Sustaining Employee Performance Essay Example for Free

Sustaining Employee Performance Essay There is usually a multitude of different positions within an organization. The different positions are determined by the size of the organization. While many positions may have similar characteristics when it comes to performance and compensation many are also at opposite ends of the spectrum. Based on the position, companies may choose different methods of evaluating performance. Companies also choose different pay scales and incentives based on each position. Two positions that may be compared would be a triage nurse and an admission receptionist. While both of these positions exist in the hospital, they are going to be reviewed and compensated in different ways. Function of Performance Management Systems Performance management system is a process in which companies focus on the performance of the employees and organization. Its a process to improve or build products or service to accomplish the companys mission and goals. Performance management system can include planning work, continually monitoring employees, setting expectations, rating performance, rewarding good performance, and developing performance. Performance management mainly consists of feedback, positive reinforcement, and measurement. Currently, the hospital has information systems for accounting and finance, human resources, customer relationship management, and knowledge management but doesnt have a performance management system in place. It has been recommended that a performance management system be put into place for the triage nurses and admissions receptionist to enhance employee engagement and performance. Enforcing a performance management system will allow the hospital to focus on employees job performance as well as manage them effectively for the business results the organization wants to see and achieve. The hospital will use integrated software to track employee  progress and from the results be able to narrow down what improvements need to be met by the employees, as well as the company. Management will be able to be more responsive and flexible to employee needs while communicating strategic goals, and documenting the communication process. Performance appraisals will also help with the organizational development. Performance appraisal is part of a system that seeks to motivate employees to maximum performance by evaluating the employees effort on the job, comparing it to standards, and using those results to help employees improve (DeCenzo, p. 244). Coaching will be provided from their manager, and performance feedback will be given based upon the coaching. Performance planning will also be relayed as part of the performance management system to establish goals and objectives so that no employee is unaware of what is expected of them as we implement the performance management system. Implementation of the performance management system at first will be on a short term basis while employees and management are getting use to the software. It will be carried out on a weekly base during each employees one on one with their manager, and results will be gathered and feedback will be given. From those results, the employee will receive praise or coaching on what they will need to improve on. The overall goal is to get all employees on the same page and work towards the companys goals while developing strong employees that will be an asset to the companys future. Job Evaluation Methods Job evaluations are used to evaluate an employee’s work and productivity. It not only helps to determine their performance, but it also helps to recognize accomplishments, it helps to determine if there are any future training opportunities and helps the employee develop new skills and set performance goals for the following year (DeCenzo, p. 132). There are two types of appraisals I would use to evaluate a Triage Nurse and an Admissions Receptionist. The first evaluation type would be Critical Incident method, and the second would be the Graphic Rating Scale. Critical Method job evaluation would be good for a Triage Nurse and an Admissions Receptionist because this evaluation is a task-focused based evaluation. Both of these jobs come in contact with clients, and they have certain tasks and procedures to follow with each client. Critical Method focuses on those tasks an employee has and how he or she performance those tasks. The evaluations are done mostly by the managers, by doing observations of the employees and gathering that information for the year. Critical Method job evaluations are very effective relationship building tool because it requires the manager to spend most of their time in the work area working, observing, and interacting with there in employees (DeCenzo, p. 251). This situation could be a disadvantage because your manager is most likely to be there every day and see everything that is going on, but if they are a good manager they are there to provide support and guidance. The Second Performance Job evaluation I would use to evaluate A Triage Nurse and an Admissions Receptionist would be the Graphic Rating Scale method because of the number of Nurses and Receptionist you will have; this will help to identify the very best and poor employees. This type of evaluation helps to separate employees into tiers. This separation can help determine which employees receive promotions or training (DeCenzo, p. 252). However; this evaluation does have disadvantages because it could become difficult to differentiate between employees who are placed in the average group. These employees could have several strengths, but their weaknesses play a role in their tier evaluation. For this method to be effective, the manager must communicate with each employee about their weaknesses and strengths. The result of this coaching session should result in the employee reaching a higher position on the graphic rating scale evaluation in the future. Compensation Plans The pay grade for the Triage Nurse at this particular hospital is a U7 that is a benchmarked position. The pay grade compensation amounts run from $53,400 to $76,200. The median range of this pay grade is $64,100. This pay grade leaves room for growth and advancement, but also can compensate a Triage Nurse who has more