Ilm Motivating to Perform Essay

IntroductionIn the following assignment I am sacking to describe the tax of courtly and informal murder assessments within ***** and identify elans that will fasten that it is a fair and objective process. Following this I will highlight the factors that influence how people be take on in the break downplace, and how I would apply a appreciate theory of motivation to my team, to improve their exercise. I will explain wherefore feedback is important to improve communicating and the performance in my team and comp atomic number 18 the hard-hittingness of different types of feedback used in the exploitplace. cognitive operation judgementPerformance Management is a continuous process that involves informal and formal reviews as required. As Plachy and Plachy explained Performance review occurs whenever a manager and an employee conrm, adjust, or correct their understanding of work performance during number work contacts.1 this is the beaver way to manage performance. The objective of a performance review is to improve the performance of the individual which will in turn improve the performance of the political pull up stakesy. Performance reviews be truly effective to both individual and the organisation. It can identify an individuals strengths and areas of assumement and indicate how their strengths can be used within the company and how to overcome the individuals weaknesses.This can also improve communication theory by adult staff the opportunity to talk and their ideas and expectations and how well they think they are progressing. Currently *****is going by dint of a lot of procedural changes. There are no formal systems for appraisals currently with ****** just they are looking at introducing and implementing Formal Performance and Appraisal Reviews. When implemented each employee will prepare an appraisal three times within a 12 month period. This will be with a member of HR and the employees line manager.Currently we know very lit tle is the way of formal appraisals, It is important to have formal appraisals annually once introduced as it shows the employee what their strengths and weaknesses are, in finding this we can past turn the weaknesses into their strengths enable the management team to improve the team and KPIs. This said personally as a team Lead I do try to have regular informal appraisals with my Team Members. This is sound to them and also to myself as it gives the opportunity to identify and deal with issues which they may have.We can agree and set saucy objectives which can be achieved or even exceeded. On each informal appraisal I get through point of recognising the achievements which were made during the last period, by doing this I feel that the team member knows the work that has been make is appreciated and sound work is always noned. This will create motivation and they will want to develop and achieve more. Performance appraisals should be based on trust and mutual respect. An ap praisal works best when the team lead and employee know each other and there is mutual respect between the two. Team MotivationThere are many different factors which influence how people behave at work and it can depend on the type of work that they do. The environment that people work in is very influential of how people behave at work as they are going to feel a lot better if the environment that they work in is nice and if they like it. If people are not going to get along with one another at work then they are not going to be happy when they are working, therefore they may not perform to the best of their magnate and may struggle to meet the demands that ***** has in place.If you have happy workers, then you are going to have a successful organisation. It may be that the employees are not happy with certain factors and motions that are in place at the work place and therefore they are not going to feel fanatical about what they are doing and therefore will be less productive. If I was to apply one treasure theory to my team I would choose Job enrichment. The focuses of job enrichment is giving people more check over their work and where possible, allow them to take on chores that are typically done by supervisors. This actor that they have more influence over planning, executing, and evaluating the jobs they do. I would do this by rotating roles on a oscillatory basis, this will give employees the opportunity to use and gain a variety of skills. I would move employees through different types of jobs that allow them to see different parts *****.This would enable them to learn what different areas in the company do and how each task affects their own work. I believe by doing this it will also adjoin communication among teams which will in time break down the current silo effect we currently have within ******. Treat people the way they are and they will stay that way. Treat people the way they can become and they will become that way. 2 Johann Wolfg ang Communication in the workplaceCommunication skills are important because the way we interact with employees affects how well employees receive the feedback given. A supervisor who can communicate work directives and employee feedback clearly, in a manner that motivates employees instead of alienating them is a more effective leader. Feedback is a briny part of the communication process.We may misunderstand the receiver and therefore not fully understand the task or information that has been given, if we did not have some type of feedback from the other party we may never know whether what was done was correct and was completed in the way intended. As a Team leader, part of my role is to give feedback. Feedback is important to individuals and teams. They want to know what they are doing well and where they get hold of to develop. Positive feedbackWhen giving positive feedback full recognition and credit should be given to let employees know that the Team draw appreciates them. Positive feedback on good performance is a strong motivator, employees are more likely to take away and respond to constructive criticism. When an individual takes pride in their work they need to be recognized and told that they are performing well. This is effective as the employee will want to work harder as they feel they are recognised and appreciated and will want to progress. Negative/Corrective FeedbackCorrective Feedback is used to highlight what has been done wrongly and indicates where the employee needs to spend their effort, This offers an insight into where and how the individual can improve. When receiving negative feedback the employee tends to remember the bad points and ignore the good this can demotivate them and make them feel insufficient. That said Corrective feedback can give the individual the information they need to correct this and take their performance to the next level.ConclusionTo Conclude I have described the value of formal and informal performanc e assessments within *******.I explained the value of each and identified ways that will ensure that it is a fair and objective process. Following this I highlighted the factors that influence how people behave in the workplace,and how I apply a recognised theory of motivation to my team to improve their performance. I have explained why feedback is important to improve communication and the performance in my team and compared the effectiveness of different types of feedback used in the workplace.References1. Title Performance Management Getting Results from Your Performance Planning and Appraisal SystemAuthor Roger J. Plachy and Sandra J. Plachy2. Title Faust Author Johann Wolfgang von Goethe, 1749-1832