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Your search returned over 400 essays for "employee performance"
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Effect of Teamwork on Employee Performance - SECTION-I INTRODUCTION In this era of increased competition, leaders recognize the importance of teamwork more than ever before. Teams can expand the outputs of individuals through collaboration. Employees who have effective teamwork skills are becoming the standard for the organization (Alie, Beam and Carey, 1998). Teamwork is one mean of improving man-power utilization and potentially raising performance of individual. Teamwork may impact favorably on establishment performance, job satisfaction and increased employee commitment level (Sparrow, 2003)....   [tags: Business Management]
:: 31 Works Cited
2705 words
(7.7 pages)
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Effect of Teamwork on Employee Performance - SECTION-III METHODOLOGY The research study was based on quantitative research technique. The study was conducted to investigate the effect of employee teamwork on employee performance. The data was collected from Directorate of Higher Education (DHE), Khyber Pakhtoon Khawa (KPK) Peshawar city. The research study analyzes the impact of the independent variables that is employee teamwork, learning, goal attainment, job satisfaction on employee performance which is dependent variable. During the research study, researcher’s interference was minimal, unit of analysis was individual and type of study was cross sectional....   [tags: Business Management]
:: 31 Works Cited
1821 words
(5.2 pages)
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Motivation Theories and Employee Performance - In an organization, it is very important to learn how to motivate employees. Motivation refers to the set of forces that influence people to choose various behaviors among several alternatives available to them. The performance of an employee is definitely affected by motivation, his capabilities, and the work environment (Shanks, 2007). The management of an organization is constantly under the challenge of motivating the workforce for two purposes. The first reason is to motivate employees into actively and willingly participating in the achievement of organizational goals....   [tags: Psychology, Business]
:: 6 Works Cited
1658 words
(4.7 pages)
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Employee Performance Management System - ... All managers and supervisors are responsible for the conduct of any employees reporting to them and hold them accountable if they fail to take reasonable steps to prevent and detect unethical or illegal behavior. They are prepared to act swiftly with appropriate corrective action in response to substantiated allegations. Recruitment and selection are a practice that businesses use to acquire and hire employees. This process should not be taken lightly and must include significant elements to ensure that businesses comply with internal policies as well as with local, state and federal regulations....   [tags: goals, satisfaction, staff, productivity] 800 words
(2.3 pages)
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Incentive Pay, Employee Performance and Employee Productivity - Introduction Today, competition between the businesses is extremely high thus companies need to find ways to be competitive. Organizations prepare the best market strategy to increase the company performance and the ways to keep their employee motivation on the highest level to perform well within the competition. At that time, several incentive pay programs play an important role for every organization to perform well within the competition. Creating and implementing of incentive pay system supports to solve organizational problems to align the preferences of business and employees....   [tags: motivation, employees, sharing, stocking]
:: 12 Works Cited
3081 words
(8.8 pages)
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Employee Performance Indicators - Employee Performance Indicators The term performance is a relative term and need to be associated with the subject under discussion. For example its three broad kinds with reference to the current study are the employee, whose performance may be measure in an individual status. The team status of an employee for the measurement of performance is another perspective. Kirkman & Rosen (1999) found that in order for an organizational teams to be highly effective, their members must experience meaningfulness, and impact....   [tags: Business Management]
:: 15 Works Cited
2661 words
(7.6 pages)
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Employee Performance Measurment - Assignment 2 Introduction Employee performance is the job related activities expected of a worker and how well those activities were carried out. (Johnsen, 2000) Measurement involves ascertaining the size, amount, or degree of something by using an instrument or device. (Euske et al., 1993) Therefore it can be concluded that employee performance measurement is how organizations, public and private, measure the quality of their activities and services. It involves the regular collection of data to assess whether the correct processes are being performed and desired results are being achieved....   [tags: organization analysis, goal achievement]
:: 12 Works Cited
2370 words
(6.8 pages)
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Employee Performance Evaluations - A. Employee performance evaluations and how they are handled can be important in influencing an employee’s behavior. In the scenario given, the manager evaluated the engineer on three criteria last year, friendliness, neatness of workspace, and attitude. These criteria are concerning because there is little that can be accurately measured. The criteria rely heavily on relationships and personal characteristics. The engineer is judged on friendliness and given a medium rating. The engineer is said to be standoffish with coworkers, even though the coworkers are playing practical jokes on the engineer....   [tags: Business ]
:: 1 Works Cited
1161 words
(3.3 pages)
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Questions and Answers for Managing Employee Performance - 3. Be able to explain the concepts of reliability and validity.167 Reliability and validity are forms of measurements used under personnel selection. Personnel selection is a method used by the organization in order to determine who will or will not be permitted to become part of the company. Organizations will use reliability, validity, ability to generalized, high utility, and legal to make their decisions. Reliability is a measurement that determines how free a measurement is from random error....   [tags: reliability, errors, appraisal] 1183 words
(3.4 pages)
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Effect of Teamwork on Employee Performance - EMPLOYEE TEAMWORK According to Cohen and Bailey (1999), a employee team is defined as a collection of individuals who are interdependent in the tasks they perform and who share responsibility for the outcomes. Teamwork is the process of working collaboratively with a group of people, in order to achieve a goal. Teamwork is often a crucial part of a business, as it is often necessary for colleagues to work well together, trying their best in any circumstance. Teamwork means that people will try to cooperate, using their individual skills and providing constructive feedback, despite any personal conflict between individuals (Jones, 2008)....   [tags: Business Management ] 1881 words
(5.4 pages)
