Essay on Performance Criteria: Establishing Individual Capabilities for Company Success

Performance criteria are defined as a description of assessable characteristics and standards for a given activity or task which an assessor or a manager carrying out the assessment uses to establish individual capabilities in performing a given task. Performance helps in determining individuals capability to withstand a given position within a company or show how capable a given individual can hold a given job an help towards the realization of the company's success. The paper focuses on determining various performance analysis criteria used to assess different individuals within an organization (Grabner, Kunneke & Moers, 2020).

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Following the earlier position of a marketing analyst within the Ford company, the manager used several performance criteria to assess my general performance. Firstly, the personal trait was used, which involved factors such as initiative plans, appearance and attitude. The standard held that personal approach reflects their abilities towards being initiative for company-oriented projects. Secondly, behavioural factor was evaluated (Hamstra, Van Vianen & Koen, 2019). The manager focused on how effective team participation and customer service orientation as the primary behaviour related issues. Thirdly, personal competencies which involved another interrelated aspect such as unique skills, general behavior and personal traits were evaluated. Integrity and ethics as cultural competencies were analyzed as interpersonal and business-oriented skill, respectively. Other factors considered were improvement potential and goal achievement, respectively. Various goals for market analysts were used as a metric for assessing whether I was fit for the current position.

Following the earlier cases within the workplace, some colleagues were annoying and occasional collision was a common aspect within the workplace. However, as an esteemed employee committed to achieving the holistic goals for the organization, developing conflict resolution strategies helped improve general performance. Also observing on teamwork goals rather than personal achievement helped realize notable performance improvement.

In the case of performance feedback, several factors can be considered to ensure effectiveness in information exchange between the employees and the managers. Performance feedback helps in distinguishing between the expected and exhibited performance. Giving negative feedback towards employee performance can help in corrective comments from the past behaviour hence shaping an individual general behavior (Yildiz et al. 2020). Positive feedback helps in praising a given performance, therefore, calling for perfection. To prepare for giving negative feedback, the most probable method to adopt is calling an employee and engage in a dialogue seeking to establish corrective behaviour positively.

Plan for effective teamwork

Being a manager comes along with several responsibilities which must be adhered to establish a successful team. For any success to be attained within a working group or organization, well-established coordination is needed, and uniformity is also vital. Therefore, to effectively ensure the newly created service is appropriately integrated into the employees, the following plan will be adopted:

As a manager, transparent communication regularly to the team members will be taken. This will ensure all instructions essential for the team are delivered effectively, and every participant is kept within the same page. Also ensuring regular communication with other managers will be adopted to provide a streamlined flow of events throughout the departments hence avoiding overlap problems. To account for diversity issues across the team members, all the key individuals will be included during regular meetings aimed at creating awareness on team-building. Key performance indicators include Timeliness, consistency, initiativeness, time-management and innovation and creativity.

References

Grabner, I., Kunneke, J., & Moers, F. (2020). How calibration committees can mitigate performance evaluation bias: An analysis of implicit incentives. https://epub.wu.ac.at/7404/

Hamstra, M. R., Van Vianen, A. E., & Koen, J. (2019). Does employee perceived person-organization fit promote performance? The moderating role of supervisor recognized person-organization fit. European Journal of Work and Organizational Psychology, 28(5), 594-601. https://www.tandfonline.com/doi/abs/10.1080/1359432X.2018.1485734

Yildiz, D., Temur, G. T., Beskese, A., & Bozbura, F. T. (2020). Evaluation of positive employee experience using hesitant fuzzy analytic hierarchy process. Journal of Intelligent & Fuzzy Systems, 38(1), 1043-1058. https://content.iospress.com/articles/journal-of-intelligent-and-fuzzy-systems/ifs179467