Analysis of Performance Assessment, Influence, and Reward Strategies

This assignment provides an analysis of organizational behavior, focusing on the critical aspects of assessing, influencing, and rewarding employee performance. The student references key journal articles, including works by Anwar et al. (2016) on HR strategies, Gist (1987) on self-efficacy, and Allen (2003) on organizational support. The student reflects on the practical application of these theories within their workplace, a bakery firm, highlighting the lack of a formal HR assessment system. The assignment emphasizes the need for a scientific, target-based approach to assess individual performance, especially for non-manufacturing staff, and proposes that influencing employee activities and implementing reward systems are crucial for improving self-initiative and innovation. The conclusion stresses the importance of a structured system for assessing, influencing, and rewarding human resources to optimize organizational output and behavior.

Organizational Behavior
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Organizational Behavior- Theory on Assessing, influencing and rewarding performance
Refer to journal of Cogent Business and Management on Critical assessment of the impact of HR
strategies on employees’ performance by Anwar, Nadeem and Hassan of September 2016, the
importance of assessing, influencing and rewarding performance of HR is clearly understood by
me. It has emphasized on the identification of Key persons of organization and do the needful for
their assessment by influence of reward related to their performance. (Anwar, 2016)
Refer to journal of Academy of Management Review on Self Efficacy: Implications for
Organizational Behavior and Human Resource Management by Marilyn E. Gist of 1987,
objective setting and feedback is highlighted with its implications in HR Management. I came to
know that objective setting is preamble to assess performance of individual with the feedback to
understand where he is. (E.Gist, 1987)
It is also evident from The Role of Perceived Organizational Support and Supportive Human
Resource Practices in the Turnover Process of 2003 published in the Journal of management that
perceived organizational support or POS is an important instrument to determine voluntary
turnover prediction to assess HR to fix the influence parameter through reward program to
enhance performance. (Allen, 2003)
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Critical reflection of the theory in my workplace
I am working in a bakery firm as full time accountant. It is a small enterprise with HR strength of
eight including manager and technical staffs. My job is to ensure compliance of statutory
matters, maintenance of financial and management accounts, manage taxation and ensure
proper running of business with healthy cash flow analysis for the management. The
organizational behavior of this organization related to the said topic is prevalent in very
primitive form. There is no such HR manager or proper appraisal system here. As a result, the
performance of mine and other staffs are not assessed in any scientific way. There is appraisal
system which come end of the year by assessing the overall performance of the organization.
Individual assessment is only done for the manufacturing staffs with fixed benchmark of
production level and the marketing staffs for achievement of their sales target. Other staffs
including me are not assessed as per any target fixed; instead the assessment is based on
successful handling of crisis management and ability to ensure restoration in proper routine
functioning.
In my opinion, assessment of my performance should be judged with the timely compliance of
accounting, taxation and other statutory management. Budgetary and other forecasting
activities should be accounted for with their value addition ability to the organization as per its
need. Also proper fund flow activities are to be reckoned with due importance as these are
contributing to the working capital analysis of the organization.
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As per ideal situation, the assessment of mine should be done with my ability to handle the
situation with subsequent deliverance to ensure organizational objective. Influencing my
activities should be done in such a way that my efforts should be recognized. Reward program
through incentive should be initiated so that my self-initiative with introduction of innovation
are properly admired through rewarding system.
I know that accounting jobs do not contribute directly to the business value contribution of the
organization. (Commission, 2013) But it is the area, which works to maintain stable atmosphere
within the organization through effective Management Information System or MIS.
(Government, 2017)
Refer to above journals, I come to know the ideal process of assessing, influencing and
rewarding performance for the human resource. I would expect scientific system based on
several prescribed form by critics should be followed to do this in order to make the
organization run with sound behavior and extract maximum output from the employees.
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References:
Allen, L. G. (2003). The Role of Perceived Organizational Support and Supportive Human Resource
Practices in the Turnover Process. Journal Of Management , 29 (1), 99-118.
Anwar, n. a. (2016). Critical assessment of the impact of HR strategies on employees’ performance.
Cogent Business and Management , 3 (1).
Commission, A. S. (2013, 11 04). Small business-directors and financial reporting. (Australian Securities
and Investmetns Commission) Retrieved 04 27, 2018, from A S I C: http://asic.gov.au/for-
business/your-business/small-business/compliance-for-small-business/small-business-directors-
and-financial-reporting/
E.Gist, M. (1987). Self Efficacy: Implications for Organizational Behavior and Human Resource
Management . Academy of Managment Review , 12, 475.
Government, A. (2017). Analyse Your Finances: Financial Ratios. Retrieved 04 27, 2018, from
Business.gov.au: https://www.business.gov.au/info/run/finance-and-accounting/finance/
analyse-your-finances-financial-ratios
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