How to Judge the Performance of an Organization - Example

Executive Summary The report presents the manner in which different performance parameters need to be evaluated to judge the performance of an organization. The first case study highlights the importance of devising ways to improve interpersonal skills and being able to give speech before the public which will thereby enhance performance. The second case highlights that both text and contextual behavior are important parameters to judge the requirements of a job. The third case highlights that a mix of behavior and result approach to measure the performance of an individual. The fourth case highlights the manner in which excellence will be gained and thereby have a positive impact on the performance of an organization. Introduction The report presents four cases on different issues of performance evaluation and highlights the different factors which need to be considered while measuring the performance. Further, the report also presents the manner in which different factors have different roles in different situation and determines the manner in which the performance will be evaluated and help to perform better. Case Study 4-1 Reason for Heather’s Poor Performance Heather had good knowledge in designing and delivering interpersonal skills which looked towards providing skills to the employees but hasn’t been able to garner maximum benefit because the process which Heather followed wasn’t completed. Heather followed a specific pattern in teaching and wasn’t able to answer all the questions which were posted to her made the class doubt her knowledge and skills. Apart from it Heather was unapproachable after the classes didn’t solve the different doubts that the class had. This resulted in a situation where the class wasn’t able to understand the entire training program correctly and had doubts in their mind which was not answered. The overall result was doubt which were unaddressed by Heather. The case further highlights that Heather lacked procedural knowledge as she had the required knowledge regarding training but wasn’t able to determine the process through which training will be provided. Heather has the required knowledge in the field of training but wasn’t able to contribute positively by imparting the required knowledge through the correct path (Uluoglu, 2000). This resulted in a situation where despite having the required knowledge Heather wasn’t able to impart those. This will require that Heather looks towards filling the gap which she has in regard to the procedural knowledge and needs to develop a path or way through which better education is imparted to the class. Remedy to perform better The performance can be improved if Heather looks towards focusing on the procedural knowledge aspect which will help to determine the path through which knowledge will be passed. This will require that Heather becomes more open and responds to the different questions in a more positive manner. On the fore front Heather will have to shed her old philosophy and thinking and has to look towards answering all the difficulties that the class has. The fact that Heather has the required knowledge in the relevant field will ensure that she will be able to handle the difficult situations in the most positive manner but needs to bring around a change in outlook (Anthony, 1998). In addition to it Heather should ensure that she can be easily approachable to anyone within and after the class. She has to realize that it is the duty of the teacher to respond to the question that the class put forwards and has to look towards solving their problems. Further, she has to develop a process through which knowledge will be imparted and it should be such that it should facilitate better transfer of knowledge and enable the class to understand the program better. Using different tested methods which have been used previously will also provide the required positivity and will bring a change in outlook and process through which work is done and will thereby have a positive effect on the overall result (Bateman & Snell, 2004). Thus, being able to develop the procedural knowledge path through which knowledge is passed will help to create the required positive effect through which the change which is required in the manner in which training is imparted will be visualized. Case Study 4-2 Task & Contextual Performance Behavior BMS has to determine the different indicators and measures based on which the performance of an employee will be evaluated. The different parameters have been determined as task and contextual performance behavior indicators and will help to identify the manner in which the organization is able to evaluate the performance of an employee. In addition to it the different parameters will also help to determine the different areas which will constitute towards selection of the candidate and will help to find out the different skills which will be required to choose an employee perfectly suited for the job (Coleman & Borman, 2000). Some of the different factors which will contribute towards contextual performance behavior are Negotiation which will look at developing a process through which proper negotiation skills are developed and will help to improve efficiency and will have a positive impact on the overall performance. Leadership aspect will determine different rules and strategies which will help to achieve the group goals and will thereby ensure that the overall objectives of the business are achieved (Mumford, Marks, Connelly, Zacarro & Reiter- Palmon, 2000). Team Building aspect will improve the contextual performance as it will help to build a team through which resources are used in the most effective manner and will help to multiply the chances of achieving the goals Strategic Analysis will finds out the best method through which the goals will be effectively achieved and will help to determine the path through which overall efficiency will be gained in the system Customer Retention looks at improving the contextual performance by throwing light on areas which helps to develop strategies which facilitates a process of customer retention and provides the required benefit which BMS is looking to achieve Some of the different factors which will contribute towards task performance behavior are (Hale, 2003) Optimum coverage frequency of highest potential physician which will accomplish the target as it will make the workforce to become more committed and look improve the coverage so that more and more physician can be targeted. Accountability will give rise to responsibility and ensure a sense of belonging by making the person to work in a manner which will help to accomplish create accountability and will make the workforce work in a manner through which the goals are achieved in the most productive manner Achieving result is the main focus of task performance which will help the resources to be used in a manner through which better performance will be projected. This will help to bring the required transformation and make the resources to be used in such a manner that the goals are achieved. This will multiply the effectiveness and direct the resources in a manner which helps