Performance Development Plan Report: Leadership at Tower Insurance

This report provides a comprehensive Performance Development Plan (PDP) designed for an employee, Sophie, at Tower Insurance. It begins by analyzing the employee's performance issues and proposes a participatory leadership approach to improve her understanding of job responsibilities. The report compares different management approaches, emphasizing the scientific and administrative management styles to support the PDP. It outlines a customized performance management approach, including monthly evaluations and a 360-degree feedback system. The report also details goal-setting strategies using the EXACT approach and the GROW model for coaching. Furthermore, it justifies the use of performance management tools, such as the 360-degree feedback and Performance Development Plans, and suggests the Keller's ARCS Motivational Model to enhance motivation. The report also addresses professional, social, cultural, and ethical issues within the context of performance management. Finally, it touches upon promotional strategies, strategic management, and compliance structures relevant to Tower Insurance's operations.

Running head: PERFORMANCE DEVELOPMENT PLAN
PERFORMANCE DEVELOPMENT PLAN
Name of the Student:
Name of the University:
Author Note:

1PERFORMANCE DEVELOPMENT PLAN
Table of Contents
Introduction:....................................................................................................................................1
Leadership Style:.............................................................................................................................1
Comparison of Management Approaches:......................................................................................2
Performance Management Approach:.............................................................................................3
Goals and Coaching Processes:.......................................................................................................4
Performance Management Tool:.....................................................................................................5
Justification of the Tools:................................................................................................................6
Motivational Model:........................................................................................................................6
Professional Issues:..........................................................................................................................8
Performance Issues:.....................................................................................................................8
Social Issues:...............................................................................................................................8
Cultural Issues:............................................................................................................................8
Ethical Issues:..............................................................................................................................9
Promotional Plan and Strategy for Tower Insurance:......................................................................9
Strategic Management for Tower Insurance:..............................................................................9

2PERFORMANCE DEVELOPMENT PLAN
Compliance Structure:...................................................................................................................10
Internal Compliance:.................................................................................................................10
External Compliance:................................................................................................................10
Performance Management System:...............................................................................................10
References:....................................................................................................................................11

3PERFORMANCE DEVELOPMENT PLAN
Introduction:
Inspiring and motivating the employees working in an organization is an important aspect
to manage the human capital. In the provided case study, it is found that, Sophie, an employee of
the Tower Insurance had been doing poorly, irrespective of having all the necessary aspects and
characteristics needed for the job position that she is involved into. Sophie is dedicated, and
hardworking, though lacks a practical understanding of the job that she is involved into which
can be developed gradually. However, the organization has appointed me to understand the
problems that she is facing, and to develop a probable solution which can be included in order to
help her to better her position in the organization, and to increase her levels of efficiency, which
will be beneficial for both, her and the organization. Therefore, the aim of the following essay is
to develop and propose a performance evaluation plan for Sophie. The article will discuss about
the ways her performance can be managed and developed.
Leadership Style:
First, Sophie must be approached by a good leader whose approaches will be beneficial
and helpful for her to develop a sound understanding regarding her job requirements and
regarding the responsibilities that she is supposed to fulfil. Therefore, Sophie must be
approached with a participatory leadership attribute. The participatory leadership approach refers
to the leadership whereby the employees are supported by and guided by their leaders. The
participatory leadership approach makes the leaders to take an approach whereby they can make
their subordinates involved into the process of work. They try to take the role of their guide and
make them involved into the work. The participatory approach is extremely important and useful
for the performance development of the employees, and to take an individualistic approach

4PERFORMANCE DEVELOPMENT PLAN
towards the employees, thus, making the employees confident about themselves and help them to
get a complete understanding of their job roles and responsibilities (Hunter, & Nielsen, 2013). It
also enables the subordinates to become a part of the decision making process, thus increasing
their morale.
Comparison of Management Approaches:
In order to include a leadership attribute, it is important to ensure that the organizational
management is efficient and supports the form of leadership attribute that has been mentioned.
There are a number of forms of approaches that are practiced across the organization, however
one of the most important and effective of them is the practice of the scientific management
approach. The scientific management approach includes four principle and three focus areas.
First, a scientific outlook to the entire process of management, second, it gives importance to the
practices of training and therefore developing through these processes of training. Also, the
scientific management talks about an appropriate division of labour within the organizational
structure, and at the same time, highlights the importance of the match between the job roles and
the principles of the same. The scientific management approach also ensures that the
performance of the employees, must be supervised and evaluated and thereupon, they must be
motivated towards working more. Such a management approach essentially helps the
participatory approach to get practiced, and considering the case of Sophie, it is important for her
to get supervised, and her performance to get evaluated in a continuous basis (Goetsch, & Davis,
2014). Also, since she does not have a sound understanding of the job responsibilities, therefore,
it is important to get her through some training which will provide her a clear understanding
about the job.

