Job Performance Training
Performance Management

Over the many past years, performance management has been realized to being a very critical business tool for many organizations that have yet seen their success ambitions make a break. Every management team responsible for implementing as well as maintaining performance management systems must be able to realize its potential and commitment to successful results (obert & John 2011). This paper tends to discuss some of the headliners binding performance management, to be specific; challenges facing performance management solutions, integration of job performance and learning or training processes, initiatives of improving employee relations, as well as techniques of Improving employee performance and retention.

Integrating job performance and training

Building a performance support system reduces the need of training through proving of decision tools, information as well as performance aids. Through this, human weaknesses are compensated for, and strengths are enhanced through the same process. The performance support systems can…...

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References

Kristen M. W, Ann H. H and Robert D. (2006). When Coworkers and Managers Quit: The Effects of Turnover and Shared Values on Performance: Journal of Business and Psychology, Vol. 21, No. 1, pp. 103-126

Tephane, C. (1999). Affect and Performance in Organizational Settings: Current Directions in Psychological Science, Vol. 8, No. 2, pp. 65-68

Tilaye, K. (2007). Management Practices as Leverages of Employee Performance: Indian Journal of Industrial Relations, Vol. 42, No 3, pp. 332-354

Robert L.M. And John H.J. (2011). Human Resource Management: Essential perspectives. London: Cengage Learning.

Job Performance Evaluation
When it comes to the measurement of performance a common method used is the rating scale. However there are a wide range of considerations when it comes to the type of scale to be used, the source that will provide the ratings on the scale and the ethical and legal issues that surround the scale and the usage of its results. The paper is an evaluation of a job and the how job performance is evaluated in the particular job including the type of rating scale and sourtces.it will also look at errors that might arise as a result of using the rating system and an overview of the validity, reliability, social and legal issues that are related to this rating systems.

The specific job that is to be evaluated is that one of a retail shop attendant. The job entails attending to customers who come into the store…...

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References

Landy, F.J., & Conte, J.M. (2013). Work in the 21st century: An introduction to industrial and organizational psychology (4th ed.). Hoboken, N.J.: John Wiley & Sons.

Chapter 5: Performance Measurement

Artley, W., & Stroh, S. (2001). Volume 2: Establishing an integrated performance management system. In The performance-based management handbook: A six volume compilation of techniques and tools for implementing the Government Performance and Results Act of 1993. Retrieved from   2.pdfhttp://www.orau.gov/pbm/pbmhandbook/volume 

Archer North&Associates.(2010). Rating Scales. Retrieved February 19,2014 from  http://performance-appraisal.com/ratings.htm

Performance Standards
The Imperative for Job Performance Standards

One of the greatest mistakes that an employer can make is the failure to provide personnel with a clear set of directives on what is expected of them on the job. hile most employees will strive to perform to the best of their abilities, uncertainty over expectations and ways of measuring effectiveness can actually lead to lowered morale and, consequently, declining performance. It is for this reason, our primary text asserts, that job performance standards are an absolute necessity, particularly in companies of larger scope. Clearly defined and effectively communicated performance standards can not only help an employer to evaluate the effectiveness of his personnel both individually and collectively, but these standards can also help employees to gauge their success in attending to their job functions. (p. 604)

One of the best ways to ensure that an employee feels invested in achieving his or her…...

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Works Cited:

UC Davis. (2008). Performance Management. U.C. Berkley Guide to Managing Human Resources.

Introduction LMX or (leader member exchange) theory is salient for corporate sustainability and development. Breevaart and coworkers (2015) claim that the theory forms a key instrument in the maintenance of sound manager- subordinate bonds. Increased bond tenure reinforces and improves exchange, thereby positively affecting personnel (Martin et al., 2016). Hence, this paper discusses the LMX theory’s influence on workers’ job performance by discussing and reviewing findings from prior studies.
LMX theory
The theory’s conceptual bases prove salient in several organizational areas. Diefendorff, Kim, and Liu (2015) regard leader member exchange theory as a key tool in the maintenance of effective leader- subordinate bonds. Managerial support is appreciably high among the low LMX cluster, making them socialize via the exchange of desirable behavior. Moreover, LMX theory is rooted in corporate citizenship and personnel behavior since superior- subordinate communication functions as the bridge for the latter to distinguish what the former anticipates him/ her to…...