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Research on Employee and Student Performance - Discussion The purpose of this study is to inspect the valid and biased predictors of employee and student performance. In this study, we hypothesized that employees and students who were higher on conscientiousness would reserve higher scores on their performance ratings (Hypothesis 1), and raters who were higher on agreeableness would rate higher scores on ratees’ performance (Hypothesis 2). Also, we testified whether there was a difference between supervisors and peers on performance rating (Exploratory Question)....   [tags: supervisors and peers, hyphotesis] 1273 words
(3.6 pages)
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Performance Management and Rewards - Introduction The organization’s goals and missions can be effectively accomplished if the employees are adequately involved in their operations. Platts & Sobótka (2010, p. 349) claim that the employee being the main factor that determines whether the organization excels or not, should be treated in a manner that will make him improve his willingness to perfect his work. Performance of an organization is dependent on three factors: the first factor is the inputs which is a category of employees who offer their skills, knowledge and competence....   [tags: human resources, employee performance]
:: 7 Works Cited
3461 words
(9.9 pages)
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The Effect of Motivation on an Employee's Work Performance - The aim of this essay is to give an in depth explanation on the effect that motivation can have on an employees' commitment and performance at work. It will examine several different motivational theories and their criticisms. It will also look at how differing attitudes of an employee affect motivation. Finally it will examine how motivation is linked to commitment and performance at work. What is Motivation. Motivation can be described as a driving force within us. It makes people try and achieve certain targets in order to satisfy a particular need or expectation....   [tags: Employee Motivation] 1898 words
(5.4 pages)
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The Benefits of a Psychological Contract in Employee Performance - ... Be honest to the employer. Besides give a full loyalty to the company, I also will be honest to the employer because it important to establish and develop good relationship with employer and another co-workers. An honest employee is extremely valuable to businesses because one of the biggest problems in the organization is dishonest employees. Honesty involves telling the truth in all work matters. I will never lie on my job application, timesheets, or expenses statements. For example, I will follow work schedule that have been fixed by company and will not take extra time or extend during break time even 5 minutes for socializing with another co-workers or personal callers....   [tags: organizational culture, company benefits]
:: 2 Works Cited
1485 words
(4.2 pages)
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To What Extent Does Personality Predict Employee Performance? - To what extent does personality predicts employee performance. Introduction The spirit of trait approaches in organization performance is an idea that employees own stable personality characteristic that meaningfully influence their attitudes towards, and social reactions to, organizational backgrounds. People with specific traits tent to be moderately consistent in their attitudes and conduct over time and across condition. Managers seem to inherit a strong trust in the authority of personality traits to forecast behavior at the work area....   [tags: attitude, trait, motivation]
:: 12 Works Cited
2217 words
(6.3 pages)
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To what extend personality predicts employee performance? - 4). Discussed below are different researchers’ arguments and explanations on how personality predicts employee performance. This essay will explore both negative and positive ways in which personality can predict the performance, as well as explaining what personality is. Past research has “demonstrated that personality constructs are associated with work performance, with some traits like conscientiousness predicting success around jobs. Other linked with specific occupations e.g. extraversion correlates with success in sales and management as well as training performance supporting”, (Barrick et al., 2002, 87: p.43)....   [tags: ]
:: 13 Works Cited
1702 words
(4.9 pages)
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Employee Performance Reviews - Performance reviews are designed to both evaluate general performance and measure progress around specific goals. Both negative and positive aspects are incorporated in these reviews as they should serve as a point of reference to both look back in evaluation and ahead in anticipation. Pulling back from daily demands in order to assess and review employee performance allows managers to focus their attention on specific departments and clarify what is high priority to their company. Performance reviews also act as an opportunity to acknowledge working staff and identify professional development which will further support the staff members’ career growth....   [tags: Business Management Employment ] 1310 words
(3.7 pages)
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Increasing Employee Performance through Motivation - INCREASING EMPLOYEE PERFORMANCE THROUGH MOTIVATION Organizational Behaviour Master of Business Administration in HRM Background of Organization World University Service of Canada or WUSC as it is commonly known world wide is a leading Canadian Development Agency, which is a network of individuals and post secondary institutions. The mission of WUSC is to foster human development and global understanding through education and training. WUSC operates development projects in the Balkans. Botswana, Burkina, Faso, Ghana, Haiti, Malawi, Palestine, Peru, Sri Lanka and Vietnam in and deliver meaningful results in the following areas: 1. Education and Health – including basic and higher ed...   [tags: Organizational Behaviour] 1794 words
(5.1 pages)
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Work Place Environment and Its Impact on Employee Performance - In ergonomics, the major concept is the relationship between people, their work and the things they use at their places of work. The relationship and the manner in which these factors depend on each other influence their operations and efficiency. This means that good and well-established relationships enhance the efficiency by increasing speed and making quality of the final result better. Poor relationships between workers and the environment cause the quality of activities to drop and errors may also be experienced in the long run (Shaver and Braun 3)....   [tags: Business Analysis ]
:: 19 Works Cited
2431 words
(6.9 pages)
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HRM Functions, Policies and Practices can influence Employee Performance - Introduction Human Resource Management (HRM) is one of organization’s strategic managements of human capital within an organization and HRM introduces set of policies, activities and identifying the needs & requirements of the people in the work place. It is sub management function of overall general management. HRM is a systematic control of a system of interrelated process affecting and involving all member of organization. HRM uses arts (manage human capital) and science (apply theories and policies) when managing people....   [tags: human capital, job analysis]