to accomplish the task. Thus, the task and contextual performance behavior indicators looks towards different variables based on which the performance will be highlighted and will thereby help to create an impact which will provide the workforce to work in a manner where the different indicators will help to improve the performance. Case Study 4-3 Method to gauge performance measurement Paychex has to look towards using a mix of behavior and result approach to measure the performance of an individual. Using a mix of both the approach will help to judge the performance of an employee in the most effective manner as it will look towards including both the behavior and result approach to gauge the performance of an employee. Using the behavior approach will help to understand the process and the commitment level which the employees demonstrates towards accomplishing the goal. This will measure the performance of the employee based on the degree of commitment and will look towards giving importance to the process that has been followed to accomplish the goal. This will thereby ensure that the performance of an employee is evaluated on factors beyond the final result and will ensure that the employee looks towards maintaining efficiency while looking to achieve the goals. This will thereby have a positive impact on the employees and will help them to get a direction based on which their performances have been evaluated (Gray, Owen and Adams, 2006). The result approach as the traditional approach will look towards evaluating the performance of an employee based on the final goal which the employee has been able to achieve. The main aspect in this approach will be the final result as it has its importance for the long term sustainability of both the employees and the organization. Using both the approach will have a positive effect on the morale of the employee and will help to bring the required transformation through which every aspect of the job is considered and the performance of an employee is evaluated based on different factors. Descriptions applying to the job of an account executive The different requirements of the job fit into different behavior as Performing according to the client need fits the result approach as the main focus here will be to ensure that the requirements of the clients are satifed and the client becomes satisified with the work Establishing clients on host processing system will meet the behavior approach as it will be directed towards ensuring that the process is developed through which clients are established Acting as a primary contact for the client will meet the behavior approach as it will be directed towards ensuring that the process is developed through which clients are established Supporting clients again falls in the behavior approach as it will be directed towards ensuring that the process is developed through which clients are facilitated to carry out the work Completing the required documentation fits the result approach as the main focus here will be to ensure that the requirements of the clients are satisfed and the client becomes satisfied with the work which will become possible only when proper documents are filed Helping the client in the different activities is a mix of result approach and behavior approach as it will determine the path based on which the goals will be achieved in the most effective manner Case Study 4-4 Five steps to Excellence Deliberate practice is an art where the individual looks towards a highly structured activity and engagement so that the specified goals can be achieved. This helps the person to excel and provides an opportunity through which the performance of an individual gets enhanced. The file steps which lead towards excellence are (Barr, 2012) Importance of motivating oneself so that the person becomes committed towards the goal and works with the fundamental in mind that the stated objectives has to be achieved through constant developments. Look into the pre existing knowledge that the person has and based on it a framework has to be developed which will use the present knowledge and work in a manner through which the goals are better achieved Continuous feedback on the developments and the area of concern should be provided as it will help the person to work on the areas which are a concern and based on it will help to develop the mechanism through which the gaps are better filled. Look to perform the same task again and again until utmost efficiency is achieved which will lead towards carrying out the activities in the most effective and efficiently manner. This will help to preserve time, effort and money and will have a positive relevance on the manner the work is carried out Lastly, the overall developments should be intentional and should be done with the purpose of achieving the goals. Having a proper intention will provide the correct guidance and will help to use the resources in a manner throigh which the goals will be achieved Ways in which Ricardo can improve Ricardo needs to look towards shedding his fear regarding public speech which can be achieved by developing different programs which focuses on improving his overall method of passing information. This can be achieved to a large extent by joining some programs which looks towards personality development and shapes the manner in which a person appears before the public. Using different methods like speaking in front of the mirror will prove beneficial as it will help to fill the gap and will provide the basic direction through which the fear disappears (Bebbington, 1997). Ricardo in this regard will require constant and deliberate practice as being able to overcome fear is a long process and will require special efforts and considerations from different directions. This will help to transform the manner in which Ricardo is able to attend meetings and will bring the best out of him. This can be achieved to a large extent by joining some programs which looks towards personality development and shapes the manner in which a person appears before the public. This will help in the overall development of Ricardo and will help to achieve the goals in a far better way (Murray, 2010). Conclusion The report presents the four cases on different issues of performance evaluation and highlights the different factors which need to be considered while measuring the performance. Working on the different areas will help to improve the performance and ensure that positive results are achieved in the future. References Anthony, R. 1998. Management Control Function. 2nd Edition, Harvard Business School Press, Prentice Hall, UK Bebbington, J. 1997. Engagement, Education and Sustainability: A Review Essay on Environmental Accounting. Accounting, Auditing and Accountability, 10 (3), 365–381. Barr, C. 2012. Delberate Practice: What is it and why we need it? Retrieved on March 25, 2013 from http://expertenough.com/1423/deliberate-practice Bateman, T. & Snell, S. 2004. Management: The New Competitive Landscape. 6th Edition, McGraw Hill, New York Coleman, V. I., & Borman, W. C. 2000. Investigating the underlying structure of the citizenship performance domain. 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