5PERFORMANCE DEVELOPMENT PLAN
The organization can also include the Administrative Management approach. The
administrative Management Approach has a holistic approach to the processes of the
organization. The administrative approach also includes the concepts of division of labour, and
focuses on the drawbacks of extreme specialization, thus aiming at developing the in house
employees, through the mediums of training and teaching. This particular management approach
also establishes the importance of authority and superiority to upon the employees, thus
highlighting the importance of practicing leadership, and aims at developing the employees. This
particular management approach also establishes the practice of unity of command, which states
that an individual must learn about work methods from one team leader or supervisor, and this
justly approaches the practices of participatory leadership approach. Previously the organization
practiced the traditional approaches off performance appraisal system (Noe et al., 2017).
However, though, now, the organization has changed its approaches, and they are trying to
practice the performance appraisal process more regularly, with a real time approach in it.
Performance Management Approach:
Since the origination has included a case study approach towards Sophie, therefore, the
performance appraisal process that is to be practiced for her, should be made customized, and her
performance should be evaluated monthly. This would provide a complete understanding of her
improvement and the real where he is lacking. At the same time, the performance appraisal
approach must be divided into certain roles and responsibilities. The technological roles and the
communicational attributes and the training management aspects must be included into the
performance appraisal process, and therefore, each and every aspect of the performance of
Sophie must be evaluated according to that (Khamooshi, & Golafshani, 2014). This is called the

6PERFORMANCE DEVELOPMENT PLAN
360 degree approach performance appraisal, where each and every aspect of the performance of
an employee will be measured.
Goals and Coaching Processes:
Now, in this regard it is important to discuss and understand the importance of the goals
as the job roles and the performance evaluation process is depending upon the successful
completion of the organizational goals. In order to motivate Sophie towards the completion or
the actualization of the goal, first it is important to make here understand about the
organizational goals, as well as the employee specific goals, which are provided to each and
every employees, in the form of the job responsibilities. Therefore, to develop such a goal
approach, it is important to follow the EXACT approach of goal setting, which refers to the
Explicitness of the goals. Second is the eXciting attribute of the goal setting, which refers to the
process of framing the goals positively, and thus inspiring the employees. Next is the aspect of
the ability to Assess the goals that is the aspect of being able to measure the goals. Next is the
Challenging aspect of the goals, which makes the employees determined, and motivated. Lastly,
the approaches of Timeliness of the goals which refers to time limit of actualizing the goals, thus
making the employees focused and provides them with a work orientation (Jowett, Nicolas, &
Yang, 2017). Now, in order to train Sophie to accentualize these aspects of goal completion, a
GROW model can be developed and followed. The GROW model includes, the Goals, the
Reality with respect to the employee, the Options that the employee has in order to achieve the
goals, and the Will power that the employee must possess in order to achieve the goals. The
GROW model invokes within the employees the zeal and the motivation to accentualize the golfs
and provides them the orientation along with the probable measures to achieve the organizational
goals successfully, and thus being able to execute a good and strong performance. Coaching the

7PERFORMANCE DEVELOPMENT PLAN
employees is crucial, especially, for the employees like Sophie, who has a little understanding of
the job role. The coaching systems invoke within them an orientation towards the industry and
the work they are involved into and at the same time motivate them to appropriate the goals
(Bradford, Rutherford, & Friend, 2017). More importantly, the incorporation of certain coaching
attributes will help her supervisor or her leader to ensure her cooperation in the process which is
important for the goal accomplishment and also will accelerate the process of performance
development.
Performance Management Tool:
In this notion it is important to mention the tools that will be useful to measure and
evaluate the performance of Sophie. First and foremost, there should be the use of the 360 degree
feedback system of performance evaluation. This is a questionnaire format which includes the
feedback upon the performance of someone, who, in this particular case is Sophie. This form of
feedback system includes the feedback regarding everything, starting from her behaviour to her
capabilities of task understanding till her ability to handle the technological equipment, and the
insights are to be gathered form her colleagues, team leader, her immediate boss, her juniors,
from the technology and the operations team, as well as from her (Murphy, & Deckert, 2013).
However, another form of performance appraisal that is to be used is the Performance
Development Plans. It I a tailor made performance appraisal plan, customized in nature, which
includes the needs and the requirements of the employees, it determines the performance needs,
and then provide a goal development framework or structure to guide the future performances
the Performance Development Plans, also focus on the personal development of an employee, as
it is believed that the personal development, and personality development is intricately

