Performance Management Report: Employee and Supervisor Roles

This report delves into the dynamics of performance management, emphasizing the collaborative roles of employees and supervisors within an organizational context. It highlights the significance of employee involvement in initiatives, including articulating success stories to aid in setting both short-term and long-term objectives. The report underscores the importance of supervisors facilitating employee expression and providing support. Furthermore, it examines the shared responsibility between employees and supervisors in achieving objectives, with supervisors developing strategies and motivating employees, while also being accountable for evaluating performance using tools such as 360-degree feedback. The report references several academic sources to support the analysis, offering insights into the practical application of performance management principles within organizations.

Running head: PERFORMANCE MANAGEMENT
Performance Management
Name of the Student
Name of the University
Author’s Note

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Table of Contents
Answer to Question 1......................................................................................................................2
Answer to Question 2......................................................................................................................2
References........................................................................................................................................4

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Answer to Question 1
In the organizations, employees have some specific roles and responsibilities in
collaboratively working with the supervisors for the development of short-term as well long-term
objectives in the plan. It needs to be mentioned that it is the responsibility of employees in
actively involving in various initiatives taken by the direct supervisor (Aguinis, 2013). It can be
seen that the supervisors organize sessions of eliciting the success stories of the organizations. In
this process, when asked, it is required for the employees to state any situation where they felt
their best in the work and full of life. In this process, the employees are required to be very
specific while describing the incidents so that it becomes easy for the supervisors to develop
short as well as long-term objectives for them (Shields et al., 2015). After that, the supervisors of
the companies organize sessions to know the facts contribute to the success of the employees.
Thus, it is the responsibility of the employees to take active part in this session by stating their
major areas of strengths and weaknesses so that the supervisors can develop strategy
accordingly. With the active contribution to this program by the employees, the supervisors
become aware about the factors led to the success of the employees along with the organizations
(Aguinis, 2013). Thus, from the above discussion, it can be observed that the it is required for the
employees to continuously interact with their direct supervisors. In this context, it needs to be
mentioned that it is also the responsibility of the supervisors to support the employees so that
they become able to express themselves in an effective manner (Anitha, 2014).
Answer to Question 2
The above discussion sheds light on the roles and responsibilities of the employees in the
development of long-term as well short-term objectives in the objectives. After that, it is required

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to achieve these objectives. In this process, it is the responsibility of both the employees and the
supervisors to meet the objectives for the development of plan as both the employees and the
supervisors have almost equal contribution towards this (Decramer, Smolders & Vanderstraeten,
2013). It is the responsibility of the supervisors to develop different kinds of strategies for the
achievements of the developed objectives. At the same time, it is required for the supervisors to
motivate the employees towards achieving the objectives. At the same time, it is also required for
the employees to respond to their supervisors for the effective achievement of the objectives
(Aguinis, 2013). It is needed for the employees to follow the developed strategies by the
supervisors. Thus, it can be seen that the contribution from both the employees and the
supervisors is required to meet the objectives. However, it needs to be mentioned that the
supervisors are solely responsible for measuring whether the objectives are met or not. In this
process, the supervisors implement different types of strategies like 360 Degree Feedback and
many others (Cascio, 2018). Thus, it can be seen that the supervisors are responsible for the
evaluation of the objectives.

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References
Aguinis, H. (2013). Performance management (3rd ed.). Upper Saddle River, NJ: Prentice Hall.
Chapter 8, “Performance Management and Employee Development”
Anitha, J. (2014). Determinants of employee engagement and their impact on employee
performance. International journal of productivity and performance management, 63(3),
308.
Cascio, W. (2018). Managing human resources. McGraw-Hill Education.
Decramer, A., Smolders, C., & Vanderstraeten, A. (2013). Employee performance management
culture and system features in higher education: relationship with employee performance
management satisfaction. The International Journal of Human Resource
Management, 24(2), 352-371.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., ... &
Plimmer, G. (2015). Managing Employee Performance & Reward: Concepts, Practices,
Strategies. Cambridge University Press.