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Answer the 3 questions below and reply to each student.
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Please upload each question in different word documents.
Question 1:
Review Table 8.1 on Page 97: “Possible Outcomes.”
Imagine you have just finished an annual review with your supervisor, with positive results. Identify which three outcomes would be most motivating for you.
Imagine you are a manager who just completed an average but generally positive annual review for one of your employees. Identify which three outcomes would be most motivating for the employee. Which would be the most beneficial for your organization?
Discuss why these two sets of three outcomes may or may not be the same, depending on whom they are designed to best serve.
Student Reply 1: Diana Squire
Evaluation-to-outcome connections refer to communication or connection between levels of evaluation and the levels of outcomes achieved. Understanding these relationships gives us an opportunity to appreciate aspects of individualism and collectivism, power distance, gender differences, and other aspects allow us to improve productivity. From Table 8.1, three outcomes that would be motivating include opportunities for self-development, consistency with moral values, and advancements.
Employees look forward to growing and management would want to achieve more productivity and customer satisfaction. Secondly, ethics gives business the opportunity to consider different levels of safety both on social and economic grounds. Moral values give professional, businesses to stand out among others. Thirdly, advancements in terms of promotion and increased responsibilities provide professionals with a sense of belonging and avenue to grow their skills to a higher level (Shields et al., 2015).
As a manager, it is motivating to the employee if their efforts can be recognized besides just making sure that they are well compensated. Recognition creates a good working relationship between management and workforce which provides grounds for growth (Pritchard & Ashwood, 2008). Secondly, ensuring good working conditions encourage workers to give in their best knowing that their safety is guaranteed. Friendliness, cooperation a commitment from the employees and management improves productivity which is the most important thing for a company.
These sets of outcomes vary based on whom they motivate. Notably, these outcomes result from laying down strategies that motivate employees. These outcomes best serve employees first then the company later. Looking at all the categories and outcomes such as working conditions designed to best serve the workforce. Notice that they are the number one clients who once satisfied can propel the business to another level. The business, however, benefits first from maintaining standard moral values in the market.
References
Pritchard, R., & Ashwood, E. (2008). Managing motivation: A manager’s guide to diagnosing and improving motivation. Routledge.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., … & Plimmer, G. (2015). Managing employee performance & reward: Concepts, practices, strategies. Cambridge University Press.
Question 2: Megan McKinney
Imagine you have just finished an annual review with your supervisor, with positive results. Identify which three outcomes would be most motivating for you.
Evaluation-to-outcome connections are the relationships between the level of the outcome received from the level of evaluation interaction (Pritchard & Ashwood,2008). Three outcomes I always hope for coming out of an evaluation is recognition for my efforts for the year. I have trended toward having positive outcome evaluations and am more motivated coming out of them when I am recognized for higher level performance. Compensation is the second most motivating connection following an annual evaluation session. Since my performance is highly positive, I appreciate the compensation percentage to reflect the performance. Promotion is another preferable outcome. The way my organization is set up, promotions are not a result of a solid evaluation or performance. Promotions are only considered if an opportunity presents itself and you apply to be a considered candidate. If promotions were more hand selected based on performance it would surely increase my level of motivation to provide superior performance.
Imagine you are a manager who just completed an average but generally positive annual review for one of your employees. Identify which three outcomes would be most motivating for the employee. Which would be the most beneficial for your organization?
Consistency over time means that evaluation levels that produced a positive outcome should produce a similar outcome at a later time (Pritchard & Ashwood, 2008). One of the most motivating outcomes for the associate is the fairness and validation of the evaluation. I try to include next steps for the associate to work towards and have found it to be motivating for them. It benefits the organization because they are retaining talent by offering training for promotion opportunities. I try to focus on both the individual goals and metrics as well as their core competencies. When associates are recognized for having strong competencies, it motivates them to continue to be a strong team player. Applicable feedback is the third most rewarding part of an evaluation. Providing associates with actionable tasks they can apply toward their future performance helps sustain their motivation to thrive. All of these outcomes are beneficial toward the organization because the people representing the business are the ones making the business successful.