:: 6 Works Cited
1856 words
(5.3 pages)
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How Support from Employers on Work- Life Balance Affects Employee Performance - ... This increased the incidence of stress and burnout leading to unhealthy and unhappy work environments. Such consequences have the potential of costing organizations billions of dollars in the area of disability claims, employee absenteeism, and lost productivity. In the research article by Stone, et al.(, four questions were addressed. First, will work–family conflict will be positively related to (a) emotional exhaustion and (b) depersonalization and negatively related to (c) personal accomplishment....   [tags: environment, family, career] 2156 words
(6.2 pages)
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How Employee Evaluations Affect Performance - Based on our findings, performance appraisal is able to provide employees with feedback about their performance. XX Therefore, the supervisors should evaluate their employees because through performance appraisal evaluation, the supervisor is able to measure their employees’ level of performance and able to provide them feedback for further improvement on their weaknesses because supervisor is more experience on the daily process compare to the employees. For example, through performance appraisal, the supervisor is able to know and point out the weaknesses of the employees as well as giving them a chance to improve their weakness....   [tags: feedback, training, supervisors] 839 words
(2.4 pages)
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Effective of Incentive Pay on Employee Work Performance - Introduction Today, competition between the organizations is extremely high thus organizations need to find the ways to be competitive. They need to prepare best market strategy to improve the company performance and the ways to keep their employees motivation on the highest level to perform well within the competition. At that time, several incentive pay programs play important role for every organization to perform well within the competition. Creating and implementing of incentive pay system supports to resolve organizational problems for to align the preferences of organization and employees....   [tags: Incentives, compensation, merit]
:: 6 Works Cited
1070 words
(3.1 pages)
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Employee Motivation and Effective Job Performance - “It seems that the ethos of “shared sacrifice” evoked by this past generation has gone by the wayside. In place of the Greatest Generation, we are now in the midst of what might be termed the “greediest generation,” whose hallmark include an insatiable appetite for the trappings of status and wealth” (Monheit, 2010, p.272). Studies show how effective upbringing can influence the independence of an individual and the roles these characteristics play throughout adulthood (Lekes, Gingras, Phillippe, Koestner & Fang, 2009)....   [tags: Positive, Negative Feedback, Rewards] 1336 words
(3.8 pages)
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Performance appraisal in relation to employee and employers - Introduction Hendry et al (2000) suggest that appraisal is a “misused” process, designed to control employees’ activities. Nevertheless, past and recent scholars have regarded performance appraisals as a strategic and integral part of an organization (Longenecker and Goff 1992; Coutts and Schneider 2004). Performance appraisal is referred as two simple terms that provoke and propel strong responses, sentiments, opinions and judgment in the organizational context of formal appraisal procedure when mutually used together (Pettijohn L....   [tags: Human Resource Management, Appraisal] 2501 words
(7.1 pages)
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Private and Public Sectors: The History of Severance Pay - When choosing to work in public or private sector companies there are many factors to consider. Do you want to work with a company that only considered the factors of its company or do you prefer to work for a company that have employee compensation. These factors are considerably important. Based on empirical studies one of the determining reason about private sector is that it compensation is based on the company cash profits and tax avoidance rather than value of the executive compensation. In my report I support my findings of several researchers: (Tafkov, 2009), (Reda & Schmidt, 2014), and (Clausen, 1999)....   [tags: employee performance, payments, CEO]
:: 6 Works Cited
1026 words
(2.9 pages)
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Baseball Hats Boost Employee Motivation and Job Performance - ... The White Baseball Hat is a plain white hat intended for every employee at the beginning of the game-with no company signs, embroidery, or any design on it. It’s sole purpose is to welcome the employees and initiate them to the game. At this level, instructions about the game’s rules for performance levels and productivity goals required for each level are clearly set and communicated to all employees. By wearing the White Baseball Hat, employees feel that they are engaged, that they are eager, full of excitement and anticipation to play the game just set before them....   [tags: achievement, productivity, levels] 726 words
(2.1 pages)
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The Emotional Intelligence Explained through Starbucks - ... This naturally leads to Horchschild’s commercialization of human feelings, which is referred to as emotional labor. Emotional labor is mainly adapted in the service industry. Hochschild define emotional labor as the management of feeling to create a publicly observable facial and bodily display, emotional labor is sold for a wage and therefore has exchange value. (Hochschild, 1983; p.7). When our job requires us to induce or suppress our own feeling in order to display a particular emotion, it creates a means whereby emotional management can be purchased by employers for a wage....   [tags: employee performance, services, customer] 719 words
(2.1 pages)
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Annotation 10C-10E- Human Resource Management - Annotation 10C It is uneasy to conduct a performance review that lacks a clear purpose as well as a mutual understanding, between the interviewer and the interviewee on what this review is supposed to accomplish. The concern of this is which is more beneficial to, the organization, or to either the interviewer, or the interviewee. Most managers that conduct performance reviews find it a tough challenge. To evaluate and rate an employee, with an obvious bad performance record, with a good evaluation....   [tags: employee performance review]
:: 1 Works Cited
578 words
(1.7 pages)
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Performance Appraisal - Performance appraisals are a major component of human resource management systems used by organisations to measure and manage what is considered to be the most valuable resource available to them; human capital. This report aims to evaluate the effectiveness of performance appraisals and its application to both the employer and its employees, taking into consideration various rationales for its implementation. This will be achieved through an in depth review of the concept of performance appraisals, its evolution in corporate organisations and existing literature on the topic, and the effects (both positive and negative) to the organisation as a whole and to its employees....   [tags: Business, Employee Evaluation, Performance Levels] 1542 words
