A Society Motivated By the Individual-Free-Samples for Students

Question: Make a Comparison and Contrast between a Society motivated by the Individual Self-Interest. Answer: Introduction The aim of this report is to understand the process take place in the performance management in a business organization so that the activities take place in a company can be linked with the goals of the organizations. The word performance management is made up of two words that are performance and management (Giacalone, Robert A., and Paul Rosenfeld, 2013). That refers to the performance within a particular time frame take place or the efforts of the work done. It includes two things that are task efforts and quality. The report consist a compare and contrast between the personal self interests by using competitive performance. It helps to identify the effectiveness in the job of the employees and evaluate about the performance of the same. There is a leading culture that shows that job outcomes are come from the ethical perspective (Gond, Jean-Pascal, and Andrew Crane. 2010). The study will also put emphasis on the set of approaches that are used in the performance management and to conduct the performance appraisal interview. The performance management plays a vital role in an organization as it leads to effective and efficient an outcome that ranges wider. In this report, we come across to various types of approaches take place in performance management (Rich, Louis, Jeffrey Lepine, and Crawford, 2010). The meaning of performance management is to manage the performance and work of the workforce and setting an environment in which employees can perform at their best level (Liao, Martocchio, Joshi, 2010). It is a managerial process that comprises of planning of the performance, feedback, management of the performance by observation, rewards to the employees, and performance appraisal (Stahl, Gnter, Bjrkman, and Morris, 2012). The performance management is a disciplined and holistic approach that comprises of planning, monitoring, developing, rating and rewarding the employees performance within an organisation. The evaluation of the performance In the evaluation of the performance, there is a requirement to analyze the personal self interest of the employees (Dane, 2011). This is due to the fact that if the interest of the employees lies somewhere else, in such situations it becomes very difficult for the company to manage the employees performance and the productivity of the company go downwards (Walker, Richard, George, Boyne, and Gene 2010). In order to avoid such situations the company has to analyze the performance of the employees timely and provide them training so that improvement can bring. Compare and contrast between a cultures driven by personal self-interest throughcompetitive performance in the evaluation of job effectiveness Comparison between the two approaches that is personal self interest and ethical views It is said that the culture driven by personal self interest and ethical culture is different yet mach with each other as the aim of ethical culture is related to the ethics that is governed by an organization. They also include the employees who are working with the business organization (Glenn, Roath, Whipple, and Fawcett, 2010). The culture of an organization is directly related and dependant on the workforce working with them and the cultural background form which the employees belong. They are the one who contributes in the culture (Gond, Pascal, and Crane, 2010). Therefore, ethical culture is related to the culture driven according to the personal interest. Ethics are defined as the disciplines that are dealing with the good and bad factors, duties and obligations, moral and values of an organization (Golicic, Susan and Carlo Smith, 2013). These all factors are related to the employees who are working with the company. An organization that is personal self interest driven generally focus on the employees and their growth and development (Creswell, 2013). Contrast between the two approaches that is personal self interest and ethical views There is a big difference between the two approaches that is personal self interest and ethical views. The personal approach is simply an approach that concentrates on the growth and development of the individual working with the organization. While the other approaches that is ethical approach that focuses on the ethics, values, morals, etc. of the entire business organisation (Brown, Michelle, Hyatt, and Benson, 2010). The other different between the two approaches is that the ethical approach is an old and traditional type of approach that focus only on the accomplishment and achievements of the goals (Heslin, Peter and Walle, 2011). While the other approach that is personal self interest approach focus that whether the employee love his work or not, whether he is working with his full ability of capacity or not. In this way, there are many different perspectives carried by both of the approaches. A Christian or ethical view of performance management This view says that work hard and be honest. These are the most relevant things that are required in an organization. But the fact is that an organization cannot work with these to parameters as there are other elements that help in smooth running of an organization (Thurston, Paul, and McNall, 2010). This includes to the fact that these two elements do not provide a fair deal to manage all the issues and problems in a business organization. It has been noticed that most of the organization do not take care of the problems faced by the employees in the company. So, the companies have to focus on the problems faced by the employees so that they can love the work and find meaning in working with the company. The Christian theory says that the workers would connect to the work to make their performance good. The biggest reason behind this theory is that the work should not be tin and undeveloped (Dipboye, Robert, and Adrienne Colella, 2013). This theory is different from the personal se lf interest theory as in this theory the entire focus is on ethical view and moral of the organisation. According to this theory there are two core truths that is masters do not give up due to threatening. They are the masters who act same for all. There are angers that take care of the performances of the employees. They are the n in the business organization ho are responsible in bringing up the employee. The companies try to manage the performance of the workforce by providing them training so that they can learn and perform better. This not only improves the performance of the employees but also enhance the productivity of the company. The companies use various methods so to provide training to their employees like on the job training, off the job training, vestibule training, etc. the managers are the people who identify that which employees needs Approaches in performance