than five (5) years of experience which will still leave room for promotions within the pay grade for this position. There are promotional increases every year that this position can earn a total of 5% of the annual increase on the base salary. This bonus is determined on the overall individual performance of the employee. There are 2% increases on the base annual salary for an annual merit increase on top of the individual bonus program. The Admission Receptionist compensation has a lower pay grade  than the Triage Nurse. The pay grade is a U. The range of compensation is between $17,600 and $34,300. The median range of compensation for an employee with about five (5) years experience for an admission receptionist position is $22,800. There are promotional increases every year for this position that depends on individual performance. The highest percentage that can be earned is 3%. This position is eligible for merit increases every year at a 2% increase on the base salary. This position is benchmarked and cannot earn compensation over the pay grade. Importance of Benefits Plans In todays tough recruiting environment, simply providing a competitive salary will not be enough to attract top talent to the organization. Most prospective employees take the benefits package into consideration before accepting a job offer. A well-designed benefits program will increase the appeal of working for the organization, minimize turnover, increase morale, better job performance, and healthier employees. An organization that invests in a benefits program demonstrates to its staff members the length to which it is willing to invest in their future. A company that chooses to invest in its workforce proves the business is stable, that management and ownership believe in the ability of the business to succeed, and it will attract the best talent to the organization (Mann, 2013). It becomes difficult for a company to make progress if it is forced to train new employees continuously because it cannot retain talent. When a business suffers from a high turnover rate, it is very difficult to build that cohesive team of veteran employees that lead the way. Often, offering a well-rounded benefits package will be the difference between an employee choosing to stay with the company or seek employment elsewhere. Providing employee benefits can better the morale of the workforce. By understanding the needs of the companys workforce and addressing those needs, it is very likely that employees will be more dedicated to the company and take their positions and performance more seriously. A business that demonstrates that it cares about their employees can increase loyalty and get better performance from its staff. Healthier employees can also be a benefit to the company as a result of offering these benefits. Providing a dental plan, medical plan, and sick leave helps employees maintain or better their  health. Offering paid sick leave keeps employees who may have a contagious illness from entering the workplace and infecting other staff members. Employees who have a medical and dental plan are more likely to obtain regular checkups resulting in fewer sick days (Mann, 2013). Based on the information presented, it is clear that differences exist between positions within the same organization. Some similarities may be salary increase percentages from one position to the next, but the pay scales are very different. There are many different methods to evaluate job performance and vary from company to company. Position structures also vary greatly from company to company as well. It is important to figure out what works for the specific type of company and the service or goods. No single way has been shown to be most effective for every company that is why it is important to tailor the structure and evaluation process to each companys needs. References DeCenzo, D. A. (2013). Fundamentals of Human Resource Management (11th ed.). Saddle River, NJ: John Wiley Sons. Mann, N. (2013). Top 5 Reasons to offer Employee Benefits. Retrieved from http://businessbee.com

Free Narrative Essays - Change :: Personal Narrative Essays

Change My whole life, I have been presented to a single element called change. Change occurs in many different forms and is carried out in many different ways. However, just recently, I have come to the realization that change can be the deepest of all subjects. I always assumed that change occured when you moved to a new town or when you lost someone close to you. Those are elements to change, yes, but change doesn't have to occur over a single dramatic event. It can just happen overnight when your brain determines it's time to do something different. For obvious reasons, people reject change. Especially people who are close to each other because they feel that this change is going to seperate them and make them not as close as they used to be. They fight the change until they force the person to change. It's sad how this works, but in reality, it's probably the single most reason why people change. The people we love, love us so much that they want us to remain the way we are forever. Forever is a long time and not one person can always stay the same. Sometimes if the people we love would just accept the change and go with it, they would understand where the change was origianlly coming from. It's dangerous to try to stop change and argue against it, especially if the person wants to change so much. The reason that somebody wants to change is usually not their choice, but a feeling that the person feels inside their head and heart. It's almost like a celestial force is making you change and you have no say in the matter but you know you have to because your mental and physical attributes are commanding you to. Maybe the change isn't the best change, but if you dig deeper, the person that you love and know isn't really changing, they are just trying to find themselves and the one thing they need the most is the support of the people who they care about the most. When the people they care about the most dismiss their change as something unimportant and try to guard down everything by rules and regulations, the person they loved begins to change out of sadness that the one group of people he or she thought would understand, really has no clue.

