“A 360-degree feedback has great promise as a method for creating both behavior change and organization” (Bracken & Rose, 2011, p. 183). Consequently, a 360 degree feedback is a system employees receive confidential, anonymous feedback from the people those who work around them. So, under the right circumstance, this process can create a behavior change that may increase an individual’s job performance. However, through research, it is believed that the 360 degree feedback is the key to improving the quality and effectiveness of performance management in organizations today (Bracken & Church, 2011, p. 36.).
Theory X pertains to “a pessimistic view of employees,” in which they are not satisfied with their work, must be constantly “monitored,” and must be compensated or punished. This view, according to McGregor, is the common standpoint of managers. Thus, theory Y is proposed in order to replace the traditional context with a new and positive outlook. It connotes that employees are well-satisfied with their jobs, dedicated, hardworking and innovative. Leaders that possess the traits of theory Y are perceived of positive benefits while working as a team in regard to mutual trust, collaboration and contributions (“Content Theories of Motivation,” n.d., p.
The professional supervision is something where workers are provided with the responsibility from the Organisation to work with each other in meeting up certain personal, professional and Organisational objectives. The aim of supervision is for the workers and employers to get along and conduct face to face meeting in order to evaluate and reflect effective progress within their work practice. While undertaking supervision, it is necessary to explain the total workload of each and every employee, highlight competences, training needs and skills. This gives the chance for discussing any conflicts which the individual might face with other colleague, service user and the way the project is taken under consideration, along with freely allowing
Employee performance: Performance is measured through appraisal, employee efficiency, attendance and 360-degree feedback. Employee Turnover: Losing valued and non-valued employees can take a toll on an organization. The successful use of talent management through Recognition and reward can help to prevent the turnover rate of workers. High Potential: Employees with great potential can measure the ability and skills they possess, their yearning of escalating within the organization and their overall capability. External versus Internal Hiring: knowing when to develop or acquire talent can be cost-effective for the organization.
Building a relationship with management leads staff to value their manager’s input and take it as help to improve rather than criticism. Using constructive criticism can be an effective tool for management to encourage and provide support to employees who could improve. Other benefits of implementing constructive criticism in the workplace is that it can help make your product or service stronger. Providing feedback for improvement will result in more efficient productivity. Providing constructive feedback to employees not only helps improve their performance but it can also help a manager think about how they work and self-evaluate themselves to access where they may need improvement.
Leader plays an important role in delivering the responsibility rather than the focused on the authority and command when dealing with the employees. Leaders attitudes, behaviors, characteristics and skills might contribute to the good leadership style in the organization as mention by( Abd Rahman et al , 2013). The leaders should have the capability to operate with integrity, honest, efficiently and communicate clearly with the employee to make sure both side achieving the goal and objective of the company, (Mosadeghrad, 2003). Effective and efficient leadership style might contribute to the success in completing task given, leadership style leads to employee satisfaction and it is a good indication to prove that a better style might lead
Moreover, both job satisfaction and employee engagement are playing a significant role through accomplishing the organizational goals and objectives effectively and efficiency. Job satisfaction is important in the organizational settings, because according to Robbins and judge in 2013, first of all, job satisfaction affects productivity because several studies have stated that, the more employees are satisfied and happy, they more likely to have more products. Secondly, job satisfaction influences absenteeism, there is a negative relationship among job satisfaction absenteeism because satisfied employees are less likely to miss work. In the third place, job satisfaction again plays an essential role through the decisions of staying or leaving of the workers within the organization which is called turnover .in the fourth stage, job satisfaction is the main consideration of an employee 's organizational citizenship behavior (OCB), also the employees who are more satisfied are more likely to involve in OCBs, and talk more positively about the firm. In the end, job satisfaction also plays an important role through satisfying the customers, satisfied employees have a
Schuler (Whatishumanresource.com, 2014) “Performance appraisal is a formal, structured system of measuring and evaluating an employee’s job, related behaviour and outcomes to discover how and why the employee is presently performing on the job and how the employee can perform more effectively in the future so that the employee, organisation and society all benefit.” This process will establish performance standards for better monitoring and evaluation. These standards must be communicated to the labour force, to be able to measure the actual performance of employees and to monitor and evaluate the organisation progress effectively. Then, the actual and the standard performance will be compared and, corrective actions will be respectively design and the process of monitoring and evaluating will be
It all boils down to the quality of work and amount of employee engagement a supervisors wants in their organization. In order to have a successful business and an abundance amount of support from employees, supervisors need to know the effective methods of employee recognition. In order to know how to effectively give out employee recognition, the importance of the matter should be completely understood by any supervisor. Employee recognition could be seen as a motivation factor. When an employee is given proper recognition, they are motivated to get the current tasks done, as well as future projects.
Therefore, PMS was developed to manage the performance within organizations. 2.2 Methods Adopted in Reviewing Performance Various methods or techniques have been developed by the experts to assess the performance of the employees. a) 360-Degree Employees rate themselves on various performance dimensions and this is compared to the assessment of others to arrive at a definitive conclusion about the employees’ performance. The information is either gathered confidentially or by the employee nominating people to assess his performance all year round. During this process a gap analysis is performed to examine areas of discrepancies and improvement which adds on to the qualitative nature of the process.