Description
Organizations have always struggled to improve performance. In the 1800s, Frederick Taylor?s Scientific Management theories laid the groundwork for early performance improvement and management. Even today, we struggle to maximize performance in the workplace. Review the article from this unit?s reading, ?The Role of Feedback as a Management Tool in Performance Management Program.? Address the following scenario with a minimum of three key points made in the article.
Scenario
Abdulrahman has been with your organization for two years in the capacity of a Finance Manager. Abdulraham?s manager is Malek, who is the Director of Accounting and Finance. Abdulrahman has witnessed Malek speaking negatively towards setting goals for the department, and for staff.
Malek feels performance management is a waste of time and thinks he should rather be spending his valuable time on producing financial statements and other reporting tools to help show areas where revenue could be increased for the organization. Abdulrahman is a great worker but does not understand what his day-to-day work-related responsibilities entail. Malek assigns tasks daily and expects those tasks to be completed by the time Abdulrahman clocks out each day, which leaves Abdulrahman with a sense of uncertainty in his performance. Furthermore, Abdulrahman feels that he lacks the necessary understanding of how his duties are linked to the organization?s mission, vision, and values. Finally, Abdulrahman doesn?t know how he will be assessed to determine if he deserves an annual raise.
Response Items to Address
- To ensure Abdulrahman?s motivation and performance success, what steps must Malek take to ensure the connection of Abdulrahman?s duties to the organization?s mission, vision, and values?
- How should Abdulraham address the lacking performance management process with Malek?
- If you were implementing a new performance management system, what would it look like and how would it compare to the existing system?
- As a current or future manager, how will you ensure your staff are never placed in Abdulrahman?s situation?
Hint
When thinking of future performance management components, focus on performance execution, performance assessment, and performance review. When thinking about Abdulrahman?s experience in the scenario, think about prerequisites and performance planning.
Embed course material concepts, principles, and theories (require supporting citations) in your initial response along with at least one scholarly, peer-reviewed journal article. Keep in mind that these scholarly references can be found in the Saudi Digital Library by conducting an advanced search specific to scholarly references. Use Saudi Electronic University academic writing standards and APA style guidelines.
Be sure to support your statements with logic and argument, citing all sources referenced. Post your initial response early and check back often to continue the discussion.
You are required to reply to at least two peer discussion question post answers to this weekly discussion question. These peer replies need to be substantial and constructive in nature. They should add to the content of the post and evaluate/analyze that post’s answer. Normal course dialogue doesn?t fulfill these two peer replies but is expected throughout the course. You are also required to address all questions posed on this discussion board prompt.
12:14 PM Mon 31 Jan
Il 70%
Discussion Rubric
Writing
Quality
O Points
No Evidence – Did
not participate.
–
2 Points
Meets Expectation
– Writing is well
organized, clear,
concise, and
focused; no errors.
.5 Points
Limited Evidence –
Numerous errors
or omissions-at
least some major-
in writing
organization,
focus, and clarity.
discussion.
1.5 Points
1 Point
Approaches
Below Expectation
Expectation – Some – Numerous
significant but not significant errors
major errors or or omissions in
omissions in
writing
writing
organization,
organization, focus, and clarity.
focus, and clarity.
1.5 Points
1 Point
Approaches
Below Expectation
Expectation – Initial – Initial post 2 days
post made 1 day late.
late.
1.5 Points
1 Point
Approaches Below Expectation
Expectation – Initial – Initial post only.
post and one other
post of substance.
2 Points
Timeliness Meets Expectation
– Initial post made
before deadline.
–
.5 Points
Limited Evidence –
Initial post 3 days
late.
0 Points
No Evidence – Did
not participate.
Quantity
2 Points
Meets Expectation
– Initial post and
two other posts of
substance.
.5 Points
Limited Evidence –
One post of
substance to
colleagues.
O Points
No Evidence – Did
not participate.
Points Possible: 10
12:14 PM Mon 31 Jan
Il 70%
?
Discussion Rubric
1 of 1
SEU Discussion Board Rubric
Meets
Expectation
Limited
Evidence
No
Evidence
Content
Approaches
Below
Expectation
Expectation
Content, Research, and Analysis
1.5 Points
1 Point
Approaches
Below Expectation
Expectation – – Demonstrates
Demonstrates fair significantly flawed
knowledge of knowledge of
concepts, skills, concepts, skills,
and theories.
and theories.
0 Points
No Evidence – Did
not participate.
.5 Points
Limited Evidence –
Demonstrates poor
or absent
knowledge of
concepts, skills,
and theories.
2 Points
Meets Expectation
– Demonstrates
excellent
knowledge of
concepts, skills,
and theories
relevant to topic.
2 Points
Meets Expectation
– Statements are
well supported;
posts extend
discussion.
Support
1 Point
Below Expectation
– Support is
deficient; posts do
not extend
discussion.
–
.5 Points
Limited Evidence –
Statements are not
supported
O Points
No Evidence – Did
not participate.
1.5 Points
Approaches
Expectation –
Statements are
partially
supported; posts
may extend
discussion.
1.5 Points
Approaches
Expectation – Some
significant but not
–
Writing
Quality
–
2 Points
Meets Expectation
– Writing is well
organized, clear,
1 Point
Below Expectation
– Numerous
significant errors
.5 Points
Limited Evidence –
Numerous errors
or omissions-at
O Points
No Evidence – Did
not participate.
