Organizational Performance Management: Key Characteristics Report

This report delves into the concept of organizational performance management, emphasizing its significance in maintaining a competitive edge. It outlines key characteristics such as leadership, effective communication channels, employee motivation strategies (including intrinsic and extrinsic rewards), and the importance of training programs. The report highlights how these elements collectively contribute to organizational effectiveness by fostering employee engagement, skill development, and goal achievement. It underscores the need for managers to actively assess performance, provide feedback, and create a supportive environment to boost employee morale and productivity. The report emphasizes the direct correlation between these practices and the overall success and growth of an organization in a dynamic market.

Organizational performance management

Performance management
Organizational performance management
It has been examined that it is important for the companies to maintain their performance so that
it could be easy to attain a positive outcome in the highly competitive market. In the workplace,
it is necessary to access the performance of the employees as it impacts organizational
effectiveness. It is necessary to maintain the performance of the employees as it helps the
organization to maintain a stronghold in the highly competitive market (Buckingham and
Goodall, 2015). In this paper, the discussion will be made on the concept of performance
management.
Performance management is a pre-planned process that can help in attaining a positive outcome.
It is related with assisting the employees to work efficiently towards the assigned work. The
managers or the leaders of the company guide their subordinates so that the performance of the
employees can be boosted. The performance management concept should be present in the
workplace as it helps to boost the organizational effectiveness and also it is directly related to the
employees who are managing the routine work (Gerrish, 2016). There are different
characteristics in context to organizational performance management that are essential for
ensuring organizational effectiveness.
The first characteristic is leadership which is one of the important aspects in relation to the
organizational performance management. If effective leadership is not present in the workplace,
then it can impact organizational effectiveness. It is the responsibility of the leaders to guide the
employees so that they can consider the right action to complete their activities which are
assigned to them. Leaders are the one who reviews their performance and give them feedback.
Also, one of the essential roles played by the leader is to motivate the employees, as it affects the
performance in the workplace. Motivation to the employees is given by the leaders and it is done
so that it could be simple for the leaders to accomplish their set targets and goals. The
performance of the employees is tracked by the leaders on the monthly basis and if they are not
able to guide or boost their performance then it will negatively impact organizational
effectiveness (Mone and London, 2018). Therefore, it is important for the leaders to analyze the
performance of the employees and to give feedback accordingly as it will help in ensuring
organizational effectiveness.
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Performance management
The communication process is considered as the characteristic that assists in maintaining
organizational performance. To boost the performance of the employees, it is important to have a
proper channel of communication. If there is a proper channel of communication in the
workplace, then it will assist the employees to complete their assigned task within the time limit
set by the management. The channel of communication should be designed in such a manner that
employees or the subordinates can communicate with the higher authorities or with the other
employees in a proper manner (Koohang, Paliszkiewicz, and Goluchowski, 2017). Employees in
the workplace should be set free to share their views and opinions with the management as it
could lead to organizational effectiveness. The proper channel of communication will also help
the individuals to develop their skills and knowledge towards the activities of the company. They
have the chance to give their best towards the assigned work and also the employees will work
with dedication and efficiency (Van Dooren, Bouckaert and Halligan, 2015).
Motivation is one of the essential characteristic related to the performance management concept.
If the employees in the workplace are motivated then the companies have the opportunity to
boost their effectiveness. Performance management can only be done if the employees are
motivated and dedicated to the assigned work. There are different ways that should be
considered by the management so that it could be easy to boost the motivation level of the
employees. The employees can be motivated if intrinsic and extrinsic rewards are offered to
them such as incentives, bonus or promotions. It is one of the best ways that can help to maintain
the performance of the employees in the workplace. Motivated employees in the workplace help
to ensure organizational effectiveness as they are considered as an asset of the company (Shields
et al., 2015). Therefore, one of the essential characteristics of organizational performance
management is the motivation level of the employees and this helps to ensure organizational
effectiveness.
Training also helps to focus on the concept of performance management. It is examined that
ideal performance management system offers training to guide the employees and also through
training the employee evaluation can be done effectively. Training is a method that offers an
opportunity to the management to give feedback related to the performance of the employees.
Training for the employees assists in elaborating how the performance will be measured and
analyzed. Through training, the employees have the chance to improve their skills and
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Performance management
knowledge so that they can boost their performance. Higher authority should set the training
programs, so that employee engagement towards the work can also be enhanced and it will
directly impact in improving the performance of the employees. Also, it is the duty of the
management to provide effective training programs to the employees so that it could be easy to
boost the organizational effectiveness in the competitive market (Smith and Bititci, 2017).
Therefore, it can be concluded that these are the essential characteristics of organizational
performance management that are essential for ensuring organizational effectiveness. To attain
growth and success in the competitive market, it is necessary for the management to focus on the
characteristics such as leadership, training, motivation and communication. If these aspects are
maintained by the company then it would be considered as an opportunity to boost the
organizational effectiveness. Also, to compete with the competitors present in the market, it is
necessary to consider the concept of performance management as it assists the employees to
attain goals which are set by the higher authorities.
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Performance management
References
Buckingham, M. and Goodall, A., 2015. Reinventing performance management. Harvard
Business Review, 93(4), pp.40-50.
Gerrish, E., 2016. The impact of performance management on performance in public
organizations: A meta‐analysis. Public Administration Review, 76(1), pp.48-66.
Koohang, A., Paliszkiewicz, J. and Goluchowski, J., 2017. The impact of leadership on trust,
knowledge management, and organizational performance: A research model. Industrial
Management & Data Systems, 117(3), pp.521-537.
Mone, E.M. and London, M., 2018. Employee engagement through effective performance
management: A practical guide for managers. Routledge.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns,
R., O'Leary, P., Robinson, J. and Plimmer, G., 2015. Managing employee performance &
reward: Concepts, practices, strategies. Cambridge University Press.
Smith, M. and Bititci, U.S., 2017. Interplay between performance measurement and
management, employee engagement and performance. International Journal of Operations &
Production Management, 37(9), pp.1207-1228.
Van Dooren, W., Bouckaert, G. and Halligan, J., 2015. Performance management in the public
sector. Routledge.
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