SJSU Performance Management a

Answer 1

Performance Management

Question one

Basically, performance management mainly refers to the procedure used to develop individuals as well as teams in order to enhance their performance in addition to that of the overall organization. It has an aim of identifying development areas, establishing objectives in alignment with the management, and encouraging individuals to develop within their roles. A performance management system that is effective makes sure that people plus the team goals are in alignment with institutional goals in order to ensure that performance at the team, organizational and personal level get to be improved via effective implementation of the practices for human resource management (Kim and McLean, 2012)

Question two

Leadership behavior is considered to be the characteristics as well as traits that qualify an individual to be a leader who is effective. Leaders make use of their behavior in helping them directly, offer guidance plus influence the tasks that are being conducted by the teams. Leadership is the practice of encouraging individuals to act towards the achievement of a goal that is common. Within an enterprise setting, a leader involves directing employees plus colleagues with a strategy into meeting the necessities of an organization. Additionally, a leader who is considered to be good is required to work towards instilling confidence within his team, building trust in between them, motivating the team, and giving rewards as well as punishment (Swailes, 2016)

The third is the feedback or appraisal activity which requires the leader to be a communicator who is efficient to enable him to provide feedback that is constructive to their subordinates. Fourth is the training as well as development, in this, a leader is considered to be accountable for the competency development of their team (Budhwar, 2000). The leader is required to illustrate integrity in order to plan for the project’s future in a manner that does not hinder the personal growth of the employees. The fifth activity is future planning whereby a leader is required to inspire their team in order to enable them to formulate lots of ideas that are creative for the advancement of the institution (Vermeeren, et.al, 2014)

References

Budhwar, P.S. (2000) ‘A reappraisal of HRM models in Britain’, Journal of General Management, 26(2): 72–91

Kim, S. and McLean, G. N. (2012) ‘Global talent management: necessity, challenges, and the roles of HRD’, Advances in Developing Human Resources, 14(4): 566–585.

Swailes, S. (2016) ‘The cultural evolution of talent management: a memetic analysis’, Human Resource Development Review, 15(3): 340–358.

Vermeeren, B., Kuipers, B. and Steijn, B. (2014) ‘Does leadership style make a difference? Linking HRM, job satisfaction, and organizational performance, Review of Public Personnel Administration, 34(2): 174–195.

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Answer 2

Performance Management

Performance management can be defined as the means through which senior-level management checks their employees’ roles to ensure they are following the set goals and objectives. It is a strategic tool that promotes attaining set goals, effectiveness, efficiency, and quality (Morales, Carnahan, & Hernandez, 2021). Having a conducive environment from which to perform tasks and roles is equally necessary for the overall plans. Performance management can therefore be said to be a critical part of the strategies in management. Good communication further assists in streamlining the set protocols within the set-out plans while bringing others on board, but that has to be considered in the wholesome. The concept of strategic performance management brings additional onboard tools such as leadership, leadership-based service consideration, knowledge-sharing, and motivation.

Leadership Behavior

By definition, leadership behavior refers to the overall attitudes, character, habits, and manner leaders carry themselves before their junior staff members (Ogunlana, 2009). Therefore, leadership behavior forms the basis through which to perform organizational roles that are integral such as training, coaching, mentorship, and knowledge-sharing. Leaders with all the attributes indicated above invest in skills development and even communication to encourage the adoption of new innovative ways within their organizations (Ogunlana, 2009). Junior employees have to be trained to serve in leadership positions mainly in the absence of the leaders. Alignment of mission and vision statements to the day-to-day operations of the organizations is also an integral part of the overall leadership roles.

Collaboration

Collaboration encourages increased consumer and customer connections to the organization. That means it is vital that collaboration is boosted to achieve the set organizational roles while meeting the clients’ needs (Morales et al., 2021). Feedback is a crucial part of the collaborative efforts, for it shows the areas that need to be improved while highlighting those that have to be phased out. Internally, the collaboration will match the set strategies with the immediate needs of clients and customers. Apart from the feedback, it is necessary to analyze the reviews being made to avoid any negative drifting from the set institutional objectives.

References

Ogunlana, S. (2009). Ineffective leadership: Investigating the negative attributes of leaders and organizational neutralizers. Engineering, Construction and Architectural Management. Retrieved from https://ieeexplore.ieee.org/abstract/document/6019…

Morales, F., Carnahan, S., & Hernandez, E. (2021). Consistently Mediocre: Modular Collaboration and Organizational Performance. Available at SSRN 3869811. Retrieved from https://papers.ssrn.com/sol3/papers.cfm?abstract_i…

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