management There are many approaches in the performance management that provides a better way of management of the organization. Traditional approach There is traditional approach that helps in the evaluation of the performance. The mangers of the company set various goals and objectives in the starting of the year, meet with the midyear so that they can check that in which direction the organization and its productivity is going on (Selden, Sally, and Jessica, Sowa, 2011). The grade helps to calculate the increase in the pay, increment and bonus and who to let g at the time of layoffs. The new approach to performance management The new approach to performance management helps in creating a real bond between the direct reports and the managers. It directs report and the managers will work together under this approach at the initial point so that they can st meaningful goals for the entire year. In this approach they try to achieve at least one goal every week so that at the end of the month they can analyze the changes take place due to the applicability of the approach (Palaiologos, Anastasios, Panagiotis, Papazekos, and Panayotopoulou, 2011). They ask the employees whether they are in need of anything. At the end of the year, the company and its managers try to review the entire data and collection to come of the conclusion. They will celebrate the accomplishments done by the employees. There are many companies who are using this modern approach of performance management as it helps in encouraging people to work collectively and to fulfill all the expectations and also to create and effective plan for the development and growth of the employees. Performance Appraisal Interviews First of all there is a need to understand the meaning of Performance Appraisal Interviews. For the successful business organization, most of the companies conduct an appraisal interview in which they talk to the internal staff of the company to let know about them (Fugate, Mel, Gregory, Prussia, and Kinicki, 2012). It is a long term interview which takes at least an hour for the reason to choose the right candidate in the company. Both the traditional and new approach follow the process of performance appraisal interviews as it is better option and a better approach to manage the performance of the employees. There are strength and weakness of each performance appraisal method at may suit on one organization and not suitable on the other one. In such situation the company has to analyze the best suitable method (Carney, Michael, Eric Gedajlovic, Pursey, Heugens, Essen, and Oosterhout, 2011). Many companies use a mixture of both the methods of performance management in an organisation. There are various types if sub methods of these both like traditional methods comprise of ranking method, paired method, grading method, forced distribution method, forced choice method, checklist method, critical incidents method, graphic cable method, essay method, field review method, confidential method, etc. (Corley, Kevin, and Dennis, Gioia, 2011) The modern methods comprises of management by objective, behaviorally anchored rating scales, assessment ventures, 360-degree appraisal, and cost accounting method. The both methods have their own importance and impact on the organization. the traditional method emphasis more on the rating of the personal individuals traits like creativity, potential, integrity, intelligence, leadership quality, etc. on the other hand, the modern method put more emphasis on achievements of the job position other than the personal traits. In this way, both the methods have their own pros and cons. Recommendations The aim of this study is to change the goals of the organization into the individuals goals. This can help the business organization to bring effectiveness and productivity. In order to imply all the changes, manager has to keep in mind that there must be proper communication take place between the employees and the manager. This can also related to the expectations of the manager because he is the one who provide feedback and appraisal about the employees to the management. They have to analyze the weakness and strength of them and assign the work accordingly that will help in achieving the competencies, skills, and talent of the employees on the job. The manager can enhance the performance by developing an internal communications system within the company. It is related to communication of each and every thing to the employees and workforce so that they feel connected, valued and important. The manager also have to ensure the performance appraisal system is in the place, is well understood and working effectively and efficiently in the business organization. The mangers should provide support to their employees so that they can perform well and seek improvement in the performance of the employees and workforce so that productivity can be achieved. The performance management system of the contemporary business must be prominent in nature. The company must establish a particular structure for the performance planning of the employees of the firm and develop the performance by providing timely appraisals and feedbacks to the employees. It take place by evaluation, auditing, constructing succession plans, discovery of the training ne eds, motivating staff a developing the individuals according to the needs of the organization. Conclusion As we know that the process of performance management is to identify and develop the performance of the human resource working in the business organisation. This procedure helps in evaluating the employees performance. As discussed before, the idea of this report is to drive a similarity and difference among the culture and society motivated by the individuals self-interest usingcompetitive performance in the assessment of work effectiveness and efficiency. It also comprises of the leading culture ofexcellence in the outcomes of the job from a Christian view point and a moral outlook. The study has also discussed and provided many justifications related to the set oftheories, principle and also for the final approach and theory to Performance Management, with emphasis on processes leadingto conducting Performance Appraisal Interviews.At last we can conclude that the performance management is a type of management that helps the business organization in analyzing and identifying the en tire caliber to perform the work. References Brown, Michelle, Douglas Hyatt, and John Benson, 2010. "Consequences of the performance appraisal experience."Personnel Review39, no. 3 (2010): 375-396. Carney, Michael, Eric R. Gedajlovic, Pursey PMAR Heugens, Marc Van Essen, and J. Hans Van Oosterhout, 2011. "Business group affiliation, performance, context, and strategy: A meta-analysis."Academy of Management Journal54, no. 3 (2011): 437-460. Corley, Kevin G., and Dennis A. Gioia, 2011. 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