(4.4 pages)
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Talent Initiative Function Metrics - Introduction Organizations are concerned with aligning the outcomes of the talent management initiative with the business vision, mission, and values and the long term integration of their strategic planning (Silzer & Dowell, 2010). Organization understand that HR is not separate from the organization and to be successful in essence they must come together and work together to achieve success. When looking at the design there are leading and lagging indicators that must be distinguished. Leading indicators are metrics that will gather data to help the organization predict future outcomes and show how well the organization is positioned for future....   [tags: talent management, employee performance]
:: 3 Works Cited
935 words
(2.7 pages)
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Performance Management and Employee Satisfaction, by Milica and Milos Jaksic. - The study of PERFORMANCE MANAGEMENT AND EMPLOYEE SATISFACTION is written by Milica and Milos Jaksic. In this paper they trying to relate human resource management practices on performance management that help to satisfaction of employee. HRM measuring employee performance and having valuable feedback helps to get higher achievement and better performance within the organisation. Moreover trying to focus on managerial effort that will improve the employee performance as well there satisfaction on work and matching the overall organisational achievement....   [tags: organizations, achievements, workplace] 800 words
(2.3 pages)
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The Concept of Redesigning Job Tasks and Motivating The Employees - The concept of job design is not newly introduced; Frederick Winslow Taylor was the first to initiate the concept of redesigning job tasks and motivating the employees to optimizing their performance in early 20th century. Job design is an effectual tool for enhancing the employee’s performance. Job design includes techniques that encourage employees to execute productive results. It can be defined as “the application of motivational theories to the structure of work for improving productivity and satisfaction” (draft, 1994)....   [tags: job design, employee performance, motivation] 659 words
(1.9 pages)
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Performance Appraisal - Brief Overview of Performance Appraisal Performance Appraisal can be referred to as a method of evaluating your employees. Using this method, the performance of an employee is evaluated in terms of the quality, quantity, cost and time. Performance appraisal can be regarded as a part of career development. According to the modern approach of performance appraisal, it can be regarded as a formal interaction between a superior and a subordinate, usually taking place periodically, during which the performance of the subordinate is discussed with the aim of identifying the strengths and weaknesses of the subordinate....   [tags: Employee Performance Evaluation Work] 1837 words
(5.2 pages)
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Employment Engagement Policy - Effective employee performance is crucial in safeguarding the competitive positioning of an organization in the marketplace. However, realizing a strong and highly motivated workforce that is committed to a company’s mission and objectives is no doubt a challenging engagement for many managers (Kidwell, et al., 2010). In a move to promote productivity, the HR manager has implemented an employee engagement policy with the aim of enhancing workplace satisfaction, motivation and thus employee retention....   [tags: Effective Employee Performance]
:: 3 Works Cited
598 words
(1.7 pages)
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The Importance of Managing the Workforce to Competitive Advantage - Key Strategic HR Issues/ Problem Statement Research has shown that in order to achieve organizational success, firm cannot only rely on technology, marketing tools or strategic performance as their source of competitive advantage. Firm has to also know how to manage their workforce. (Pfeffer, Competitive Advantage Through People: Unleashing the Power of the Work Force, 1995). Youndt et al, (1996) even goes as far as commenting that people might be the ultimate source of a firm’s sustained competitive advantages since traditional sources of competitive advantage like economies of scale and etc have been weakened by economic changes and globalization....   [tags: employee, performance, communication] 2040 words
(5.8 pages)
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Managing Presenteeism in the Workplace - 1. Introduction Employee’s health is directly influence work behavior and employee performance, so companies attempt to encourage employees to maintain and promote employee health in order to avoid the cost produced from health problem. Although most companies promote employee healthy workplace, many companies still are suffered from employee absenteeism and presenteeism. Presenteeism is more interesting and hot topic in the workplace. Presenteeism is defined as employees attended to work while sick both from physical or mental health conditions, so those employees unable to work at the normal rate or full capacity....   [tags: employee performance, health, sick leave]
:: 9 Works Cited
1859 words
(5.3 pages)
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Industrial Relations - Workplace Satisfaction - Introduction There are a number of theorists that have attempted to explain job satisfaction and its influences throughout the years, such as Maslow’s (1943) Hierarchy of Needs, Hertzberg’s (1968), Job Characteristics Model, Locke’s (1976) Range of Affect Theory, Bandura’s (1977) Social Learning Theory, and Landy’s (1978) Opponent Process Theory. As a result of all of these theories and expansive research, job satisfaction can ultimately be linked to the following factors: Productivity, Motivation, Absenteeism/Tardiness, Accidents, Mental/Physical Health and General Life Satisfaction....   [tags: employee performance, turnover, company policies]
:: 6 Works Cited
1697 words
(4.8 pages)
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The Effect of Change on Organizations - ... The employees and group members work hard and strive to succeed to impress their leader. Democratic leadership gives staffs the opportunity to voice their opinion in every decision of the organization (Mindtools n.d.). This leadership style quickly build flexibility and responsibility and can help identify new ways to do things within the organization. Stabilizing the organization after the change process begins is critical for the leadership to continue success. According to Legg (2009), there are two ways that an organization can change....   [tags: employee performance, business models] 2571 words
(7.3 pages)
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Jobs in The Service Industry: Calling Center - In the current world, workplace can be either a beneficial place or the worst place to be for employees. The worst case happens especially in the service industry, such as the call centre, where there is a high level of control and job demands among employees (Castanheira and Chambel 2010). This eventually leads to employee burnout which is a major problem in the workplace. The purpose of this essay is to discuss how job demands contribute to employee burnout based on different findings by several researchers....   [tags: employee burnout, performance]
:: 5 Works Cited
