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Managing People / Business Management

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Added on  2020-10-23

Managing People / Business Management

   Added on 2020-10-23

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Managing people /Business management
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1 Discussion on difficulties faced by line managers in setting goals at individual and team level.How these practices can be improved.Employee goal setting outlines what individual has to do within given interval of time. Itessential for manager to formulate goals as without clear goals growth cannot be attained,performance of individual or team cannot be tracked and it becomes difficult to reward topperformers (Bush and Middlewood, 2013). It is crucial part of line manager to build goals forindividual and team so that they can get proper direction in terms of which way they can go toattain specific goals and track their performance constantly. When seen from individual’s part,they are keen to know about values which their contribution makes to Wellton hospital. Whenappropriate employee goals are build it defines clear connection between managers andemployees. Performance goals are short objectives which are defined to set clear expectations ofwork targets of employees, creating measureable standards of performance and establishing aconnection between organizational objectives and goals of employees. There are certainchallenges which are faced by line manager while making goals for both individuals and team.Some of them are mentioned below:Setting uncertain and unrealistic goals: Unclear and unrealistic goals lead todisengagement and dissatisfaction among employees. Vague goals create confusionamong employees with respect to what s to be done and how it can be done. It becomesdifficult for employees of Wellton hospital to meet expectations of manager as they arenot clear about goals. Therefore it is essential that employees must have clear basicknowledge of goals of hospital so that they can perform better in stipulated time duration.Identification of time limit for attaining specific goal: Employees keep on workingevery day to chase their daily goals without taking into consideration quality of servicesthey are offering. This occurs when goals are formulated within impractical time limitsby young waiting list manager of Wellton hospital.Difficulties in tracking progress at each step: Without having a defined targets, itbecomes complex to track employees real time progress at every step. Inaccurate goalsetting leads to failed mechanism for evaluation of accomplishments of employees withincertain moment of time within hospital (Cascio, 2015).
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Inappropriate approach for goal allocation: Employees get to know about their rolewith the help of short term tasks and it enables young waiting list managers of Welltonhospital to track performance of employees. Top-to-bottom approach is used by managerof hospital for goal allocation as it gives immense benefits to them but it reduces level ofperformance and increases dissatisfaction among employees. These challenges can be handled by young waiting list manager by using automated goal settingtools. By this manager can interact goals companywide and give responsibilities to employees toattaining them (Day, 2014). They can be used for:They allow setting SMART goals which can be precise, measureable, attainable, andapplicable and time based.They provide goal allocation by different methods:Top down allocation (organizational goals are kept in mind)KRA-based goal allocation (according to description of job)Team based goals( young waiting list manager can assign goals in team)Self assigned goals of employeesThey provide manager with configurable workflow with tracking and monitoring of goalallocation process.Young waiting list managers can define importance of each goal and weigh themaccordingly by sing automated goal tools.Furthermore, it also assists young waiting list manager to formulate accurate decisions inappraisal process by viewing what was assigned to employee and what they haveattained.
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2 Define methods which can be used by young waiting list manager to assess and providefeedback on performance of Joan data entry clerk and waiting list team. What problemswill be faced and how they can be overcome?Data entry clerk is an individual who enters value into computer using significantsoftware by carrying out updation, verification and research on data (French and Rees, 2016).Joan can retrieve data when it is required, measures it accuracy by verifying it and review bymaintaining its confidentiality. Feedback depicts performance of individual and entire team. It isshown below:Young waiting list manager’sFeedbackSkillCommentsRatingCritical thinking:It is ability to thinkrationally and clearly while consideringindependent and reflective thinking.Joan and waiting list team is not afraid tomake mistakes and try to evaluate creativeways by which different issues can behandled.2Accuracy:It is defined as closenessbetween measured and known value.Both waiting list team and Joan tries tofind errors in their work and corrects theimmediately (Greenberg and Zhang, 2010).2Dedication to work: It is defined asdevotion to work without failing to workeach day and giving all efforts to renderquality services to patients.They set an example with respect to seekopportunities by which they can contributeselflessly and perform challenging taskswith ease.2Handling stress:It is ability of individual tobalance needs of job and carrying them out.Joan and waiting list team knows thatwhich situation will create lots of stresswithin Wellton hospital and how they haveto respond at particular system. Like ifnumber of patients will be more then workof both will be more accordingly they3
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