(Mt) – MGT 520 Saudi Electronic University Managing Performance Discussion

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12:14 PM Mon 31 Jan Il 70% Discussion Rubric Writing Quality O Points No Evidence – Did not participate. – 2 Points Meets Expectation – Writing is well organized, clear, concise, and focused; no errors. .5 Points Limited Evidence – Numerous errors or omissions-at least some major- in writing organization, focus, and clarity. discussion. 1.5 Points 1 Point Approaches Below Expectation Expectation – Some – Numerous significant but not significant errors major errors or or omissions in omissions in writing writing organization, organization, focus, and clarity. focus, and clarity. 1.5 Points 1 Point Approaches Below Expectation Expectation – Initial – Initial post 2 days post made 1 day late. late. 1.5 Points 1 Point Approaches Below Expectation Expectation – Initial – Initial post only. post and one other post of substance. 2 Points Timeliness Meets Expectation – Initial post made before deadline. – .5 Points Limited Evidence – Initial post 3 days late. 0 Points No Evidence – Did not participate. Quantity 2 Points Meets Expectation – Initial post and two other posts of substance. .5 Points Limited Evidence – One post of substance to colleagues. O Points No Evidence – Did not participate. Points Possible: 10 12:14 PM Mon 31 Jan Il 70% Х Discussion Rubric 1 of 1 SEU Discussion Board Rubric Meets Expectation Limited Evidence No Evidence Content Approaches Below Expectation Expectation Content, Research, and Analysis 1.5 Points 1 Point Approaches Below Expectation Expectation – – Demonstrates Demonstrates fair significantly flawed knowledge of knowledge of concepts, skills, concepts, skills, and theories. and theories. 0 Points No Evidence – Did not participate. .5 Points Limited Evidence – Demonstrates poor or absent knowledge of concepts, skills, and theories. 2 Points Meets Expectation – Demonstrates excellent knowledge of concepts, skills, and theories relevant to topic. 2 Points Meets Expectation – Statements are well supported; posts extend discussion. Support 1 Point Below Expectation – Support is deficient; posts do not extend discussion. – .5 Points Limited Evidence – Statements are not supported O Points No Evidence – Did not participate. 1.5 Points Approaches Expectation – Statements are partially supported; posts may extend discussion. 1.5 Points Approaches Expectation – Some significant but not – Writing Quality – 2 Points Meets Expectation – Writing is well organized, clear, 1 Point Below Expectation – Numerous significant errors .5 Points Limited Evidence – Numerous errors or omissions-at O Points No Evidence – Did not participate. – 7:09 PM Tue 8 Feb 35%G Performance Management Process The discussion is useful to explain the role of feedback in the performance management of the employees. In the given case, the motivation and performance success of the finance manager can be done by utilizing a proper performance appraisal system in the organization. The performance assessment must be conducted by Malek to ensure the connection of the finance manager and other employees with the corporate strategies of the company. Moreover, the performance execution must be considered by the director of the finance department in order to ensure maximum success of the long-term and short-term objectives of the company (Aguinis, 2019). The performance review conducted by the organization will also be useful to highlight the issues, challenges, and problems faced by the employees. The review process is positive two-way communication among the manager and the employee. Moreover, Abdulrahman can address the lack in the performance management process with the head of finance by explaining to him the usefulness of performance planning (Anderson & Kimball, 2019). The role of mission, vision, and knowledge about the job is an important step to understand the needs of the company, demands of the company, and quality of work needed by the company. The performance planning will be helpful to determine the attitudes, skills, work quality, organizational culture, and employee responsibilities with the goals of the company (Guo & Ling, 2019). While implementing a new performance management system, I would like to improve the evaluation system of performance. The new system will contain a questionnaire-based evaluation of the performance of employees after every quartile. On comparing the new system with the existing one, we can extract that previously the company doesnt focus on a performance evaluation system (Anderson & Kimball, 2019). As a current manager, I will ensure that my staff could not be at Abdulrahmans position by using positive constructivist strategies in staff management practices and organizational behavioural management. The issues and problems of employees will be addressed satisfactorily with the help of weekly meeting sessions. The strategies of providing incentives will also be used to motivate employees (Aguinis, 2019). References Add Reply 7:09 PM Tue 8 Feb 35%G Performance Management Process The discussion is useful to explain the role of feedback in the performance management of the employees. In the given case, the motivation and performance success of the finance manager can be done by utilizing a proper performance appraisal system in the organization. The performance assessment must be conducted by Malek to ensure the connection of the finance manager and other employees with the corporate strategies of the company. Moreover, the performance execution must be considered by the director of the finance department in order to ensure maximum success of the long-term and short-term objectives of the company (Aguinis, 2019). The performance review conducted by the organization will also be useful to highlight the issues, challenges, and problems faced by the employees. The review process is positive two-way communication among the manager and the employee. Moreover, Abdulrahman can address the lack in the performance management process with the head of finance by explaining to him the usefulness of performance planning (Anderson & Kimball, 2019). The role of mission, vision, and knowledge about the job is an important step to understand the needs of the company, demands of the company, and quality of work needed by the company. The performance planning will be helpful to determine the attitudes, skills, work quality, organizational culture, and employee responsibilities with the goals of the company (Guo & Ling, 2019). While implementing a new performance management system, I would like to improve the evaluation system of performance. The new system will contain a questionnaire-based evaluation of the performance of employees after every quartile. On comparing the new system with the existing one, we can extract that previously the company doesnt focus on a performance evaluation system (Anderson & Kimball, 2019). As a current manager, I will ensure that my staff could not be at Abdulrahmans position by using positive constructivist strategies in staff management practices and organizational behavioural management. The issues and problems of employees will be addressed satisfactorily with the help of weekly meeting sessions. The strategies of providing incentives will also be used to motivate employees (Aguinis, 2019). References Add Reply 7:10 PM Tue 8 Feb 35%G Steps for Mr. Malek Performance management is one of the essential skills for a team leader to motivate, lead, direct, and resolve the issues team members. in the given case, Malek believes that performance appraisal activities within an organization waste valuable time, and he prefers to spend time on preparing financial statements rather wasting time and efforts on performance management. Mr. Malek has to take several steps to link the duties and responsibilities of Abdurrahman with the overall organizational mission, vision, and values. Mr. Malek has been obliged to review his leadership style and adopted an approach to ensure employees high performance. The research study of Nursari, S. R. C., & Murtako, A. (2021) explained that a team leader like Malek must have developed strategic plans for workers assessment and performance management. In addition, he needs to involve his team members in different activities and coordinate with each other. All of these steps will help him to link the duties of Abdurrahman with overall organizational goals. Addressing Abdurrahmans performance management For identifying the issues in the performance management of Abdurrahman with Malek, Abdurrahman must raise his issues with him and also discuss his concerns with the HR department. When he shares his concerns and problems with HR and Malek, he will get feedback from both sides that would help him address lacking performance management with Malik, as also addressed by Dangol, P. (2020). New performance management compared to the existing system As the team leader, I would implement a quarterly performance management system within the organization in which every employee would have a separate file of his activities that would contain his occurred violations and best performance activities; moreover, if quarterly performance appraisal system is more informative compared to the existing performance management system also elucidated by Mulvaney, M. A. (2017). Avoiding Abdurrahmans situation as a leader Being a leader of a team is one of the critical tasks. In the given scenario, I would empower all the team members through training to evaluate their mistakes. I will give them constructive feedback, improve their performance, and discuss their issues that would reduce their stress during working within the company, as also explained by Aguinis, H. (2019). Add Reply

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