BUSN11080 Essay: Organisational Performance Management Analysis

This essay delves into the realm of organisational performance management, investigating its crucial characteristics and their significance in ensuring organisational effectiveness. It begins with an introduction that defines the subject, followed by a main body that demonstrates knowledge of relevant theories and models, such as the performance management cycle and goal-setting theory, providing examples from Tesco. The essay then addresses the scope of the question by examining the pervasive characteristics of performance management, including measured outputs, a focus on future planning, and its continuous and flexible nature. The analysis incorporates insights from various sources, including academic journals and online resources. The conclusion summarizes the key findings, emphasizing the importance of performance management in achieving organisational goals. The essay follows a structured format, including an introduction, main body, demonstration of knowledge through theory and models, development of an answer in response to the question, a conclusion, and a list of references.

Managing Organisational
Health

Table of Contents
INTRODUCTION.......................................................................................................................................2
Main Body...................................................................................................................................................2
Demonstration of Knowledge Theory and Models..................................................................................2
Development of Answer in Response to the Scope of the Question/Conclusion.....................................5
CONCLUSION.......................................................................................................................................6
REFERENCES............................................................................................................................................6

INTRODUCTION
Organisational performance management refers to the chain of activities that helps to
organization to making sure that they utilize their resources in pursuit of company goals (Allen,
2019). Performance management commonly used for development of employees as managerial
and executive staff members required to develop the monitoring system that provides overview
of organisational development by determining changes in their policy and procedure. Respective
report is based on Tesco which is a British multinational grocery and merchandise retailer
headquarter is in England, UK. Respective report is based on the significance of organisational
performance management by elaborating to what extent the pervasive characteristics of
organisational performance management is essential for ensuring organisational effectiveness.
Finally it includes the scope of performance management in order to gain desirable outcomes
potentially.

Main Body
Demonstration of Knowledge Theory and Models.
Performance management is related with the creating systems, processes and various
kinds of practices which assist in managing and leveraging performance of individual, team and
whole organization for gaining continuous and sustainable development (Blake, 2019). The main
aim of performance management is to build a culture in which every individual take the
responsibility for adopting continuous improvement of business work and activities by using
their own skills and capabilities. For an organization it is very much potential to collect
necessary data and information before applying performance management in their organization
and it can be possible by the performance management theories and practices that are as follows:
Due to increase in complexity in function of business level that leads towards emergence of new
and comprehensive kind of concepts for business management. There are not a single universally
accepted model of performance management but described in cycle known as performance
management cycle that depicts the performance management system that start from setting of
objectives, measuring of performance results, feedback of performance results, providing
rewards that based on performance outcomes and at last amendments in objectives and activities.
By using respective steps organization can able to gain best outcomes that helps in amending
their level of performance (Cooper, O’Brien and Siassakos, 2019). In context of Tesco which is
an British based international grocery retail group and third largest retailer in world in terms of
profit and has over 6500 stores in which they employ more than 475,000 employees. To improve
their business performance and deliver strategy and tactics by using strategic performance
management framework that known as Corporate steering wheel. Respective kind of frameworks
plays very much important role in aligning each and every individual behind the single corporate
vision by ensuring that delivery of strategy is monitored and managed in proper manner (Tesco:
Evolving the strategic performance framework, 2019). In Tesco’s steering wheel consisted of
the four important perspective that is finance, customer, operations and people potentially. By
using respective factors they frame the following goals that are:
Shopping is become better for consumers
Work is simpler for personnel.

Operations become cheaper, responsible and safe for Tesco
In that regards it proved very much potential for respective organization to work on their
performance management in order to give one of best experience to consumers and providing
work in simple manner for the consumers potentially (Edwards and Rowe, 2019). In context of
Tesco one of major issue they encounter in these days are add the community perspective in their
steering wheel as a fifth perspective. Respective organization impacted from change in climatic
conditions on community in that regards more strategic emphasis is required. By using
performance management they set goals and objectives such as:
Be responsible, fair and honest.
Be a good neighbor.
So in that aspect it has been analyze that performance management plays very much important
role in improving areas in which organization faces problems or issues (Govaerts, van der
Vleuten and Holmboe, 2019). In that regards strategic goals and objectives play very significant
role in improving business performance.
Further there are various kinds of theory also existed that helps to give proper knowledge and
information about way to improve business performance by focusing on employees and their
level of motivation within the organization are as follows:
The goal setting theory: Respective theory proposed by Edwin Locke by suggesting that goals
setting for an employee from side of administration plays very much important role in gaining
desirable outcomes potentially. Goals and objectives build the motivation level in employees for
pursuing superior performance level. As it enhances their level of performance they keep
following goals and objectives that not only proved beneficial for organization but also
individual in gaining career growth. If goals and objectives are not achieved, employees either
improve their performance or modify their goals as per their skills and capabilities in order to
remain competitive in marketplace. So at last it can be said that performance bring the result in
achievement of performance management system aim and objective. In context of Tesco they by
giving challenging tasks and duties to their employees in order to evaluate their capabilities so

