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Archive for the ‘goal’ Category

After Coetsee, the performances of the realization of goals and meet expectations. On the other hand, we define performance management as a continuous cycle of improvement in work performance with goal setting, feedback, coaching, rewards and positive reinforcement.
The objective theory has two main provisions, supported by the research:
• People with specific hard goals (stretch target) have a higher performance than those with simple or vague “do your best to the objectives;
• The more successful a person object, the higher their satisfaction.
Research shows that the relationship between goals and performance is strongest when workers their goals if they were in, get feedback and the needed incentives.
If a dimension is missing, the motivation is likely to suffer from their employees, because employees who do that particular dimension is not recognized or rewarded.
Moreover, a comparison of actual performance with standards and identify abnormalities. The manager must decide whether to assess characteristics, behavior or performance as performance indicators.
Behavior can be seen more objectively measured. There is also record more legally binding actions. Assessment results determined by pre-established goals and more interesting popular as it is easy against the strategic objectives of the organization measured and allow management to control.
The next step is to discuss the evaluation with the employee who has a great emotional significance and has a strong influence on the employee self-esteem. It is easier for both experts evaluate and deliver good news than bad news, that the power of expectations to discuss. In the first case, a reward or financial position of the information advantages. Last step is to figure out what needs to be done to the current performance of the employee to correct. Corrective measures should, ideally, the causes of sub-standard, rather than just address the symptoms, how it is useful in the long term.