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References

Breevaart, K., Bakker, A. B., Demerouti, E., & van den Heuvel, M. (2015). Leader-member exchange, work engagement, and job performance. Journal of Managerial Psychology, 30(7), 754-770.

Kim, T. Y., Liu, Z., & Diefendorff, J. M. (2015). Leader–member exchange and job performance: The effects of taking charge and organizational tenure. Journal of Organizational Behavior, 36(2), 216-231.

Martin, R., Guillaume, Y., Thomas, G., Lee, A., & Epitropaki, O. (2016). Leader–member exchange (LMX) and performance: A meta-analytic review. Personnel Psychology, 69(1), 67-121.

Walumbwa, F. O., Cropanzano, R., & Hartnell, C. A. (2009). Organizational justice, voluntary learning behavior, and job performance: A test of the mediating effects of identification and leader-member exchange. Journal of Organizational Behavior, 30(8), 1103-1126.

 

Personality Testing in the Workplace
The business manager today has a myriad of concerns when considering the best way in which to help his or her business to succeed. On the one hand, the business environment needs thorough examination. On a far more complicated level, however, the business manager needs to ensure that the right personnel are recruited for the work at hand. Since human beings are complicated in nature, managers and personality professionals have constructed personality tests in order to determine the likely success or lack thereof for personnel being recruited. Subsequently, various studies have been conducted to determine the success of these tests in actually predicting the effectiveness of recruiting procedures and/or personnel in a specific business. At the basis of these tests and investigations is the assumption that personality predicts job performance. factors

Garcia et al. (2013) identify personality in terms of its division into "factors" that influence a…...

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References

Cascio, W.F. And Fogli, L. (2013). The Business Value of Employee Selection. In Farr, J.L. And Tippins, N.T. (eds). Handbook of Employee Selection. New York, NY: Routledge.

Garcia D, Nima AA, Rappe C, Rapp Ricciardi M, Archer T (2014) The Relationship between the JobMatchTalent Test and the NEO-PI-R: Construct Validation of an Instrument Designed for Recruitment of Personnel. PLoS ONE 9(3): e90309

Judge, T.A. And Zapata, C.P. (In press) The person-Situation Debate Revisitied: Effect of Situation Strenth and Trait Activation on the Validity of the Big Five Personality Traits in Predicting Job Performance. Academy of Management Journal.

Meyer, R.D., Dalal, R.S., Jose, I.J., Hermida, R., Chen, T.R., Vega, R.P., Brooks, C.K., and Khare, V.P. (2013). Measuring Job-Related Sitautional Strength and Assessing Its Interactive Effects with Personality on Voluntary Work Behavior. Journal of Management. 20(10).

Job Satisfaction in Correctional Officers
Current Situation

One of the enduring problems in modern law enforcement is the high rate of job dissatisfaction among correctional officers, which, anecdotally is even higher than job dissatisfaction rates in other law enforcement professionals. There are a number of factors believed to contribute to this job dissatisfaction, which, in turn, contributes to other problems for correctional facilities, such as high rates of employee turnover. Job dissatisfaction can also increase danger in the correctional facility environment because it might impact prisoner morale, may result in correctional officers not being sufficiently attentive to changes in prisoner attitude, and may make it difficult to keep staff adequately trained to respond to situations that develop within the correctional environment.

Obviously, all of these scenarios can result in an increased negative impact on job satisfaction for other employees, so that the problem becomes cyclical. hat that suggests is that employee satisfaction will…...