Discuss why these two sets of three outcomes may or may not be the same, depending on whom they are designed to best serve.
Not all associates have a passionate desire to exceed their expectations. Trying to inspire motivation by offering additional development opportunities might not be what they want. For some, just meeting the expected goals is a large enough achievement. The evaluation-to-outcome relationship can vary depending upon the role in which you are providing the evaluation for. It can also vary between the leader and the associate. It is important that both parties are trying to obtain similar outcomes. Compensation, recognition, and promotion are not all going to be considered desirable outcomes for every individual.
Reference
Pritchard, R. D., & Ashwood, E. L. (2008). Managing motivation: A manager’s guide to diagnosing and improving motivation. Retrieved from https://www.vitalsource.com/ (Links to an external site.)Links to an external site.
Question 2:
Read the Galagan article on using social media as a performance evaluation tool. Considering most employers restrict access to social media in the workplace entirely, this is an interesting step in a new direction primarily driven by Generation Y and their younger counterparts. Discuss how effective you think this medium is for such a sensitive topic. While just a start, how do you think social media or other new media could, and will, be used in the future of performance reviews?
Student Reply 3: Nancy Resmini
Discuss how effective you think this medium is for such a sensitive topic:
After reading the Galagan article, I can see some positive things that can come out of using social media. This Generation Y and younger counterparts are figuring ways from using social media to get ahead at work instead of waiting for performance appraisal and then sharing with their bosses what they are looking for at the company. I will say they are thinking outside the box, but they also need to remember this is work and some things are meant to stay at work. They also need to remember what ever is put out there on social media is for everyone to read, see and comment on. If you don’t want the feedback, then don’t post it. People can help others realize different new goals to acquire so they can improve on their performance at work. It is just something that you look at and see if it pertains to what you were addressing.
While just a start, how do you think social media or other new media could, and will, be used in the future of performance reviews?
Depending on the way social media is used down the road, will depend on if it is a good tool or not. Asking people to express how they feel about products over social media can be helpful to a company. It can drive the company to improve on the products or even change up commercials. If employees are using social networking to ambush things at their job, then I would say this is going to become a negative happening for the future. If company’s used social media to attract new workers or share ideas for improving employees’ performances or shared training videos with everyone, this could make a great impact on workers all over the world. We all need to remember that just because someone said it on social media, does not make it right for you at your company.
References:
Galagan, P. (2009, July). Dude, how’d I do? T + D, 63(7), 26-28. Retrieved from ProQuest database.
This article supports the “Evaluation via Social Media” discussion this week.
Student Reply 4 : Donna Swiderski
Read the Galagan article on using social media as a performance evaluation tool. Considering most employers restrict access to social media in the workplace entirely, this is an interesting step in a new direction primarily driven by Generation Y and their younger counterparts. Discuss how effective you think this medium is for such a sensitive topic. While just a start, how do you think social media or other new media could, and will, be used in the future of performance reviews?
This is an interesting medium for such a sensitive topic, as a performance evaluation. For drawing conclusions or for sampling or performing a survey or even employee empowerment I think it would be very useful. As a performance tool in evaluations I’m not completely sold. I have concern about security and if it is truly a secure place to put ones annual performance review. How also does the manager add the emotion to the evaluation, we spoke of empathy and emotional intelligence how does this come through in a cold internet based evaluation?
I do believe we could see social media or other new media as a tool for the future of performance evaluations. According to Pritchard and Ashwood (2008), “Your job as a manager is to be clear on what outcomes should be based on evaluations. Then, make the connections clear, make sure these outcomes are based on valid evaluations and that your subordinates perceive them as valid” (p. 96). Could social media have the ability to to make the clear connections needed for a proper annual review?
Reference
Galagan, P. (2009, July). Dude, how’d I do? T + D, 63(7), 26-28. Retrieved from ProQuest database.
Pritchard, R. D., & Ashwood, E. L. (2008). Managing motivation: A manager’s guide to diagnosing and improving motivation. Retrieved from https://www.vitalsource.com/
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