Effective Employee Performance

6 June 2017

Abstract Effective employee performance management is important in order to maximize efficiency. In order to perform at the highest-level task support, feedback, knowledge and skills are important factors. If the performer has the knowledge and skills to complete a task it is important to specify what needs to be done and provide them with the necessary resources and procedures to keep the workflow. Performance management is very important when developing and building an organization.

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It’s a way to weed out the performers who are not able to move forward. Moreover, by eing able to target performers who are able to go above and beyond; performance management will help guide the performer towards those goals by assessing what is tools and training is needed in order to achieve the organizational goals. Task Support Heathfield (2007) explains, “performance management is the process of creating a work environment or setting in which people are enabled to perform to the best of their abilities” (p. 8).

The concept of maximum performance outcome relies on the performer being able to easily identify with the procedures. There must be resources vailable, procedures in place, and a system that is easy to follow. Schanie and Kemper (2008) explain, “creating strategic alignment requires that the mission, values, strategic plan and goals of the organization be communicated and ultimately converted into objectives at each organizational chart level, so every manager and individual contributor is clear regarding personal performance expectations” (p. 9).

By clearly identifying the organizational expectations performers are able to rise above their own level of thinking to a higher level of performance. It is hard to visualize higher expectations unless they are created and explained in a simplistic way. Task support is an important element when managing performance because it allows the performer to enter into a task performance cycle of planning, counseling, assessing and developing. The Performance manager is able to evaluate the performer while carrying out the tasks and then apply reinforcement or reward when necessary (Schanie and Kemper, 2008 p. 10).

Knowledge and Skills Schanie and Kemper (2008) refer to the Total Performance Development System nd incumbent to establish performance objectives, determine mutual responsibilities for the achievement of these objectives, and anticipate resources and impediments that condition the achievement of the objectives (p. 10). Objectives and goals that are established through task management can only be accomplished if the performer is able to acquire the knowledge and perform the skills that are necessary. It is important to manage and evaluate the performer in order to supply the proper training to the performer.

Task support is very important mentally and physically. In 2010, Luthans, Avey, Avolio, and Peterson explain that performance outcome is effected psychologically, “the positive resources that make up an individual’s psychological capital are conceptually proposed to fall in between pure states and trait like constructs (pp. 43-44). Completion of tasks relies strongly on the capacity of the performers ability to acquire knowledge and develop skills. It is up to the management to supply the task support however the performer must be able to have the ability to carrying out the tasks.

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