1436 words
(4.1 pages)
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The Value of Human Capital as a Sustainable Advantage - XYZ Bank was established in 1998, in a developing country. During the first ten years, following its establishment, it was known for its pace setting innovativeness, fast growth, and strong financial performance which culminated in its listing on the local stock exchange. Notwithstanding the entrance of several new players, XYZ prided itself in its products, its robust ICT systems and banking halls with an ambience that this far has not been matched by its competition; a well groomed team that worked hard and produced the desired results for years and annual financial results that communicated the story of their success....   [tags: performance management, employee talent]
:: 9 Works Cited
2895 words
(8.3 pages)
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Reward and Recognition Processes in Hospitality - 1. Introduction Rewards and recognition processes play an essential role in any hospitality organization willing to achieve its goals and objectives. Also, it is imperative for the hospitality workplace to motivate its employees using rewards and recognition theories. Rewards can recognize employees’ individual efforts and increase employees satisfaction. Recognition can achieve sales target and build an effective teamwork.The correlation between business goals and objectives and employees’ performance enhances human resources as important resources owned by an organization....   [tags: Employee Satisfaction, High Performance]
:: 13 Works Cited
2086 words
(6 pages)
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Improving Employee Job Satisfaction - Today businesses believe that the sustaining of performance and competitive advantage to becoming a great organization. As an organization’s success depends on their employees’ performance, the value of specific individual employee has played an important role within an organization to be competitive. At that time, the value of each and individual employee and their satisfaction with their jobs are one of the key factors for an organization and organizations need to find ways to improve employee job satisfaction to achieve organizational goals....   [tags: performance, business, satisfied employees]
:: 10 Works Cited
1806 words
(5.2 pages)
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Benefits of Employee Engagement in Organizations - Over the last decade, various scholars have defined employee engagement as a two-way relationship between the employer and the employee based on an intellectual commitment of the employee to the organisation (Baumruk et al, 2006; Shaw, 2005). As employees perform their role they expresses themselves physically, cognitive and emotionally (Kahn, 1990), they are psychologically present (Saks, 2005) and have a positive, fulfilling, work-related state of mind that is characterised by vigour (energy and involvement), dedication (enthusiasm, pride to work for the organisation, inspiration, and challenges), and absorption (concentration) (Schaufeli et al, 2002; Baker et al, 2008)....   [tags: loyalty, customers, performance] 1011 words
(2.9 pages)
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Strategies of Employee Appraisal - Performance appraisal is a method, which is evaluated by employer or manager to understand the quality of employee’s work. It helps organization to classify employees according to their performances, so the employer can understand the deficient areas that employees need to be trained. By the feedback of appraisal, employer can determine which employee will be promoted, retained, detained, or fired. Performance appraisal is one of the most important key for the human resources department. It helps organization to determine career objectives, and making strategies to reach the objective and use all the potential....   [tags: feedback, performance, goals] 1527 words
(4.4 pages)
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Performance Appraisal System in the Organization - ... Performance appraisal has been the instrument used to measure of employee’s performance in term of quality, time, and quantity. Performance appraisal plays an important role in performance management in an organization. It has many facets such as play a role of an exercise in observation and judgment, a measurement process, and an intensely emotional process. According to Fox, A. (2009) was stated that there is 60 percent of employees say this reviews was not reflect anything that can help their future performance at workplace....   [tags: adminstrative, benefits, employee, role] 3294 words
(9.4 pages)
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Performance Management At Countrywide - Question 1-500 Problems with Countrywide’s performance appraisal process Objectives of performance appraisal should include performance-based discriminating and rewarding, employee development and feedback to employees. However, Countrywide failed to achieve at least two of them according to the information provided in the case. First of all, although the company paid a bonus to branch managers according to their performance review rating, managers of poor performance branches still received the same bonus as those of good performance branches....   [tags: employee appraisal feedback]
:: 12 Works Cited
1853 words
(5.3 pages)
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Competency Mapping - Competency Mapping Once the key behaviours in a job have been identified they become the basis of the criteria to be predicted. This allows the assessment tools subsequently used in the assessment centre to be structured, that is, directly related to the competencies shown to determine effective job performance. Almost always the job holders themselves are central to the process but frequently it may involve peers, subordinates, superiors or even customers. The involvement of senior managers especially can often pay dividends from the point of view of gaining commitment and fostering a sense of ownership, this ties in with the points discussed in module one in relation to ensuring that seni...   [tags: Job Employee Work Management Performance] 1413 words
(4 pages)
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Achieve Business Goals Through Employee Feedback, Coaching, and Communication - To reach strategic goals it’s essential not to overlook employee performance. Failure to achieve goals comes through a lack of feedback, coaching and communication of objectives/goals with by in from the employee. In this essay we have an individual who ‘exceled’ in the position of warehouse picker/packer but when moved to the position of a sales representative there was an adverse effect. From here we defined a development plan based off the performance review to improve their result and output....   [tags: objective, accountability, performance] 891 words
(2.5 pages)
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Employee Evaluation and Its Practice - ... Therefore, judging by managers “includes specific skills, the amount of work they produce/complete, and a variety of other tasks” (JetHr, 2013, p. 1). • Manager Performance Appraisal: This method results in managers applying an appraisal process covering job skill and human resources skill (JetHr, 2013). • Employee Self-Assessment: This method is “the most dreaded by employees, as no one seems to enjoy rating” (JetHr, 2013, p. 1) him or herself . Most often the results involve comparing “the self-assessment to an assessment by the manager and a discussion of the differences follows” (JetHr, 2013, p....   [tags: performance, system, appraisal]
