The Importance Of Performance Management Cycle And Increasing Employee Engagement

The Importance Of Performance Management Cycle And Increasing Employee Engagement

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In this case study I will be discussing the value of performance, behavior, and motivation in an organization referring to OB action case study. Furthermore, explain further the importance of the performance management cycle and increasing employee engagement. Lastly, I plan to better explain motivation and reinforcing positive behavior of employees from different methods including the use of intrinsic and extrinsic rewards, and positive reinforcement.
Julia Stewart holds all elements of the performance management cycle which is evident in her comments that include goal setting, feedback and coaching, and positive reinforcement. During her visit to the locations she integrates positive reinforcement and coaching in order for goals to be achieved by the employees to become a better worker. Julia applies learning goals for her employees to develop skills in contrast with performance outcome goals (Kreitner, 2015). Employees will be more motivated to work hard if they see the value of what they are learning. Consequently, the employees who already have the skills might be more motivated by a performance outcome goal by targeting a specific end result especially if a monetary reward is in conjunction with the end result (Kreitner, 2015). Feedback and coaching play an important in reaching performance goals, therefore, effective and timely feedback is a critical component of a successful performance management program and should be used in conjunction with setting performance goals. If effective feedback is given to employees on their progress towards their goals, employee performance will improve. People need to know in a timely manner how they 're doing, what 's working, and what 's not (USOPM, 2015). For example, Julia walks into ...


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...e culture of empowerment to have consistent good performance. Given these points motivation can have lasting effects through empowering employees which improves the employee commitment, creativity, productivity, satisfaction and motivation. Once managers have been given the skills to empower employees their might be a need for the employees to be coached and trained to cope with increased independence and responsibilities.
Managers lead for progress by monitoring and rewarding others (Kreitner, 2015) for these reasons I feel adopting more towards this block of Thomas’s building blocks for intrinsic rewards and motivation would be more effective due to her lack of face time in her restaurants. I would think the methods as outlined in (Kreitner, 2015) would have a positive contribution in motivating employees and can be administered without having a physical presence.

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