8PERFORMANCE DEVELOPMENT PLAN
intertwined with the professional development and performance development of the employees
(Poornima, & John Manohar, 2015).
Justification of the Tools:
Both these tools have a holistic approach, and determines a personal and personality
development of the employees rather than the professional development. Considering the case of
Sophie, it is believed that she has a lack of understanding of the work. Therefore, she is under
confident regarding her own performances. However since it is known from her last job, that she
is very dedicated, it can be said that, there are certain other influences from the office premise,
which is creating a peer pressure on her, and therefore, is affecting her performance. Therefore,
these performance appraisal tools will be very effective and useful (Phin, 2015). These
performance appraisal tools have a holistic approach which will help me to understand the work
culture, which Sophie is exposed to, and at the same time, will help me to understand her
orientation and her drawbacks.
Motivational Model:
Considering the case study of Sophie, it can be said, that she is need of motivation, and
this should come from her team leader, only since the proximity is more, and since the
participatory leadership model has been suggested at the very beginning, therefore, it is
important that her tea, lead should take the role of her motivator. However, in this notion, the
Keller’s ARCS Motivational Model can be suggested to her team lead. This particular model has
stemmed from the expectancy- value theory, where the perceived success is determined as
expectancy, and the perceived social and personal needs of the employees are determined to be
the values. The ARCS stand for Attention, Relevance, Confidence, and Satisfaction, and all these

9PERFORMANCE DEVELOPMENT PLAN
includes both the perspectives of her personal and professional life (Meyer, 2016). For example,
when the Satisfaction perspective is approached, then it must include satisfaction through the
appropriation of her personal goals and her professional goals.
The use of this motivational model will help Sophie to accentuate her professional and
personal goals, and at the same time, it will help me in understanding her weak as well as strong
areas. More importantly, as can be seen in the diagram, this particular model has a detailed
approach, therefore, it will help me more to evaluate her performance and her development, as
well as it will help her to understand the areas where she needs to be improved (Graves, Sarkis,
& Zhu, 2013).

10PERFORMANCE DEVELOPMENT PLAN
Professional Issues:
However, such an approach can invoke certain issues for her at the performance, cultural,
social as well as ethical level.
Performance Issues:
First is the performance issues, which she is already exposed to. At the same time, she
can also be found with facing certain inter- personal conflicts, which will stem from her inability
to fulfil the organizational requirements (Yerby, 2013).
Social Issues:
The social issues will include the communication problem, which she is likely to be
faced with because of her incapability of fulfilling the performance attributes related to the
organizational goals and requirements (Graves, Sarkis, & Zhu, 2013). She can also be faced with
low self- motivation, which I believe he is already facing, and because of which I have proposed
the ARCS model of motivation.
Cultural Issues:
However, at the cultural level she can be faced with gossips within the workplace, as well
as harassments within the workplace. Her colleagues can be extremely mean to her and can be
very exploitive towards her because of her drawbacks and her inabilities to fulfil the
organizational requirements (Henderson, Cheney, & Weaver, 2015).

11PERFORMANCE DEVELOPMENT PLAN
Ethical Issues:
Lastly, such a situation can give ruse to certain ethical issues as well. Firstly, she can be
faced with unethical, and biased leadership attributes, which will affect her performance more.
At the same time she can be faced with the requirements of unrealistic and conflicting goals,
which may jeopardize her position within the organization (Noe et al., 2014).
Promotional Plan and Strategy for Tower Insurance:
The organization Tower Insurance, where she is currently working have a very perceptive
and strong management system, which provides specific attention to all of its potential
employees. For example, at the first place Sophie was to be evaluated by another manager, who
had recommended her to me, since I have a better expertise in this arena. Therefore, the
organization has a flexibility and a very compassionate attitude towards all of her employees,
which can prove to be very beneficial for the growth and development of Sophie (Winnubst,
2017).
Strategic Management for Tower Insurance:
As a strategy or management technique coaching and minute observation of her
performance, is advised. It will be more helpful if she remains unconscious of the strategy, as
that may affect her performance even more, as she can get more scared. The coaching or the
evaluation process must be done in a way which will prove to be beneficial and helpful and
motivating for Sophie.