:: 5 Works Cited
799 words
(2.3 pages)
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Burnout, contributing factor and how it relates to job performance - In the recent years, organizations have paid extra attention to employee stress and its effect on job performance. Burnout, an outcome of stress is known to cause individual, family and organizational problems and health conditions such as insomnia and hypertension. The question many ask is where does it originate from. And, how supported are the employees by the organization. Researchers have attempted to link stress and burnout and its effect on job performance. This research analysis includes different scholarly studies done and that found many contributing factors such as job satisfaction, work and family demands, work environment, and culture....   [tags: Human Resource Management, Employee Satisfaction] 2133 words
(6.1 pages)
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Employee Interpersonal Communication: Geraldine Hynes - Peer Review Qualitative Study The first qualitative study to be reviewed is a research study conducted by Geraldine Hynes in 2012. The topic of this research study was employee interpersonal communication. Hynes specifically wanted to provide evidence of how interpersonal communication between employees impacted the organization. More importantly, Hynes wanted answer the problem of minimizing poor interpersonal communication. The purpose of the study was to identify key way in which employee interpersonal communication could be improved....   [tags: individual performance, creativity]
:: 5 Works Cited
1633 words
(4.7 pages)
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Managerial Problems With The Performance Review Process - Managerial Problems with the Performance Review Process Most employees do not look forward to performance reviews neither do managers like to give them. But in today's companies, performance reviews are a necessary tool. They are used to promote employees, to compensate for jobs well done, and most of all, to allow for the employee to know how well they perform. Due to poor performance reviews, many employees are terminated each year....   [tags: Management Employee Training] 1017 words
(2.9 pages)
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Research on Employee Satisfaction and Production - ... Inconsistency in the workplace encourages dissatisfaction and the displeasure of other employees as it affects workload. A complacent employee is a problematic employee. They are so comfortable in their role they begin to not tolerate change. To be satisfied you have to appreciate your working conditions. Having become satisfied in these conditions, they react negatively to any imposed changes by either staying to the old routine or by not allowing this new routine to integrate properly. This is damaging to the company; because these implementations would have been introduced to improve the workplace, to accommodate and integrate technological development for example, and by these employ...   [tags: job and employee resources]
:: 20 Works Cited
1839 words
(5.3 pages)
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Comparing Several Performance Appraisal Methods - 1. Definition of Performance Appraisal Performance appraisal (PA) is one of the important components in human resource management. Performance appraisal is a tool to identify employees’ training and development needs. There are two primary purposes of PA, which are the evaluating and development. In conducting appraisal, information of the current skills and job behavior will be recorded, evaluated and trained accordingly to their needs. Through performance appraisal, employees’ motivation level can be increased by obtaining feedbacks and companies can know the strength and weaknesses of their staffs....   [tags: Employee Workforce Management Evaluation] 1639 words
(4.7 pages)
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Employee Appraisals - Employee appraisals are a key component to a company’s long-term success. The appraisals should be objective, rational, and accurate (Sims, 1987). Without effective appraisals, the employee is not aware of how they are performing and a company is not getting the very best out their investment, the employee. In addition to appraisals, the employee should be afforded development feedback and opportunities. The appraisal allows the employee to understand what areas they are excelling in and what areas they need to work on and improve....   [tags: business, employee appraisals]
:: 4 Works Cited
2000 words
(5.7 pages)
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Relationship betweem Ethical Leadership, Employee Well Being, and Helping - The purpose of the study is to identify that whether ethical leadership and Human Resource Management (HRM), employee helping and the well-being. The researchers are interested in the relationship between the ethical leadership, employee well-being, and helping. Well-being is a combination of arousal and pleasure and illustrates an affective state ( Warr, 1987). Also, human resource management (HRM) that typically includes selection, training, teamwork, performance appraisal, and rewards ( Sun, Aryee, & Law, 2007)....   [tags: job, resources, performance, behaviors] 1511 words
(4.3 pages)
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Tough economic times: The impact on employee motivation and morale - Chapter Two Introduction The main purpose of this project is to uncover factors responsible for causing a 36% decrease in employee satisfaction for the department of EHS over a 5-year period (2005-2010) reported in EHS’s 2010 employee satisfaction survey (EHS, 2005; EHS, 2010). With over 64,000 full-time employees making up the State of Colorado’s workforce it is imperative to determine how best to improve employee satisfaction and morale as these directly affect job performance and workplace safety (Barling, Kelloway, & Iverson, 2003; STAR, 2009)....   [tags: Business, Employee Satisfaction] 1663 words
(4.8 pages)
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Performance and Rewards - All organizations exist to achieve specified objectives and goals. To achieve those goals they need different resources; human capital resources are the most important. It would not help to have enough financial and material resources without the right human capital resources. It is also not enough to have human capital just for the sake of it, human capital (employee) should be committed and willing to perform their duties and achieve the organizational goals. It is in this light that the management should seek to understand the effects of rewards on the employees’ performance....   [tags: Performance Management, Organization]
:: 10 Works Cited
2813 words
(8 pages)
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The Importance of Performance Appraisals - Introduction: Organization is a group of people brought to gather to achieve specific goals. Goals can be achieved if team member are performing well. Performance is the results of activities given to the employees in an organization to be achieved within specific period of time. Evaluating the current performance of employees against past performances and organizational standards is known as Performance Appraisal (Dessler, 2005). Furthermore performance appraisal helps the company know how individual employees are performing and how to improve their performance thus improving the performance of the company (Grubb, 2007)....   [tags: effectiveness of management, staff performance]