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Works Cited

Graham, S., Harrington, W., Manyak, T. Segal, S., & Udechukwu, I. (2007 Fall). The Georgia

Department of Corrections: an exploratory reflection on correctional officer turnover and its correlates. Public Personnel Management, 36(3), 247+. Retrieved from   NE&sw=w&asid=0a390f77ae63768d6ac3dd9fd10ecdf5http://go.galegroup.com/ps/i.do?id=GALE%7CA175557556&v=2.1&u=oran95108&it=r&p=AO 

Lambert, E.G., Kelley, T., & Hogan, N.L. (2013). The association of occupational stressors with different forms of organizational commitment among correctional staff. American Journal of Criminal Justice: AJCJ, 38(3), 408-501. Doi: http://dx.doi.org/10.1007/s12103-012-9183-1 

Slate, R.N., Vogel, R.E., & Johnson, W.W. (2001). To Quit or Not to Quit: Perceptions of Participation in Correctional Decision Making and the Impact of Organizational Stress. Corrections Management Quarterly, 5(2), 68-77.

Emotional intelligence and job performance Emotional Intelligence and the Important ole it Plays in Job PerformanceEmotions significantly affect an organization or individuals intelligence, and work culture has been substantially impacted. The concept of emotional intelligence gathered a lot of popularity, though it remains one of the ignorant topics. Emotional intelligence plays a critical role in new affective revolution perspectives in organizational and social psychology. According to Goleman 1998, emotional intelligence can evaluate ones emotional status and regulate them appropriately. Multiple researchers have severally tried to define the nature of the relationship between work performance and emotional intelligence. According to Semadar et al. (2006), the performance of employees is best predicted by emotional intelligence as it can preempt their productivity by managing and understanding their emotions in the best manner accordingly. Emotional intelligence can empower a person to motivate oneself, regulate ones mood, control impulses, boost persistence level, and thus, manage…...

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ReferencesAllen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance, and normative commitment to the organization. Journal of occupational psychology, 63(1), 1-18.Baksh Baloch, Q., Saleem, M., Zaman, G., & Fida, A. (2014). The Impact of Emotional Intelligence on Employees’ Performance. Journal of Managerial Sciences, 8(2). Boon, L. K., Fern, Y. S., Sze, C. C., & Yean, O. K. (2012). Factors affecting individual job performance. In International Conference on Management, Economics, and Finance. Çekmecelio?lu, H. G., Günsel, A., & Uluta?, T. (2012). Effects of emotional intelligence on job satisfaction: An empirical study on call center employees. Procedia-Social and Behavioral Sciences, 58, 363-369. Dulewicz, V., & Higgs, M. (2003). Leadership at the top: The need for emotional intelligence in organizations. The International Journal of Organizational Analysis, 11(3), 193-210. Goleman, D. (1995). Emotional intelligence. New York: Bantam Books. Kassim, S. I., Bambale, A. J., & Jakada, B. A. (2016). Emotional Intelligence and Job Satisfaction among Lecturers of Universities in Kano State: Empirical Evidence. Journal of Education and Practice, 7(10), 53- 59. Naderi Anari, N. (2012). Teachers: emotional intelligence, job satisfaction, and organizational commitment. Journal of Workplace Learning, 24(4), 256-269. Romanelli, F., Cain, J., & Smith, K. M. (2006). Emotional intelligence as a predictor of academic and/or professional success. American journal of pharmaceutical education, 70(3), 69. Salovey, P., & Mayer, J. D. (1990). Emotional intelligence. Imagination, Cognition and Personality, 9 (3), 185 – 211.

Job Performance Appraisals
There are three basic ways to appraise an employee's job performance: traits, behavior and results. Each of these ways has both advantages and disadvantages. Using an employee's traits to evaluate and appraise job performance can be beneficial because it allows the employer to see how well the person fits the position. Traits, which are qualities such as personality, communication style and background, are factors which cannot be created or faked. In many cases, certain traits are more suitable to a position and an employee showing these traits will demonstrate better performance. The disadvantage to evaluating based on traits is that the employee has no control over these factors and so should not be blamed for having traits that do not match the position. Also, appraising job performance based on traits can lead to illegal discrimination if traits such as gender, race and age are considered.

