PerformanceManagementfinal x
RunningHead: PERFORMANCE MANAGEMENT 1
PERFORMANCE MANAGEMENT 2
Performance Management
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Discussion overview
Organizational leadership is the professional management of an organization or a firm to attain a given set of goals and objectives. In this case, the nature in which goals and objectives will be reached is based on the organization’s leaders taking charge of their day-to-day activity. Hypothetically, the bottom line is understanding the Organizational goal-setting and henceforth setting process that will help the firm pursue those objectives. A company director or manager will usually outline employees’ goals at the beginning of every financial year or quarterly. Besides that, they provide the resources necessary for workers to develop an action plan based on their skill set and individual responsibilities to lead towards a common goal. Alongside objectives, smaller milestones exist that help determines if progress is being made in the correct direction. The ability of leadership to track goals through these smaller targets allows for planning and adjustments to be made when necessary. Generally, the baseline, in this case, is having a well-structured management team that will help realize the goal and objectives set aside by the firm.
Performance management and organizational goal
The chief executive officer is the supreme leader who influences decisions made and directly connects with the objectives that will be made. As a manager, one should outline a procedural process that will be used to achieve the goal that has been set (Nela, 2019). In order to have a well-outlined management framework, a work portfolio is made to ensure that every employee understands the objectives and, more so, performance management has been controlled. There is also a great necessity to have a well-structured and maintained communication network in an organization. The bottom line, in this case, is ensuring that different departments and team that are involved in service delivery has been noted. Groups engaged in work delivery and sustainable performance merit should have a good transport and communication network. Besides that, they should be applied when setting the goals and objectives of the company.
For instance, the marketing, sales, and accounting departments have a fundamental role in the organizational curve of performance. They have data critical in carrying out market plans and developing different styles that will be used for its sustainability. The setting of goals, milestones, and objectives that should be attained, whether in the long term or short term should, goals definition must be done. It allows employees to understand the essential elements and procedures that should be followed in the said organization. Besides that, objectives are aligned using a scale of preference based on the objective merit. Professional identification of results and work analysis provides a collaborative approach to attaining the set goals.
Performance challenge
Despite the massive application of management approaches in transformation leadership, there are a few challenges that a manager must work on them. The organization might be geared toward a progressive performance scope, but there is a decrease in performance. Lack of well-structured communication is a hindrance that limits the nature of the expected outcome. In other words, there is reduced productivity significantly. Poor communication network causes an insufficient quantity and reduces more so determine the scheduled nature of the output. In some cases, there have been challenges that have limited the outlined structure of attaining a sustainable outcome. Pressure on the need to perform and carry out professional execution has caused leadership overview challenges.
Performance leadership
In response to such challenges, there should be effective management that will help realize the stated organizational goal. Communication and effective planning should be embraced. Every team member gets time to meet another but avoids spending too much time with one person and not getting around to everyone (Manning & Curtis, 2021). Objectives and time management give employees that rare chance to get closer to their co-workers in an entirely different way than sitting at their desks every day doing work. The modern workforce has been fragmented. This slows down productivity, gets in the form of getting things done, and increases the likelihood of employees feeling like they aren’t contributing meaningfully. Fostering a collaborative work culture can help decrease this fragmentation by encouraging team members to integrate better and feel more connected, inspired, and motivated to be successful.
Performance leadership should therefore be the solution to this kind of challenge. Various measures should be laid down to ensure sustainable outcome has been achieved. Setting expectations and the bar of achievement is very critical. Besides that, management and employees should understand the organization’s expectations.
The setting of targets should be within the organizational definition and success journey. It should expect what should be done and the achievement that should be made within the outlined timeframe. Establishing communication and work dynamic models should be part of the work dynamism. Setting the permanent standard helps the members of the organization attain its goal. Importantly, training and performance evaluations help create a competency-based environment (Helena, 2021). Besides that, there is added advantage of having established organizational communication models. The compliance department should set up an objectives performance management team whose role should be to ensure that the set rules and regulations have been enhanced. The management will have achieved its roles and encouraged working systems that help all employees fulfill their business goals. In conclusion, it reduces the chances of making losses and improves services delivery significantly.
References
Helena, D. F. (2021). Productivity and total quality management challenges, opportunities, and scope of activities. Integrating Productivity and Quality Management, 41-78.
https://doi.org/10.1201/9781482273434-3
Manning, G., & Curtis, K. (2018). the art of leadership. McGraw-Hill Education.
Manning, G., & Curtis, K. (2021). Title: The Art of Leadership Author. Who Was Who, 19 &20 p 521-542).
https://doi.org/10.1093/ww/9780199540884.013.u217557
Поліщук, С. (2019). Analysis methods evaluation of performance management in hemodializniy system. Proceedings of National Aviation University, 28(2).
https://doi.org/10.18372/2306-1472.28.1338
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