By focusing on the current criteria the engineer is being denied a fair and honest review since it is not looking at all the information available. The current evaluation has review items of friendliness, neatness, and attitude. The criteria may be useful in another style of business, such as a service sector worker, but is unfair to the review of all the employees in a manufacturing facility. If a change is made to use the three most commonly used criteria, the review would focus on traits, behavior, and ability and knowledge it would create a more even approach to reviewing performance of the engineer and all other staff. Changing to common criteria for evaluation will allow for a better chance of all people to receive a fair review.
Lacey (2015) considers these factors and it could be suggested that creating a positive atmosphere and company ethos could be a relatively cheap method in managing performance. The increase in job enjoyment could assist the engagement of the workforce. Contrary to this view, by replicating ideal working conditions could not only be a costly endeavour, but possibly a wasteful effort. In contrast to Standards oriented approaches, Excellence orientation tends to appeal to the individual over the organisation. It can be argued that the motivation of the workforce could in fact be the determinant of organisational performance.
Conclusion In summation I believe that my thesis stands, the benefits clearly out-weigh the disadvantages as long as the measurement process is appropriately scaled. Small companies need not worry about absorbing as much information as possible and instead should focus on whether or not their employees are on task. However large companies not only need to focus employees but should also gather information that may be useful in increasing productivity and increasing stakeholder confidence.
Six Sigma focuses on improving current business processes and performance while Lean Manufacturing focuses on the improvement of the processes of an organization by using highly skilled employees to increase speed and quality. Combining the two methodologies creates an organization that focuses on quality, efficiency and speed to lower operational costs and increase profits. By following the Lean Six Sigma methodology, many companies have attempted to create a lean, waste-free environment ultimately at the expense of the employee and occasionally at the expense of the organization. Variability and Failing the Lean Test Creating a process is not always the answer to every organization. Organizations attempting to reduce waste may find themselves stuck trying to understand precisely where vital financial cuts need to take place.
The company culture does not speak to teamwork among the employees of this company. A third issue is the customer complaint about the defective part. The fourth issue is the cost of the complaint and the financial impact to the company. The decline in sales, profits, and customer complaints are the result of poor customer service. The general manager has to assess the organizational culture and make
With the large amount of information that performance measures bring about, managers are able to have a more in depth understanding of the processes of the organization. This would help in bringing their attention to issues that could not be observed from the surface and allow them to take steps in resolving these issues. A research carried out by Bourne et al. (2002) showed that managers believes that performance measurement was aiding them in achieving better business performance by ‘forcing them to re-look at the measures and in particular, the changes when they were not happening but reflected in the report’. This example shows that performance has the potential to improve the business performance of organisations by refocusing the management’s issue on more important issues.
There is considerable debate over merit pay and the effect it has on employees within an organization. Psychologists believe merit pay is related to the incentive theory of psychology; people respond to rewards and with the proper motivation, it increases performance (Cherry). Employers consider merit pay an effective tool and a form of competition strategy for motivating employees to achieve positive performance outcomes. Many employers ignore the fact that incentive plans may motivate some individuals while others have high work ethics and do not need motivation. The intent of this paper is to discuss merit pay used by companies, the motivational factors on employees to reach high achievement, and the challenges that employees face due
What are the intrinsic and extrinsic drivers in employee motivation? But first, we need to understand what motivation and performance are in this context. MOTIVATION AND PERFORMANCE An improved business performance is achieved through collective use of employee power to produce desired results with utmost efficacy. An employee’s performance is judged based on subjectivity and interdependency (Campbell, Campbell, & Chia, 1998), yet it all comes down to the m... ... middle of paper ... ...money demotivates and curtails performance by spoiling the moral and purpose. The assumptions considered in the study are irrelevant for the majority of organizations (Hansen, 2008).
Accessed 1/23/04. Jacobs, Adam. “The Contractor-Client Relationship”. The Write Stuff – EMWA Journal. Obtained from http://www.emwa.org/Articles/Contractor-client.html.
Schmidt’s (2007) research study of workplace training, and overall job satisfaction identified employer benefits that could foster long term work related learning capacities by overcoming obstacles that limit such growth (p. 482). According to Schmidt (2007), opportunities for training and development are crucial to improving overall job satisfaction (481). By incorporating planned activities that increase job skill and knowledge, measures that would benefit employees analyzed from the firm, which reported low levels of development incentives, would reverse that process. Issues such as understanding the financial aspects of the company, technical areas, and how to facilitate change can be corrected to improve low scores. Not being able to facilitate change from within the observed organization is detrimental to conducting further research that would promote gainful collaboration, and insight to what specific needs must be