:: 1 Works Cited
1400 words
(4 pages)
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Training and Development and Performance Management - Introduction In order to define Human Resource Strategy, one must first understand the concepts behind an organisation’s business strategy and its HRM practices. Various definitions of ‘strategy’ exist, almost all of which boil down to the simple fact that it is the general direction of an organization, which it must strive to go in the long term. The responsibility of adhering to the business strategy falls on the managers, who must use the resources at hand, keeping in context with the business environment their particular organisation is in, in order to achieve the goals laid down in the strategy by the stakeholders....   [tags: Performance Management, Human Resources]
:: 5 Works Cited
1615 words
(4.6 pages)
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The Ideal Performance Management System - A comprehensive performance management system will be thorough, inclusive, practical, meaningful, reliable, open, ethical, and correctable among other qualities (Aguinis, 2013). Additionally, the process of managing performance will be an ongoing process to include processes such as coaching and employee development. An ideal performance management system will serve an organization by developing satisfied and competent employees who are actively engaged in aiding the organization to reach their strategic goals, mission, and vision....   [tags: Management Performance System]
:: 8 Works Cited
2845 words
(8.1 pages)
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Coaching and Performance Management - ... Monitoring - management will keep an eye on the employee and keep up with his/her progress. This will give management the opportunity to make changes or adjustment to the timeline of achievement. Making any changes or adjustment will ensure the employee is on the right track and on task. If there are any unacceptable performances during the monitoring there will be time to correct them immediately. Developing – through continuous monitoring it can be observed if there is need for supplementary training....   [tags: improving performance effectiveness, leadership]
:: 11 Works Cited
3111 words
(8.9 pages)
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Training And Education Program For Employee - Training and Education Programs for Employees Today, most of organizations attempt to develop the outlook and performance of its employees by using training and educational programs. In comparison to this, several academician's, researches and professionals hold that the personality of employees is generally developed when they learn several dimensions of job while working. Similarly, it is also believed that proper development of the personality of an employee by exercising ‘on the job’ will be more useful when the organization simultaneously gets related mission to enhance emp...   [tags: Employee Training Organization] 1933 words
(5.5 pages)
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The Effect of Feedback on Performance and Self-Concept - High performing cultures continually strive for improvement. Continuous feedback is required for this continuous improvement. Without feedback, you are walking blind. At best, you will accidentally reach your goal. At worst, you will wander aimlessly through the dark, never reaching your destination (Retrieved September 28, 2013 from www.opm.gov). Dodging feedback can be very harmful; one always remains stuck in that particular situation. Positive or negative feedback not only enhances/deteriorates performance but also has a huge effect on one’s self-concept....   [tags: performance evaluation, criticism] 802 words
(2.3 pages)
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How to Measure Individual Managers Performance - Table of Contents 1.0 EXECUTIVE SUMMARY 1 2.0 INTRODUCTION 2 3.0 PERFORMANCE MEASURES 3 3.1 Performance measures for Cost Centre Management 3 3.2 Performance measures for Profit Centre Management 3 3.3 Performance measures for Investment Centre Management 4 4.0 CONCLUSION 5 5.0 COSTING SYSTEMS 6 5.1 Marginal/ Variable Costing 6 5.2 Full or Absorption costing 7 5.3 Activity Based Costing 8 6.0 REFERENCES 10 1.0 EXECUTIVE SUMMARY As Financial Director for a large multinational company operating its business in 20 countries around the world the task of assessing different ways to measure the performance of individual manager who each has responsibly for one part of the portfolio...   [tags: Performance Management Measuring]
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3115 words
(8.9 pages)
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Performance Management Systems - ... Each of these characteristics has an ideal expectation of how they should be for the PM system that is implemented. Strengths and Weaknesses of the Performance Management System Centura has a decently designed PM system in place. This system is developed to align the employee’s performance with the mission, vision, and values of the organization, as well as to align their performance with what is expected of them as a healthcare provider. Their PM system has seven characteristics that are ideal, four characteristics that are close to ideal, and three characteristics that are less than ideal....   [tags: organization, effective, ineffective performance] 811 words
(2.3 pages)
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Employee Empowerment: Literature Review - In the literature there are two main views of empowerment (Lakew, 2011). The first is proposed by Robbins (2005), who defines the concept of empowerment as a ‘participative management, delegation and the granting of power to lower level employees to make and enforce decisions’. This definition is consistent with a structural or relational view. Another definition that considers the relational view of employee empowerment is provided by Brymar (1991) as ‘a process of decentralizing decision-making in an organisation, whereby managers give more discretion and autonomy to the front line employees’....   [tags: Employee Empowerment]
:: 30 Works Cited
1265 words
(3.6 pages)
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Human Resources Management: Evaluating Job Performance - 1.0 Introduction Human resources management is getting more important nowadays as it helps company to accomplish their target, and achieve sustainability and competitive advantage. According to many researchers, most of the successful companies in 21 century are the one who focused on the development of integrated human resource system. Human Resource Management focuses on personnel related areas such as job design, resource planning, performance management system, recruitment, selection, compensations and employee relations (Marquardt 2004, p.2)....   [tags: performance appraisal, control] 2159 words
(6.2 pages)
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Connection between Job Satisfaction and Job Performance - Introduction Achievement of a high performance level through productivity and efficiency has always played the first priority of every organizational goal and highly satisfied work force is completely essential for an organization. Satisfied employees lead to extend more effort to job performance, then work harder and better. Hence every organization tries to create a satisfied work force to operate the well- being of the organization. Employee satisfaction can be determined that employees are happy and pleased with their jobs and working environment....   [tags: high performance level, productivity]
