Performance management Essay Example | Topics and Well Written Essays - 1500 words - 1

Performance guidance - Essay ExamplePerformance management concept links the individual interests and objectives with the mission and strategic objectives of the geological formation thus enabling employees to focus on the consummation objectives (Aguinis 2012). Historical development of performance management rough of the earliest theorists of scientific management include Fredrick Winslow Taylor who advocated for scientific management concepts with the aim of improving the productivity of each individual employee. According to Taylor, simplification of the employments would increase employee productivity, and enable cooperation in the organisation. Ideally, Fredrick Taylor contributed to performance management through advocating for the heir of the rule of thumb and replace it a scientific method that could enhance the efficiency of work in the organisation. Taylors second scientific management principle is geared at matching workers to their jobs depending on the job descrip tion, skills and capabilities of each individual inn the organisation. ... ocation of the work between management and workers in a manner that managers go along most of their work time while laying out strategies and training while workers perform the function activities in an efficient manner. Taylor made a contribution to performance management through ensuring job description, lying-in specialization and incentive schemes for the highly performing employees (Aguinis 2012). Another early theorist of performance management in organisations was Mc Gregor. He came up with improved performance appraisal methods and measures of improving organisational effectiveness. According to Mc Gregor, performance management should involve appraisals that cater for administrative needs such as salary levels and promotion opportunities, development need such as the need for feedback and suggestion and finally motivation of the workforce. McGregor challenged the original notions of Taylor since employees could not be machine parts that can be redesigned or even eliminated. He perceived employees as individuals with alone(predicate) needs thus introduced a human relations approach to performance management. According to his theory X and Y, theory X asserts that average employees dislike work and thus individuals must be coerced since they tend to subdue both work and responsibility. Some of the modern methods that have been implemented in order to encourage this course of instruction of employees perform effectively include punishments and rewards (Bacal 2011). Theory Y asserts that work is natural just like feed and people will apply self-direction and control in attaining organisational objectives, thus eliminating the need of coercion and punishments. In addition, employees will accept and seek more responsibility if rewards are associated with achievement and creativity of the individual