Performance Investivation And Performance

Satisfactory Essays
Performance measurement: The key that unlocks higher workplace motivation and performance? Or the key that locks away an entities ability to perform at peak efficiency.
It is the goal of modern organisations to maximise productivity and efficiency whilst not losing grip on quality. However for an entity to achieve such a prospect said entity must be able to reflect upon its’ actions, actions which may either harm or promote an effective workplace. The main modern practise that is utilised to achieve this goal is called “Performance measurement” and is defined by (Moullin, 2002, p188) “evaluating how well organisations are managed and the value they deliver for customers and other stakeholders” , as well as, “Performance measurement provides the information needed to assess the extent to which an organisation delivers value and achieves excellence”. In layman’s terms performance measurement is the process of reviewing employee’s progress and ability by setting various well rounded short and long term goals that can be easily monitored and reviewed, with the later achievement of giving us a full three hundred and sixty degree look of an employees’ performance. Therefore from an employers’ perspective, performance measurement is key to maintaining an effective workplace and to some extent this is true. The benefits of performance measurement include, identifying inefficient work practises and inefficient workers, identifying useful data that can help train employees and finding relevant data that can be communicated to business stakeholders and third parties. However these benefits can only be reaped when performance measurement is implemented efficiently and full-heartedly. For performance measurement to be useful it cannot be poor...

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...However if an employees’ focus is re-aimed at a poorly made goal, an engineer may focus on cutting costs rather than delivering a decent product. Therefore it is incredibly important to ensure that all goals assigned and produced to/by the employee positively influence the company’s main directive, if this is not carried out a company can lose drive and end up too thinly spread.

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.
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