Basing a performance appraisal…...

Job Analysis and Performance Appraisal Methods: Practical Applications
My current circumstances could be grooming me for a totally different profession but deep inside, I have always admired the work journalists do. I particularly like how news reporters go out to the field, gather real time information, and interact with newsmakers. In addition to enjoying themselves, these ladies and gentlemen play a very significant role in the creation of a more open and just society. For this assignment, I will address a number of issues with regard to the job I would be interested in pursuing, i.e. news reporting.

Job Analysis

Job analysis according to Werner, Schuler, and Jackson (2010) is essentially "a systematic process of describing and recording information about job behaviors, activities, and worker specifications" (p. 122). In that regard therefore, a job analysis seeks to generate information regarding both those performing the job and the job itself. It is a process…...

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References

Mathis, R.M. & Jackson, J.H. (2010). Human Resource Management (13th ed.). Mason, OH: Cengage Learning.

Snell, S.A. & Bohlander, G.W. (2011). Managing Human Resources (16th ed.). Mason, OH: Cengage Learning.

Werner, S., Schuler, R.S. & Jackson, S.E. (2012). Human Resource Management (11th ed.). Mason, OH: Cengage Learning.

Performance Management through the Lens of Keys v. Humana (2012)
Kathryn Keys, former employee of Humana Incorporated, filed a claim of racial discrimination under the Civil ights Acts of 1964 and 1991 (Keys v. Humana, 2012). The U.S. District Court for the Western District of Kentucky sided with the defendant, Humana Inc., in January 2010 and dismissed the case on the grounds that the facts were insufficient to support a claim of racial discrimination under the McDonnell Douglass framework. The McDonnell Douglas framework requires the plaintiff to show that they are a member of a protected class, were qualified to hold the job in question, were treated differently than others not belonging to a protected class or were replaced by an unprotected person, and were harmed by an employment decision. Specifically, the lower court found that Keys failed to show that Caucasian employees who were not fired were indeed performing the…...

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References

Human Inc. (2012). Well-being starts with us. 2010 & 2011 Corporate Social Responsibility Report. Retrieved 26 Feb. 2014 from  http://apps.humana.com/marketing/documents.asp?file=1853059 .

Keys v. Humana Inc., No. 11-5472 F.6th (Fed. Cir. 2012).

Littler Learning Group. (2009). Performance management and corrective action: A resource guide for managers & supervisors. Retrieved 25 Feb. 2014 from  http://www.csus.edu/hr/docs/professional/perfmgmtandcorrectiveaction050109.pdf .

Van Bogaert, D.A. (n.d.). New legal battlegrounds for performance evaluations. Retrieved 25 Feb. 2014 from  http://myweb.lmu.edu/dbogaert/newlegalbattlegroundspedvb.pdf .

Job edesign and Workplace ewards Assessment:
Advertising art director at an advertising agency

Job components, tasks, or responsibilities

Employees whose work focuses on designing the content of advertising often have a greater deal of leeway in terms of governing their day than other types of employees. Advertising professionals are 'creatives,' meaning that their output is more subjective in its value than, say, a factory employee that must produce so much of a particular product per diem or even an accounting professional that must perform an audit. An advertising art director's role is serving the customer. "An art director usually works alongside a copywriter to form a 'creative team'. Traditionally, the copywriter produces the words to go with the visuals created by the art director" (Advertising art director, 2014, AGCAS). Working with the client closely from the beginning to gain a sense of what the client needs from a particular project; storyboarding an advertisement;…...