–
7:09 PM Tue 8 Feb
35%G
Performance Management Process
The discussion is useful to explain the role of feedback in the performance management of the employees.
In the given case, the motivation and performance success of the finance manager can be done by utilizing a
proper performance appraisal system in the organization. The performance assessment must be conducted
by Malek to ensure the connection of the finance manager and other employees with the corporate strategies
of the company. Moreover, the performance execution must be considered by the director of the finance
department in order to ensure maximum success of the long-term and short-term objectives of the company
(Aguinis, 2019).
The performance review conducted by the organization will also be useful to highlight the issues,
challenges, and problems faced by the employees. The review process is positive two-way communication
among the manager and the employee. Moreover, Abdulrahman can address the lack in the performance
management process with the head of finance by explaining to him the usefulness of performance planning
(Anderson & Kimball, 2019). The role of mission, vision, and knowledge about the job is an important step
to understand the needs of the company, demands of the company, and quality of work needed by the
company. The performance planning will be helpful to determine the attitudes, skills, work quality,
organizational culture, and employee responsibilities with the goals of the company (Guo & Ling, 2019).
While implementing a new performance management system, I would like to improve the evaluation system
of performance. The new system will contain a questionnaire-based evaluation of the performance of
employees after every quartile. On comparing the new system with the existing one, we can extract that
previously the company doesnt focus on a performance evaluation system (Anderson & Kimball, 2019).
As a current manager, I will ensure that my staff could not be at Abdulrahmans position by using positive
constructivist strategies in staff management practices and organizational behavioural management. The
issues and problems of employees will be addressed satisfactorily with the help of weekly meeting sessions.
The strategies of providing incentives will also be used to motivate employees (Aguinis, 2019).
References
Add Reply
7:09 PM Tue 8 Feb
35%G
Performance Management Process
The discussion is useful to explain the role of feedback in the performance management of the employees.
In the given case, the motivation and performance success of the finance manager can be done by utilizing a
proper performance appraisal system in the organization. The performance assessment must be conducted
by Malek to ensure the connection of the finance manager and other employees with the corporate strategies
of the company. Moreover, the performance execution must be considered by the director of the finance
department in order to ensure maximum success of the long-term and short-term objectives of the company
(Aguinis, 2019).
The performance review conducted by the organization will also be useful to highlight the issues,
challenges, and problems faced by the employees. The review process is positive two-way communication
among the manager and the employee. Moreover, Abdulrahman can address the lack in the performance
management process with the head of finance by explaining to him the usefulness of performance planning
(Anderson & Kimball, 2019). The role of mission, vision, and knowledge about the job is an important step
to understand the needs of the company, demands of the company, and quality of work needed by the
company. The performance planning will be helpful to determine the attitudes, skills, work quality,
organizational culture, and employee responsibilities with the goals of the company (Guo & Ling, 2019).
While implementing a new performance management system, I would like to improve the evaluation system
of performance. The new system will contain a questionnaire-based evaluation of the performance of
employees after every quartile. On comparing the new system with the existing one, we can extract that
previously the company doesnt focus on a performance evaluation system (Anderson & Kimball, 2019).
As a current manager, I will ensure that my staff could not be at Abdulrahmans position by using positive
constructivist strategies in staff management practices and organizational behavioural management. The
issues and problems of employees will be addressed satisfactorily with the help of weekly meeting sessions.
The strategies of providing incentives will also be used to motivate employees (Aguinis, 2019).
References
Add Reply
7:10 PM Tue 8 Feb
35%G
Steps for Mr. Malek
Performance management is one of the essential skills for a team leader to motivate, lead, direct, and
resolve the issues team members. in the given case, Malek believes that performance appraisal activities
within an organization waste valuable time, and he prefers to spend time on preparing financial
statements rather wasting time and efforts on performance management. Mr. Malek has to take several
steps to link the duties and responsibilities of Abdurrahman with the overall organizational mission, vision,
and values. Mr. Malek has been obliged to review his leadership style and adopted an approach to ensure
employees high performance. The research study of Nursari, S. R. C., & Murtako, A. (2021) explained that a
team leader like Malek must have developed strategic plans for workers assessment and performance
management. In addition, he needs to involve his team members in different activities and coordinate with
each other. All of these steps will help him to link the duties of Abdurrahman with overall organizational
goals.
Addressing Abdurrahmans performance management
For identifying the issues in the performance management of Abdurrahman with Malek, Abdurrahman
must raise his issues with him and also discuss his concerns with the HR department. When he shares his
concerns and problems with HR and Malek, he will get feedback from both sides that would help him
address lacking performance management with Malik, as also addressed by Dangol, P. (2020).
New performance management compared to the existing system
As the team leader, I would implement a quarterly performance management system within the
organization in which every employee would have a separate file of his activities that would contain his
occurred violations and best performance activities; moreover, if quarterly performance appraisal system
is more informative compared to the existing performance management system also elucidated by
Mulvaney, M. A. (2017).
Avoiding Abdurrahmans situation as a leader
Being a leader of a team is one of the critical tasks. In the given scenario, I would empower all the team
members through training to evaluate their mistakes. I will give them constructive feedback, improve their
performance, and discuss their issues that would reduce their stress during working within the company,
as also explained by Aguinis, H. (2019).
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