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Operating Performance Management Programme: Challenges and Ways to Overcome Them

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Added on  2019-09-20

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This paper discusses the challenges faced by global organizations in operating performance management programmes and suggests suitable strategies to overcome them. Theoretical perspectives such as leadership, motivation, change management, and managing diversity are discussed. The challenges include overall company vs. specific area, standard vs. customized performance, uniformity of data of performance, environmental variations, performance criteria validity, time and distance variations, varied levels of maturity, rater’s competence, and rater’s bias. The methods to address these challenges include transferring performance management to local heads, using multiple performance criteria, using technology, and training raters.

Operating Performance Management Programme: Challenges and Ways to Overcome Them

   Added on 2019-09-20

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Operating Performance Management ProgrammeAnalysing Challenges and Ways to Overcome the ChallengesStudent Name: Student ID: Course Name: Course ID:Faculty Name: University Name:
Operating Performance Management Programme: Challenges and Ways to Overcome Them_1
Table of ContentsIntroduction................................................................................................................................2Theoretical Perspectives.............................................................................................................2Leadership..............................................................................................................................3Motivation..............................................................................................................................3Change Management..............................................................................................................4Managing Diversity................................................................................................................5Performance Management Programme Challenges...................................................................5Overall Company vs. Specific Area.......................................................................................6Standard vs. Customized Performance..................................................................................6Uniformity of Data of Performance.......................................................................................7Environmental Variations......................................................................................................7Performance Criteria Validity................................................................................................7Time and Distance Variations................................................................................................8Varied levels of Maturity.......................................................................................................8Rater’s Comptence.................................................................................................................9Rater’s Bias............................................................................................................................9Methods to Address the Challenges.........................................................................................10Conclusion................................................................................................................................11References................................................................................................................................12
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IntroductionPerformance management refers to managing the performances of the employees working within the organization (Otley, 1999). The management of the employee performance becomes an important aspect as it is directly related to the companies’ overall performance. Managing the performance of the employees in the international setting becomes challenging due to various aspects. The major hurdles can be in the form of cultural difference, different motivational factors, different working styles, and others. Therefore, the implementation of one form of performance management strategy gets limited response (Need, 2006). In these circumstances, it is important that the company considers the various challenges it might facein the international situation and the strategies it should take to counter those challenges. This paper is concerned with the analysis of the various performance management challengesa global organization can face in its various operations. Moreover, suitable strategies have been suggested that can be utilised to overcome these challenges. However, prior to moving towards challenges and the strategic solutions, it was imperative revisit the important theoretical aspects that are closely related to this situation. The second chapter discusses the various theoretical perspectives that are important to understand while operationg in the international market.Theoretical PerspectivesThere are various theoretical perspectives regarding effective implementation of the performance management strategy in the international setting. Discussed below are some of the most important aspects that are important to be considered if the companies are willing to effectively manage the performance.
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LeadershipLeadership aspect refers to the ability of the individual to lead the others towards common goal. Leadership skills are a necessary aspect for the individuals in the human resource department. The reason behind this is that the performance of the employees mostly depends on the way they are being led towards the company objectives. Moreover, the role of the leaders is to ensure that the goals and the objectives of the employees are aligned with the goals and objectives of the organization (Scullion and Linehan, 2005). This ensures that the employees stay motivated towards what is to be achieved. The leadership is closely associated to the motivation which has been covered in the next section. There are various factors that come into play while considering the leadership as an integral part within the organization such as values, ethics, knowledge, and others (Jackson, 2002). These aspects if considered primarily within the organization, it ensures successful growth. The leadership skills become an imperative action for the companies that are operating in the international environment. The importance and challenge for the leadership grows together in the international setting (Carpenter et al, 2002). The companies encounter individuals who are different from the original culture of the company and their way of conducting the businessesor performing work also changes drastically.MotivationThe motivation is the major factor that helps an individual work actively within an organization or act passively. The motivation has three aspects, namely, needs, behaviour, and satisfaction (Terpstra, 1978). The need to achieve something converts into change in the behaviour towards developing the goals and objectives and the individuals push themselves to achieve those. Moreover, after the achievement of the particular objectives, the absence of next need leads to the lack in the motivation of the individual. This theory has been amply employed in most of the organizations in the form of rewards that denotes needs among the
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