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References

Advertising art director. (2014). AGCAS. Retrieved from:

 http://www.prospects.ac.uk/advertising_art_director_job_description.htm 

Cutler, Z. (2014). The best ways to reward employees. Entrepreneur. Retrieved from:

 http://www.entrepreneur.com/article/75340

Performance Management Theories and Practices
Performance management is a continuous process by which an organization identifies, measures, and develops the performance of individuals. It aligns their performance, the resources and systems with the strategic goals of the organization. According to Leeuw and Berg (2011), companies that apply performance management practices generally perform better than those that do not.

The course has covered important performance management theories and practices. One key lesson learnt, for instance, is that for performance management practices to be effective, there must be constant communication between the management team and the employees; and it is imperative for the goals of the individual to be aligned with those of the organization (Pulakos, 2009). The performance management cycle also provided insight on how performance management systems should be implemented in the organization. The elements of this cycle include: setting the objectives; measuring the performance of individuals; providing feedback on the performance;…...

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References

Leeuw, S. & Berg, P (2011). Improving Operational Performance by Influencing Shopfloor Behavior via Performance Management Practices. Journal of Operations Management, Vol. (29) 3, 224-233. Retrieved from http://search.proquest.com.proxy-campuslibrary.rockies.edu/docview/866083571/50E9B56B076C4E25PQ/1?accountid=39364

Pulakos, E.D. (2009). Performance Management: A New Approach for Driving Business Results. (1st Ed.). West Sussex, United Kingdom: Wiley-Blackwell Publishers.

job analysis is the process of identifying the best person for a job based on examining the tasks performed, the competencies required to perform those tasks, and the connection between the task and the competencies ("Assessment & Selection," 2013). Performing such an analysis allows the company to better understand the requirements of a given job in the hopes of finding the person best suited to fill the role. There are four main elements involved in performing a thorough job analysis. The first is a description of the work activity that is gathered through a vigorous review of the job and the all the tasks related to adequately performing the work. Second, the knowledge, skills, and abilities or competencies required to perform the job are assessed and catalogued. A large amount of data is compiled to study the range of allowable job performance and the characteristics of the workplace (Prien,…...

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References

Assessment & selection: Job analysis. (2013). U.S. Office of Personnel Management. Retrieved February 28, 2013 from:

 https://www.opm.gov/policy-data-oversight/assessment-and-selection/job-analysis/ 

Biddle, D.A. (2008). Are the Uniform Guidelines outdated? Federal guidelines, professional standards, and validity generalization. The Industrial-Organizational Psychologist, 45(4),

17-23.

Performance Assessment Systems in Organizations
Many companies conduct performance assessment systems to cope with the current fast-paced global economy. The assessment reflects on companies past outcomes known as lagging indicators as well as the current leading indicators to inform the management on the latest developments. These indicators appropriately analyzed, reported and evaluated, help the companies achieve higher profits.

The use of leading indicators is increasingly getting popular with many companies and businesses today. According to Gjerde and Hughes (2007), computed deviations with standard cost systems give the management timely data on shortfalls of production allowing them to put emphasis on the unfavorable outcomes and take corrective measures to enhance profits.

In the case of South West Airlines, they put in place a performance assessment system that saw it successfully execute a cost leadership strategy. The liner recorded a growth in operating income using the performance assessment system and took advantage of the…...

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References

Gjerde, K.P., & Hughes, S.B. (2007). Tracking performance: when less is more. Retrieved March 25, 2012, from www.findarticles.com:  http://findarticles.com/p/articles/mi_m0OOL/is_1_9/ai_n31141879/?tag=co%20ntent;col1 .

McCunn, P. (1998, December). The Balanced Scorecard…the eleventh commandment .

Management Accounting, pp. 34-36.

Mudde, P.A., & Sopariwala, P.Z. (2008). Examining Southwest Airlines' strategic execution: a strategic variance analysis. Retrieved March 25, 2012, from www.findarticles.com:  http://findarticles.com/p/articles/mi_m0OOL/is_4_9/ai_n31151644/?tag=content;col1

ANNUAL PEFOMANCE EVIEW

INSTUCTIONS

The supervisor and employee meet at the beginning of the review period and together identify and prioritize three to five primary job responsibilities from the employee's job description. Goals, objectives, and special projects may be identified at any time throughout the review period.

