Discuss What Performance Management Is And How It Influences ✓ Solved

Discuss What Performance Management Is And How It Influences Effective

Discuss what performance management is and how it influences effective teams. Review table 11.1, define leadership behaviors (in your own words) and note which behaviors are beneficial at specific organizational activities (example: project planning, leading coworkers, etc…). Please note at least five organizational activities and be specific when responding. Note at least two organizational capabilities and compare and contrast each. At least one scholarly (peer-reviewed) resource should be used in the initial discussion thread.

Please ensure to use information from your readings and other sources. Use APA references and in-text citations. 11.1 •Competency of leader •Contextual factors •Good communication •Working conditions •Nature of the work •Reward systems •Development opportunities •Security •Co-workers •Recognition •Levels of autonomy

Sample Paper For Above instruction

Introduction

Performance management is a strategic approach aimed at ensuring employees' activities and outputs align with an organization's goals. It involves continuous evaluation, feedback, and development to foster high-performing teams and achieve organizational success. Effective performance management directly influences team cohesion, motivation, and productivity by establishing clear expectations and fostering accountability (Aguinis, 2019).

Defining Performance Management

Performance management encompasses a set of processes that involve goal setting, performance monitoring, feedback, and development initiatives. It serves as a framework for managers to assess individual and team contributions, identify areas for improvement, and implement strategies that enhance overall organizational effectiveness. An effective system encourages open communication, recognizes achievements, and provides development opportunities, leading to sustained high performance (Armstrong & Taylor, 2020).

Influence on Effective Teams

Performance management significantly influences team effectiveness by promoting clarity in roles, fostering motivation through recognition, and aligning individual objectives with organizational strategies. When teams receive constructive feedback and access development resources, they are more engaged and committed. Additionally, well-implemented performance management cultivates a culture of accountability, which is essential for collaborative teamwork and achieving collective goals (Griffin & Moorhead, 2019).

Leadership Behaviors and Organizational Activities

Referring to table 11.1, leadership behaviors are actions and attitudes demonstrated by leaders that influence team dynamics and organizational outcomes. These behaviors include good communication, recognizing contributions, providing development opportunities, and displaying competency and adaptability (Northouse, 2018). Each behavior plays a specific role in various organizational activities:

• Project Planning: Effective communication and strategic thinking are vital for defining objectives, allocating resources, and scheduling tasks.
• Leading Coworkers: Recognizing achievements and demonstrating competence foster motivation and trust among team members.
• Problem Solving: Good communication and a supportive environment encourage collaborative approaches to overcome challenges.
• Performance Appraisals: Providing feedback and recognition are essential for motivating employees and guiding development.
• Change Management: Competency in managing change and maintaining good communication help ease transitions and reduce resistance.

Organizational Capabilities

Organizational capabilities refer to the core skills and competencies that enable an organization to deliver value. Two critical capabilities are leadership and adaptability. Leadership capability involves the skills to influence, motivate, and guide teams towards organizational goals. Adaptability refers to the organization’s ability to respond to environmental changes effectively.

Comparison of Leadership and Adaptability Capabilities

Leadership capability is primarily focused on influencing individuals and teams through vision, motivation, and strategic direction, emphasizing interpersonal skills and decision-making (Yukl, 2018). In contrast, adaptability pertains to the organization's capacity to innovate, learn, and adjust processes or strategies in response to external and internal shifts. While leadership ensures cohesive efforts towards objectives, adaptability enables an organization to remain resilient amidst change (Teece, 2014). Both capabilities are interconnected; effective leaders foster adaptability by promoting a culture open to change and continuous improvement.

Sources of Relevant Factors Influencing Performance Management

Several factors influence how performance management is executed within organizations. These include contextual factors such as organizational culture and the nature of work, which determine the appropriateness of performance strategies (Kaplan & Norton, 1996). Good communication and recognition are critical for providing feedback and motivating employees. Working conditions and security also impact employee engagement, while reward systems and development opportunities reinforce desired behaviors and skills (Noe, Hollenbeck, Gerhart, & Wright, 2017). Co-workers and levels of autonomy further influence team dynamics and individual accountability (Hackman & Wageman, 2005).

Conclusion

In summary, performance management is an essential process that fosters effective teams by aligning individual and organizational objectives through strategic leadership behaviors. Recognizing and cultivating relevant capabilities like leadership and adaptability empower organizations to navigate change and enhance performance. Understanding contextual factors and organizational sources of influence ensures that performance management practices are tailored and effective, ultimately driving organizational success.

References

• Aguinis, H. (2019). Performance management (4th ed.). Chicago: Chicago Business Press.
• Armstrong, M., & Taylor, S. (2020). Armstrong's handbook of human resource management practice. Kogan Page Publishers.
• Griffin, R. W., & Moorhead, G. (2019). Organizational behavior: Managing people and organizations. Cengage Learning.
• Hackman, J. R., & Wageman, R. (2005). Total leadership: Managing teams, leading leaders. Harvard Business Review, 83(1), 31-39.
• Kaplan, R. S., & Norton, D. P. (1996). Using the balanced scorecard as a strategic management system. Harvard Business Review.
• Northouse, P. G. (2018). Leadership: Theory and practice. Sage publications.
• Ngo, T., & Malek, A. (2017). Understanding the impact of organizational culture on performance management. International Journal of Business and Management, 12(3), 45-57.
• Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Fundamentals of human resource management. McGraw-Hill Education.
• Teece, D. J. (2014). The fundamentals of dynamic capabilities: Foundations for innovation and sustained performance. California Management Review, 56(3), 60-75.
• Yukl, G. (2018). Leadership in organizations. Pearson Education.