Performance management is an ongoing process of enhancing performance by setting team and individual goals that are aligned to the strategic goals.
Discussion 1:
Performance management (PM) is a set of interconnected practices designed to ensure that a person’s overall capabilities and potential are appraised, so that relevant goals can be set for work and development, and so that, through assessment, data on work behavior and performance can be collected and reviewed (Bratton, 2020). PM establish the objective through which individuals and teams can see their part in the organization’s mission and strategy and improve performance among employees, teams and the organization.
Leadership behavior is the traits and actions that make an individual effective as a leader. This behavior is the process by which a person can guide, direct and influence the work of others to meet specific goals. These actions and strategies can be learned to increase the effectiveness of those around them (Bratton, 2020).
Good ethics and integrity: Deeply committed to do the right things for the right reason. It is beneficial for leading coworkers.
Trust: It is built upon as time goes and gain respect when appropriate actions are taken which trust gets built. For example, activity which involving others in decisions that affect them than unilateral decisions.
Bringing others along: It is vital for the leader to include others and serve as an example as both coach and a teacher in pursuit of the goal. The activity involves knowledge sharing.
Inspiring others: Good leadership behavior should always be inspiring others and have compassion and purpose backed by strong beliefs and values. Activity involves influencing and inspiring others in the team.
Decision Making: It is a great leader who takes the hard decisions and authority with confidence. Success comes from balancing emotion with a reason. The activity involves decision making.
The two major organizational capabilities:
Talent: Competent employees have the skills that are needs of present and future needs of an organization. Competency comes when a talent is hired and built and bind. Assessing the organizational capability include productivity measures, retention statistics (though it’s a good sign when employees are targeted by search firms), employee surveys, and direct observation (Smallwood & Ulrich, 2014).
Speed: Speed refer to the ability of an organization to recognize opportunity and act quickly. It can be exploring new markets, new product creation or new business processes. Speed can be measure in many ways for example how long a concept is taken to commercialization. Leaders should consider creating a return-on-time-invested (ROTI) index, so they can monitor the time required for, and the value created by, various activities (Smallwood & Ulrich, 2014).
Reference:
Bratton, J. (2020). Organizational leadership. Sage.
Smallwood, N., & Ulrich, D. (2014). Capitalizing on Capabilities. https://hbr.org/2004/06/capitalizing-on-capabilities.
7 of the Most Effective Leadership Behaviors. notredameonline.com. (2019). https://www.notredameonline.com/resources/leadership-and-management/7-leadership-behaviors-that-build-success/.
Discussion 2:
Performance management is an ongoing process of enhancing performance by setting team and individual goals that are aligned to the strategic goals. Planning performance assists in achieving the goals, evaluation and assessment of progress, and developing the abilities, skills and knowledge of the people. This process is important as it helps in improving performance. Thus, when a team knows what they are expected to do and receive adequate feedback, they will be able to deliver good work that aligns with the business objective. Performance management will help in clarifying organizational and team goals and thus providing the benchmark for team effectiveness (Audenaert, et al., 2020).
Leadership behaviors are actions and traits that make a person become effective as a leader. These actions are taken by an individual in a position of influence and power to motivate hand cultivates others. In strategic planning, leaders must plan and lead the strategic direction of the company, and make hard and informed decisions. In leading other employees, the beneficial leadership behaviors would be providing adequate and effective feedback, ensure the coworkers are responsible and accountable, and involving them in making decisions. In project planning, effective behaviors include encouraging motivation, being grounded in integrity and ethics, and communicate the project goals clearly. In marketing, leaders should ensure that everyone takes responsibility, set the pace, and have the ability to make decisions with conviction and speed. In financial activities, a leader must demonstrate ethical traits, lead by example and also act with integrity. Finally, in production, leaders should be able to build trust with the team members, develop the capabilities of others, and inspire others.
Organizational capabilities are collective expertise, abilities and skills of a company. Examples of organizational capabilities include talent and speed .Talent is the capacity of the company to attract, motivate and retain competent and committed people. Here, a company has all mechanisms and the right leaders to be to manage talents effectively. As a result, the company will be able to have the skills for future business requirements. It helps in establishing high-performance workforces. On the other hand, speed is whereby the company is good at making important changes rapidly. The company is able to quickly recognize opportunities and act whether to create new products, implement new business processes, or exploit new markets (Pulakos, Mueller-Hanson & Arad, 2019).
References:
Audenaert, M., Decramer, A., George, B., Verschuere, B., & Van Waeyenberg, T. (2019). When employee performance management affects individual innovation in public organizations: The role of consistency and LMX. The International Journal of Human Resource Management, 30(5), 815-834.
Pulakos, E. D., Mueller-Hanson, R., & Arad, S. (2019). The evolution of performance management: Searching for value. Annual Review of Organizational Psychology and Organizational Behavior.
