Performance Management

Subject: Retail Management

Paper Model: APA

Paper Type: Research Proposal

Total Words: 1091

Document Outline

Performance Management
Blame Library
Question 1
Please identify one component in the performance management process at the Blame Library that has not been implemented effectively.
Collaborations with managers 
Consequences
Question 2
Describe how the poor implementation of specific component you have chosen has a negative impact on the flow of the performance management process as a whole.
Systematic Job Analysis
Consequences
Question 3
Discuss what should be done to improve the implementation of the component you have chosen in question 1
Collaborations with managers 
Emotional connection with others
Management Empathy
Cooperate with other
Be a coach
References
 


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Performance Management

Blame Library

Question 1

Please identify one component in the performance management process at the Blame Library that has not been implemented effectively.

Collaborations with managers

Blame library has potential to serve thousands of students in university. In addition, readers this region can also take benefit from their favorite books in this library.  Perfect implementation of performance management is necessary for Blame library to create a good image of university and convince new comers to visit and read. Employees in Blame library lack collaborations and cooperation with managers regarding operations activities.

This is important for managers too to deal with employees on regular basis to have effective and lucrative work. They are doing their own duties, and lack communication for mutual decisions regarding operations. This aspect of performance management is not implemented effectively, which leads towards improper check and balance. Different complexities exit in library, which are to handle for readers. (Musselwhite, 2008)

This is found that employees do not intend to meet with managers due to reluctance and lack of motivation. We can say that there is not an effective structure of communication process, which can motivate employees to ask questions and react accordingly. Some time employees need some guidance and support from manager in many cases in library. Managers in blame library do not conduct different meeting to train, support and analyze the performance of employees.

This is a fact that employees often feel reluctance to deal with higher authorities in an organization. This is responsibility of managers to summoned employees daily and asks about operations and their job responsibilities. This will help them to make work environment better and will leave a good impression of readers. University needs to implement this aspect in Blame. (Musselwhite, 2008)

Consequences

In Blame library, employees are lazy and feel free to do their work, which makes them inefficient. Without communicating and cooperating with each other, they cannot have effective plans for betterments in Blame, which may decrease image and service quality. If upper management calls employees and managers to ask regarding operational activities then they may face barriers to provide a mutual viewpoint. This is very important pillar of performance management and must be implemented in Blame library. (Musselwhite, 2008)

Question 2

Describe how the poor implementation of specific component you have chosen has a negative impact on the flow of the performance management process as a whole.

Systematic Job Analysis

Blame library lacks effective systematic job analysis. Management of university does not hire qualified and related staff according to job specifications and nature. They used to hire without merits in Blame library, which has created a negative impact on performance management as whole. Readers in library face difficulties to communicators with employees, as they are not qualified and good communicators. (Smith, 2012)

Library need proactive staff can lead readers through effective categorizations and stocking of books. Apart of this, work has not been divided well among employees, which always create confusions. In result, readers have to wait for a long time to deal with employees and find their required books. Employees have not been divided in different shifts effectively.

Consequences

 It will take much time to train employees in library who intend to work beyond his/her qualification. This is necessary for higher management to hire employees according to job specification and descriptions. Human resource department should play an important role to hire competent, talented and qualified persons.

Systematic job analysis can be derived through regular surveys and visits in Blame library, which has not been implemented yet. Blame library has a potential to attract readers, as it is different from other libraries in different universities. However, management of this university has not paid enough attention. Ineffective job analysis leads towards the unfair activities in duty hours in library. It compels the employees to create negative impression. (Luecke & Hall, 2006)

In addition, this is found that managers rate its employees on the basis on general behaviors. Employees rating through forms are very general type of technique in this library, which hides many aspects of job performance. Job performance of employees must be rated on modern techniques such as performance appraisal systems to have best evaluations. (Ahmed, Madani, & Siddiqui, 2010)

Question 3

Discuss what should be done to improve the implementation of the component you have chosen in question 1

Collaborations with managers

 

Blame library has several problems but there are some techniques available for improvements. As mentioned above, managers and employees are not too good with each other to deal operational activities. This is due to poor implementing and it can be fixed with following points.

Emotional connection with others

Performance management must have a unique structure of regular meetings among managers and employees. This will help them to create emotional connections with each other. This is a fact that emotional attachments will provide immense motivation to employees, which will make them more lucrative and effective in their work. (Luecke & Hall, 2006)

Management Empathy

Managers are also employees of this university and this is their responsibility to create management empathy in library. This will be good to give free hand to workers to work something creative. Immense support and need will help managers and employees to get close of each other. The most important thing is to build trust on each other to have better outputs for university and readers

Cooperate with other

Cooperation is necessary especially in peak hours. However, obligations must be met regularly but sometime they have to cooperate with each other to evade complexities. In Blame, library collaboration is vital to provide unique and different services

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