts as motivation factor to increased performance, and thus justifies the need for

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the performance management system. As such, it would bear a positive impact on the
performance of employees once introduced.
Employee’s Morale
Performance management systems work under the pressure to deliver quality and
improve the production process from time to time. As employees continue working, the system
evaluates their performance while highlighting their strong and weak areas. In providing a
remedy to the situation, the management strives to build their capacity on the weakness while
appraising them whenever a positive aspect is discovered. Bloom, Propper, Seiler, & Van
Reenen (2015) argue that the performance management system would further identify the
strengths of individual workers and plan for proper job design that matches the relevant skills
with the respective task towards increased productivity.
Employees would be motivated doing tasks matching their qualifications and talents
thereby increasing the desire to productive performance. In the long run, employees become
motivated to work and outshine the rest thus encouraging the spirit of competition amongst each
other. Positive work should always be rewarded through a reward mechanism that boosts and
grows the desire to better performance.
Loyalty and Retention of Employees
Performance management systems in organizations are responsible for monitoring and
identification of elements of strength and weakness among employee performance. As such, it
prepares the organization in its training and refresher needs on key performance areas thus
steering growth. Employees receiving top-notch resources and training services have a high
probability of remaining loyal to a firm and benefiting from an appraisal system in place (Cascio,