At the end of the review period, the employee self-evaluates his or her performance (job responsibilities, performance factors, and goals/objectives) using the rating scale, completes Part I of the Career Development section, and returns the form to the supervisor.

The supervisor evaluates the employee's performance of job responsibilities, performance factors, and goals/objectives using the rating scale. Supervisor comments are EQUIED for any evaluation of "Exceeds Expectations," "Improvement Needed," "Fails to Meet Expectations," and for the OVEALL rating.

The supervisor then meets with the employee and together they discuss the ratings, complete Part II of the Career Development section, and sign and date the form. The review form is…...

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References

Edmondson Bell, E.(2003) Your job-performance review: make your boss your partner in getting ahead. Advance preparation can help. Essence 34(2), 120-121.

Nowack, K.M., Hartley, J., & Bradley, W. (1999) How to evaluate your 360 feedback efforts Training & Development 53(4), 48-54.

Nowack, K. (2005). "Longitudinal evaluation of a 360 degree feedback program:

Implications for best practices." Paper presented at the 20th Annual Conference of the Society for Industrial and Organizational Psychology, Los Angeles.

1. The Interplay between Anxiety, Depression, and Loneliness: A Hidden Connection

Anxiety, depression, and loneliness are often considered separate entities, but they share a complex and interconnected relationship. Explore how these three conditions can feed off each other, creating a vicious cycle that can be difficult to break free from. Discuss the unique challenges faced by individuals who struggle with this combination of conditions and suggest strategies for addressing them effectively.

2. The Role of Creativity in Managing Anxiety and Depression: A Therapeutic Outlet

While anxiety and depression can be debilitating, they can also serve as catalysts for creativity. Examine the ways in....

I. The Impact and Consequences of Alcohol Consumption: A Comprehensive Analysis

Exploring the Multifaceted Impact of Alcohol Consumption on Society and Individuals
Unveiling the Physical, Psychological, and Social Consequences of Alcohol Abuse
Alcohol Consumption: A Vicious Cycle of Addiction, Health Issues, and Social Dysfunction

II. Alcohol Consumption: A Medical and Sociological Perspective

The Physiological Effects of Alcohol: From Intoxication to Chronic Disease
The Role of Alcoholism in Mental Health Disorders and Substance Abuse
Alcohol Consumption as a Window into Social Stratification and Health Disparities

III. Alcohol Control and Regulation: Policy and Prevention Strategies

Examining the Effectiveness of Alcohol Control Policies and Interventions
....

1. The Impact of Stress on Cognitive Functioning

Examine the effects of acute and chronic stress on memory, attention, and problem-solving skills.
Discuss the physiological and psychological mechanisms underlying these effects.
Explore interventions and strategies to mitigate stress-induced cognitive impairments.

2. Stress and Physical Health

Analyze the relationship between stress and various physical health conditions, such as cardiovascular disease, gastrointestinal disorders, and immune function.
Investigate the mechanisms by which stress activates physiological stress response systems and leads to health problems.
Discuss the importance of stress management for promoting overall well-being.

3. Stress in the Workplace

Examine the prevalence of workplace stress and....

Refining a Thesis Statement on Work-Life Balance

Original Thesis Statement:

Work-life balance is an important issue for employees and employers alike.

Refined Thesis Statement:

The increasing demands of the modern workplace are eroding work-life balance, leading to negative consequences for employees and organizations.

Explanation:

The original thesis statement is broad and lacks specificity. It simply states that work-life balance is important, but it does not provide any evidence or analysis to support this claim. The refined thesis statement is more specific and focused. It identifies a clear problem (the increasing demands of the modern workplace) and proposes a solution (improving work-life balance).

Body Paragraphs:

To support....