Differences In Formal And Informal Learning Techniques Education Essay

When an teacher enters into a category room, he or she must cognize the learning abilities of his/ her pupils. That is how they seek information, how they process information and how the information can go meaningful to them. The first portion of this study discuses the acquisition and development scheme and differences in formal and informal acquisition manner in item. This study besides includes four acquisition manner in Honey and Mumford theoretical account in item. The 2nd portion of the study consists of motive theory called Maslow ‘s Hierarchy of Needs Theory. This study outlines the five degrees of demands that are physiological demands, safety demands, societal demands, esteem demands and self realization demands. At the terminal there is a unfavorable judgment on the theory and its deduction on HR patterns that top direction can utilize Maslow theory to actuate their employees.Table of Content4 Learning and Development Strategy 4 Differences in formal and informal acquisition techniques 5 Honey and Mumford acquisition manner 5 Militants 5 Reflectors 5 Theorists 6 Pragmatists 7 Activities that form portion of the acquisition and development 7 Case survey 7 On the occupation preparation 7 Maslow ‘s Hierarchy of Needs Theory 8 Psychological demands 8 Safety demands 8 Social demands 8 Esteem demands 8 Self realization demands 9 Critical analysis of Maslow ‘s Hierarchy of Needs Theory 9 Criticism on Maslow ‘s Hierarchy of Needs Theory 9 Deduction of Maslow ‘s Hierarchy of Needs Theory 11 BibliographyPart ALearning and Development StrategyLearning and development is fundamentally directed towards the alliance of preparation demands and calling development of an employee. The basic intent of the acquisition and development scheme is that you advance an employee accomplishments and cognition in such a manner that will assist in acquiring his occupation done and finally to take to overall organisation public presentation. Uniting both larning and development schemes, you really make a nexus between them. That is you really actuate employee to larn those accomplishments which will assist them in executing their occupation. Essential elements of larning and development scheme are: How a scholar will larn the information? Which signifier of information input will a scholar prefer? How a scholar will pull significance from the received information? What will be the preferable learning manner of the scholar?Differences in formal and informal acquisition techniquesInformal acquisitionFormal acquisitionIn informal acquisition there is no formal teacher involved in it. In formal acquisition you are straight directed by the teacher to larn a peculiar thing. In formal acquisition has no predefined objects and terminal consequences. Before the start of the formal acquisition, you have some aims that clearly define the ground and consequence of the acquisition. Informal acquisition does non take topographic point within a structured environment. Rather it is more of self-generated nature. Informal larning normally happens with the frequence of experiences Formal acquisition takes topographic point within a particular agreement within an organisation. In informal acquisition you do n't acquire any acknowledgment or certification for larning that cognition or accomplishment It consequences in accomplishment of particular grade or certification that really certified that the receiver of this has learned a peculiar accomplishment or cognition. Informal acquisition may non be deliberately learned. It may go on accidentally In formal acquisition, scholar consciously and deliberately learns a specific accomplishment. It normally happens through hit and test procedure ; through socialisation when you interact with people you tend to larn different things from them unconsciously. Examples of formal acquisition are treatments, function playing, lectors, simulations etc.Honey and Mumford acquisition mannerThe learning ability of each single varies from another person. Learning manners determine the penchants of persons in footings of how they focus on different types of information, peculiar ways of comprehending that information and how each single understands that information ( Sandra Penger and Metka TekavA?iA? , 2009 ) . Honey and Mumford come up with different four acquisition manner to analyze differences in larning attacks. The four acquisition manners are: Militants Reflectors Theorists PragmatistsMilitantsMilitant scholars have short them orientation. Activist wants new experiences in their lives. Militants are more flexible and welcoming. They are more of adventuresome nature and want to seek anything new. They are ready to take determinations without believing that what would be the consequences of that determination. They do n't wish to fix before they take any action. Because of their short term orientation, they get bore easy and rapidly and ever look for new things every bit shortly as pleasance from one activity decreases. They are risk taker who want to accept challenges but without believing the possible effects of those challenges.ReflectorsReflectors are considered as good and active hearers. When learner addition experience as an militant, so there is a phase to treat those experience. They seek information from people both primary that with their ain attempts and secondary that is from others. That is why reflectors do non prosecute or take part or sup ply information instead they are searchers and hearers of information. They do n't rapidly leap to decision. Rather they want to hold deep apprehension and penetration of the information and like to believe over and once more. There fore reflectors are slow determination shaper. They resist from taking determinations instantly before chew overing