MTEP Module 3: Performance Influence Checklist Report - Mining Company

This report focuses on organizational change management within a mining company, specifically addressing performance influence. The author, an Operations Manager, assesses a Quality and Assurance Manager's performance using a performance influence checklist provided in the assignment brief. The report examines the performer's understanding of organizational values, job responsibilities, SMART goals, and the provision of feedback, resources, job fit, and training and development. Insights gained include the importance of performance measurement indicators, regular appreciation systems, and resource availability for employee development. The author outlines measures to drive mining performance, including hiring external trainers, conducting sessions with environmentalists, and implementing monetary and non-monetary rewards to motivate employees. The report concludes with a bibliography of relevant academic sources.

Running head: ORGANIZATIONAL CHANGE
Organizational Change Management
Name of the Student:
Name of the University:
Author’s Note:

2ORGANIZATIONAL CHANGE
A sound leadership is need for the overall welfare of the organization. It is the duty and
the responsibility of the leaders to make sure that the employees are being able to work in a very
friendly and approachable environment. Therefore the leaders have to make sure that they are
understanding the queries of the employees and solving them with all the possible means. In
order to do this they have to make sure that they are setting the right examples before their
employees so that in future the employees can be lead in the right direction. Mining is one of the
major companies in them modern day scenario and it is the duty of the leaders to govern their
companies in a way that that will not be hampering the ecological balance in any way.
I am working as the operations manager of the company and I have the responsibility of
buying and also selling the products that will be maintaining the ecological standards. I am
leading the quality and assurance manager under my jurisdiction. I have to assess the
performance of the manager in order to see if he is staying true to the roles and the
responsibilities that are being assigned to him.
Expectation
The performer does not set SMART goals and this shows that he is not aware of the
importance time and the availability of the resources. In other words the quality and assurance
manager needs to understand that he has to attain the goals within a specific amount of time.
Therefore I will have to train him accordingly and help him put his practice into the SMART
Job Fit
The performer will be given proper support so that they can use all their skills and talents
at the right time at their current job position

3ORGANIZATIONAL CHANGE
Insights learnt
 I have learnt that following the right platforms or the performance measurement
indicators are highly important for the measuring of the performance of the employees.
 I will develop regular appreciation system so that the employees always get motivated
and their hard work is being recognized.
Managing team performance
I will be teaching my team members the right ways of improving their drawbacks. I will
try to assess the availability of the resources for development of the employees. As per my
perception the employees must not only be judged on the basis of their performance but also on
the basis of the resources like the training and development opportunities that are available for
the employees.
Measures to drive mining performance
 I will try to hire the right externals and also select some talent officials for the employees
themselves so that they can provide proper training to the employees
 I will conduct some sessions with the environmentalists so that they can teach some eco
friendly mining methods to the company

4ORGANIZATIONAL CHANGE
 Motivation is one of the major aspects that must be introduced in the mining company. In
order to do that I will develop monetary rewards and other rewards for recognizing the
hardwork of the employees.

5ORGANIZATIONAL CHANGE
Bibliography
Ahmed, Tarek M., Cor-Paul Bezemer, Tse-Hsun Chen, Ahmed E. Hassan, and Weiyi Shang.
"Studying the effectiveness of application performance management (APM) tools for detecting
performance regressions for web applications: an experience report." In Proceedings of the 13th
International Conference on Mining Software Repositories, 2016, pp. 1-12.
Hanaysha, J.,. Examining the effects of employee empowerment, teamwork, and employee
training on organizational commitment. Procedia-Social and Behavioral Sciences, 2016, vol.
229, pp.298-306.
Hassan, S., Impact of HRM practices on employee’s performance. International Journal of
Academic Research in Accounting, Finance and Management Sciences, 2016 vol. 6, no. 1,
pp.15-22.
Kroll, A. and Moynihan, D.P., Does training matter? Evidence from performance management
reforms. Public Administration Review, 2015. , Vol.75, no. 3, pp.411-420.