that they can provide them appropriate rewards and appreciation in regards of their performance
potentially.
The another important theory is Expectancy theory that has been proposed by Victor vroom that
based on hypothesis that individual can modify their behavior on basis of anticipated satisfaction
level from their valued goals set by organization in order to remain competitive in marketplace.
It is very much important for an individual to modify their own behavior that helps others also to
lead towards attaining goals potentially (Lau, Fabbri and Mintzes, 2019). Respective theory
states about the performance management and it influenced by level of expectations concerned
with future events. In context of Tesco they are very much determining for setting goals and
objectives for their employees and collaborate their working with other employees that not only
arise relationship of team building but also enhance their level of productivity in possible
manner.
Development of Answer in Response to the Scope of the Question/Conclusion.
Performance management is one of most important pre planned process of which the
primary elements are agreements, measurement and feedbacks assist in improving organisational
performance. Here are the pervasive characteristic of performance management that is essential
for organisational effectiveness.
Measured outputs of delivered performance, Respective characteristic of performance
management concerned for comparison with measuring of outputs of delivered performance by
comparing with level of expectations potentially (Lerbæk and et.al., 2019). Respective
characteristic plays very much important role for organization such as Tesco in comparison of
desired and in actual results so that organization potentially can improve in their level of
performance. Hence it is significant for an organization to evaluate results so that either they can
modify their goals or improve in level of performance.
Focus on future performance planning and improvement, Performance management tool is
concerned with future performance by planning and improving of results rather than the
retrospective performance appraisal (Weerheim, Van Rossum and Ten Have, 2019). Respective
function plays very much important role to bring continuous and evolutionary results in which
performance should be improve over a definite period of time. It improve performance on basis

of regular and frequent kind of dialogue in between managers and individuals regarding
development and needs to gain potential outcomes. In context of Tesco they by using
performance management can be able to plan in proper manner about their future goals and
objectives by considering various aspects in their mind so that they can gain best outcomes.
Hence it can be said that future perspective plays important role in improving performance of an
individual as well as organization in building strategies and tactics potentially.
Continuous and flexible process, Performance management is a never ending activity and most
flexible in nature that involve managers and those whom manage as an active partners effectively
building a framework (Martins, Isouard and Freshman, 2019). By using respective framework
organization can be able to mould their business goals and objectives as they actually want for
gaining potential outcomes. In context of Tesco as discussed about it can be said that by
evaluating their surroundings and accordingly can be able to mould their goals with help of
performance management tool to remain competitive advantage potentially. So it can be said that
respective tool proved very much important for an organization for their continuous
improvement.
CONCLUSION
From the above report it has been analyze that performance management is one of most
important part of human resource management plays key role in setting objectives in order to
perform in proper manner. To improve performance and guide administration various kinds of
theories and practices plays very much important role such as expectancy theory that frame
business objective and motivated an individual in giving one of their best efforts in achieving the
same. Performance management is very important tool to provide managers and their teams
jointly responsible for outputs and involved in agreeing about what they need to done and way
they persuade the same potentially.

REFERENCES
Books and journals:
Allen, D., 2019. Institutionalising emergent organisation in health and social care. Journal of
Health Organization and Management.
Allen, L.N. and et.al., 2019. How to move from managing sick individuals to creating healthy
communities.
Blake, H., 2019. How to manage employee wellbeing in a small business.
Cooper, N., O’Brien, S. and Siassakos, D., 2019. Training health workers to prevent and manage
post-partum haemorrhage (PPH). Best Practice & Research Clinical Obstetrics &
Gynaecology.
Edwards, M.B. and Rowe, K., 2019. Managing sport for health: An introduction to the special
issue. Sport Management Review. 22(1). pp.1-4.
Govaerts, M.J., van der Vleuten, C.P. and Holmboe, E.S., 2019. Managing tensions in
assessment: moving beyond either–or thinking. Medical education. 53(1). pp.64-75.
Lau, E., Fabbri, A. and Mintzes, B., 2019. How do health consumer organisations in Australia
manage pharmaceutical industry sponsorship? A cross-sectional study. Australian Health
Review. 43(4). pp.474-480.
Lerbæk, B. and et.al., 2019. Mental health care professionals' accounts of actions and
responsibilities related to managing physical health among people with severe mental
illness. Archives of psychiatric nursing. 33(2). pp.174-181.
Martins, J.M., Isouard, G. and Freshman, B., 2019. Human dimension of health service
management. Australian Health Review. 43(1). pp.103-110.
Weerheim, W., Van Rossum, L. and Ten Have, W.D., 2019. Successful implementation of self-
managing teams. Leadership in Health Services.
Online:
Tesco: Evolving the strategic performance framework, 2019. [Online]. Available through. <
https://bernardmarr.com/default.asp?contentID=1054>.