into the gathered information. Their intent is to roll up and analyse information as possible before coming to decision. That is these scholars focus on assemblage and thorough processing of information alternatively of pulling decisions from it.TheoristsTheorists are those scholars who are more attracted towards theories, logics and rules. They tend to transform the erudite information, being an militant and reflectors, into theories and come up with logical concluding. Their manner of analysing any information or resolution job is that they go measure by measure and pull relationships or logics to hold on the large image. That is why they are said to be â€Å" perpendicular minds † ( Frank Coffield, David Moseley, Elaine Hall and Kathryn Ecclestone, 2004 ) . They are more of perfectionist who wants subject in their lives. That is why they go consistently, logically and rationally. Theorists are more of nonsubjective nature. Therefore they do non believe in subjectiveness, gut feelings or intuition. They want logics and grounds to hold on the information.PragmatistsAs theorist expression for theories and logics to understand the information, pragmatists are one measure frontward. They want the practical deduction of theories to hold on the information. As the name implies, pragmatist scholars are more of practical and realistic in nature. They can non absorb any theoretical account theory or principal until and unless it has practical confirmation. Like militant they look for disputing wok and new thoughts but it should be of practical nature. These types of scholars want to seek out the information they have learned one time they get out of the learning establishment. Beginning: Frank Coffield, David Moseley, Elaine Hall and Kathryn Ecclestone ( 2004 ) ‘ Learning manners and teaching method in post-16 larning A systematic and critical reappraisal ‘ . Fig 11Activities that form portion of the acquisition and developmentCase surveyCase survey is one of the activities that form portion of larning and development scheme. In this method scholars are provided with state of affairs that could be conjectural or existent. That state of affairs or narrative includes the background, some back uping information and issue faced by a company or any organisation around which the instance survey revolves. Learner has to work out the instance survey by supplying possible solutions to the job. Learner must be told that instance survey may non hold one concrete solution. Rather it ‘s the belongings of the instance survey that a job in instance can be solved by many and different ways. Therefore each scholar can hold different solution for the insta nce survey. The focal point on utilizing instance survey as a learning tool is that how the scholar approaches towards the solution, how much he understands the job and what are the tools and techniques he has used to work out the job. Harvard instance surveies are widely used in colleges and universities to better job resolution and determination devising accomplishments of scholars.On the occupation preparation ( OJT )On the occupation preparation is particularly applicable for little concern. It ‘s more appropriate when scholar has to larn new engineering. OJT can be done officially or informally. In formal OJT, there is a formal trainer, learners observes the instructor that what and how he is making. Then after the presentation, teacher will discourse the procedure of utilizing orally. Then the scholar will himself pattern the learned accomplishments and will acquire feedback and direction at the same clip. This procedure will reiterate until the scholar become maestro to it. Whereas in informal on the occupation preparation, there is no formal trainer, those who knows the engineering can learn the scholar whenever he requires. There is no formal pattern of the erudite accomplishments or proper feedback of the public presentation of the scholar. Work force ‘s Wearhouse is practising formal on the occupation preparation in which they have trained trainers and they are responsible for the development of their trainees.Part BMaslow ‘s Hierarchy of Needs TheoryMaslow hierarchy of demands theory was proposed in 1943 by Abraham Maslow in a paper A theory of human Motivation ( William G. Huitt,2004 ) . Maslow points out five degrees of demand that are the beginnings of motive for every person. This degree of demands is presented in a specific sequence. If one degree of demand is satisfied, so person will travel towards another degree of demand. An person will non travel frontward to another degree of demand until and unless the bing degree will be satisfied. And this procedure will go on until a individual reaches to most upper degree. Different people will be motivated by different degree of demand at the same clip. The five degrees of demands are Psychological demands Safety demands Social demands Esteem demands Self realization demandsPsychological demandsThis is the primary degree demand of Maslow hierarchy of demands. It includes basic necessities of an person that are nutrient, shelter, H2O and other physical demands. This degree of demand is the basic demands of every person and it must be met to travel upward in demand pyramid.Safety demandsSafety demands includes protection, security both physical and emotional. Safety needs include fiscal security, wellness attention, justness, personal security etc. If the physiological demands of an person is satisfied so he will travel for safety demands. For an employee safety demand would be occupation security, justness in distribution of wagess by the company.Social demandsSocial demands include demand for friends, relationships and belongingness. Every single demands love and love by others.Esteem demandsEsteem needs includes demand for ego regard, accomplishment, acknowledgment, position, repute. All