:: 10 Works Cited
1388 words
(4 pages)
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Life Care Center Performance Management - LIFE CARE CENTER PERFORMANCE MANAGEMENT SYSTEM Introduction Building a performance management system (PMS) that’s effective to developing short and long term goals for future organizational success must incorporate everybody from upper-management to entry-level employees. However, it takes leaders and followers to be on the same page in order to make that plan standout and become effective. That means establishing a developmental plan, having the right culture behavior, proper staff, strong leaders with strong leadership skills, building employee relations, sustaining employee retention, a reward system that’s beneficial and rewarding to every employee, and implementing appraisals....   [tags: performance management system, Life Care Center]
:: 5 Works Cited
1788 words
(5.1 pages)
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Employee Empowerment - Abstract Empowerment is a simple idea, but often misunderstood or misused by many. "It means granting latitude of action for how the work is done to those who do the work.” (R.E Sibson, Strategic Planning for Human Resources Management). This paper will define, describe and discuss Employee Empowerment used in today’s team based organizations. The paper looks at how this concept affects the company's diverse workforce. I will discuss the potential impact of these practices and the performance....   [tags: Business Employee Management] 1549 words
(4.4 pages)
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Ethical Values Evaluation for Employee - Ethical Filter Worksheet Value Personal Source with Examples Justify the Value's Position in the List. Include any challenges to employing these values consistently when making personal and organizational decisions. Integrity Jeff was raised as a child and mentored in the Air Force that first and foremost, you have to do the right thing, not the popular thing. Jeff has seen on more than one occasion in the AF where an individual has willfully misspent money, intentionally lied about information just to get things done or to hide wrong doings, or not step up to address inappropriate behaviors....   [tags: Ethics Performance Review] 1394 words
(4 pages)
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A Review of the Relationship between the Workplace Learning and Development Opportunities with the Employee’s Psychological Well-being. - Introduction A pre-approved topic on the relationship of workplace learning and development opportunities with job satisfaction and psychological well-being (lesser burnout) among the employees was presented in a graduate class of the MAIS 645, 2014. An overwhelming response elicited the author to further elaborate and corroborate the topic by conducting a review. Thus, this paper hypothesizes that the availability of the workplace learning and development opportunities influences the psychological well-being of a worker with positive outcomes....   [tags: human resource strategies, employee motivation]
:: 20 Works Cited
1753 words
(5 pages)
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Employee Retention Recommendations for The Hudson Company - Introduction Problem Statement All companies want to be able to retain their employees because it benefits the company in the long run. Today there are many companies with high employee turnovers. Employee turnover is the number of employees you hire to work for your company. When you have a high employee turnover it means that you cannot keep employees for a long amount of time, therefore you are constantly hiring new people. High employee turnover is a problem for most companys and this is something that needs put to an end before it gets out of control (Goessl)....   [tags: employee turnover, replacement costs]
:: 6 Works Cited
1727 words
(4.9 pages)
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Performance Improvement Through 5S Philosophy - Performance Improvement through 5 S Philosophy ‘Choice, not chance determines destiny’ Abstract: It is an undisputed fact that the success of any organization depends, to a great extent on the quality and performance of its workforce. Several studies by eminent scholars demonstrate this fact. Organizations are also constantly adopting creative and innovative initiatives to make employees happy so as to get the best out of them. This paper tries to relate cleanliness at work with performance improvement taking clues from 5S philosophy....   [tags: Work Job Performance] 1704 words
(4.9 pages)
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Management of the Employer-Employee Relationship - Introduction The relationship between employer and employees plays a pivotal role in the performance of the organization. Employers and employees have certain responsibilities towards each other which facilitate a fair and productive workplace. Positive work relationships create a cooperative climate with effort towards the same goals. Conflict, on the other hand, is likely to divert attention away from organizational performance. Unnecessary conflict may be prevented through employee involvement and treating employees in a fair manner....   [tags: conflict, mediation, arbitration]
:: 5 Works Cited
1530 words
(4.4 pages)
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Enterprise Risk in Firing an Employee - Introduction Business is the art of making money. Companies and employers are constantly trying to find new inventive ways to generate revenue and increase gross profit. Many times, the best way to achieve these goals is to downsize or layoff several employees. Employees must be marketable and employable and having one set of skills is usually not sufficient to maintain a career in today’s economy. Education, experience, and previous achievements are taken into consideration, but employers are also faced with the risk of lawsuits and slander due to fear of discrimination....   [tags: Discrimination Lawsuit Employer Employee] 1060 words
(3 pages)
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Performance Management - Introduction: Using the job description as a base, develop performance standards for this particular position. Specifically you are to create the following: 1. A list of 5-10 performance standards 2. The type of performance assessment technique(s) you will employ and why 3. The controls you have employed to eliminate or reduce errors or bias in assessment 4. Who will perform the assessment and why 5. How the organization should use the assessment results I chose to use the previous job description from unit one and two which was a human resource manager....   [tags: Job Description Performance Management] 1764 words
(5 pages)
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Performance Measures: Pay-for-Performance Evaluations - “Well-designed employee performance appraisal instruments assume great importance by providing agencies with information that can guide administrative and developmental decision-making about their most important asset—their human resources” (Mulvaney, McKinney, and Grodsky, 2012, p. 505). Job standards are used in performance management systems to inform the employee of the metrics by which their performance is being measured. Performance management systems inform employees of his or her past performance and what is expected of him or her for future performance....   [tags: employees, job standards]
:: 8 Works Cited
1702 words
(4.9 pages)
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