persons have inclination to prosecute the mselves in such activities that consequences in acknowledgment and value to heighten their repute and derive a position among the group.Self realization demandsSelf realization needs includes demand for growing and to fulfill the thrust of going what one has capacity to go. This is the most upper degree of demand hierarchy. Any single will make to this phase, when the lower degrees of demands will be satisfied. If pervious degree of demands will be satisfied, so an person will recognize its interior possible and will seek to go what he can be.Critical analysis of Maslow ‘s Hierarchy of Needs TheoryThe Southern Cross of Maslow hierarchy of demands theory is that each degree in hierarchy must be satisfied before you go to the following degree. In concern universe, directors adopted this theory to actuate their employees. Motivating employees is a large challenge for directors in any organisation. Directors non merely actuate their employees to acquire their occupation done but they motivate their employees to execute their occupation in such a manner that leads to both employee and organisational productiveness. So Maslow theory gives footing to how to actuate employees. Directors have to find that which need degree is more of import to an employee. Sometimes directors merely focus on physiological and safety demands to actuate employees in footings of wage and occupation security. But director must maintain in head that if you want outstanding public presentation from the employees, so you have go upward and concentrate on upper degree of demands like regard and ego realization demand. Merely pecuniary inducements are non sufficient to actuate employees but acknowledgment in public, raising position, publicities, calling promotion besides promote employees and wok as a item of grasp for the employees. It besides gives signal to the employees that company value the part of employees.Criticism on Maslow ‘s Hierarchy of Needs TheoryMaslow hierarchy of demands theory is based on intuition and has no scientific logical thinking behind it to back up the statement. Maslow hierarchy of demands is non applicable in all civilization. For case, some civilization gives importance to respect demands than societal demands. Some civilization emphasizes societal demands so over self realization. Harmonizing to Nevis ( 1983 ) , China ‘s primary demand is belonging demand and there is no esteem demands in demand pyramid. Furthermore self realization demand for China in non recognizing 1s ain possible, but being collectivized state, the significance of self realization for them is to function the members of the society.Deduction of Maslow ‘s Hierarchy of Needs TheoryApart from unfavorable judgment, Maslow hierarchy of demands theory has an deduction on HR patterns. Through this theory, directors can plan the model to find how to actuate employees for better public presentation. For case you can set up lunch interruptions, define remainder hours and adequate wage and rewards so that employee can hold their basic necessities of life to carry through their physiological demands. In safety demands, directors must provided safe and sound on the job conditions in which workers can work easy and there is low degree of jeopardies. Directors must plan pension programs, retirement programs and tip to assist employees after their retirement age. In societal demands, directors must plan groups or squads to which employees can tie in them. In esteem demands, directors must acknowledge the parts of their employees non merely by giving them pecuniary wagess. But employees must be rewarded on footing of entire reward direction construct which includes intangible wagess every bit good like acknowledgment plan, certifications, gifts etc In self realization demand, directors can give calling promotion chance to employees by giving them more ambitious work, patronizing them for higher instruction etc.

Biography of Henry Food - 757 Words

Henry Ford is the man who forever changed American automobiles. Henry Ford converted the automobile from a luxury toy to a mainstream item of American society. During the beginning of the 20th century, the automobile was considered a luxury for the wealthy but Ford was determined to create an affordable and reliable car that a majority of Americans could invest in. This model that Henry Ford created was called the Model T, and it is one of the main reasons why Henry Ford is remembered as an extremely influential person in American society. Fords ability to apply new ideas to complicated problems and create something that is convenient for the average american is the cause of his success; his assembly line, fordism and implementation also contributed immensely to this success. Henry Ford was born in GreenField Township, Michigan on July 30th, 1863. He is the founder of Ford Motor Company which still exists today; he was also one of the principal American industrialists during the 20t h century. At the start of the 20th century, automobiles were considered toys for the wealthy, Ford was determined to change this perspective. Henry Ford wanted to change the image of an automobile for America, he urged the creation of a cheaper, more affordable and reliable car that all could enjoy and invest in. Although, Ford never physically created/invented anything, his input was always highly praised. Ford produced the Model T in 1908; it was in the economic range of most AmericansShow MoreRelatedSlavery During The 19th Century1446 Words   |  6 Pagesand diseases to arise (Falconbridge, 1788). Later on in his account, Falconbridge describes the upkeep of the slaves on the voyages. The slaves were usually fed twice a day, but on most other ships they were only fed once (Falconbridge, 1788). 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