Coaching And Performance Management Essay

3445 words - 14 pages

Thesis Statement:
Being a leader has many advantages and disadvantages. Could coaching an employee be helpful for all involved? Being in a management position there is the need to be the devil’s advocate and approaching employees in a delicate manner to engage in the conversation that something issues need to change. What is the definition of coaching when working with adults in a workplace? Do managers need to be coached on how to coach? These are items will be addressed in this essay for anyone who is in or is planning on being in a managerial role. All the skills needed to provide a safe and healthy work environment for every employee.
The good news is that you can get your managers to buy in to the Pygmalion effect it can increase productivity and also raise morale in your organization. Another word used is Pygmalion effect which means that expectations are set to higher standard of performance and employees will rise to the occasion.
It is imperative part of communication to achieve the correct response from your employees a manager should be able to show he/she has the skills to coach, counsel and mentor to greatly improve employee’s morale, commitment, productivity and satisfaction in the work place. Managers can be viewed as the captain of the team, commander, or even a facilitator. Having these attributes to develop a strong relationship with employees will enhance the situation of developing a rapport. Becoming a coach to your subordinates, the manager should be able to encourage employees to do their jobs well and eliminate poor performance through timely and consistent coaching.
Executive Summary
The definition of coaching some say that it is considered as a performance-improvement technique. To engage a manager with an employee to an amicable agreement to arrive at a behavior that works best for the organization and the employee. Some may see it as a broader term for encouraging the employee to strive for greatness and perform at a higher level. This type of coaching can create a greater performance and a commitment to sustained growth for the organization.
Susan M. Heathfield a Human Resource expert states that “the goal of performance coaching is not to make the employee feel badly, or show how much Human Resource professional or supervisor knows. The goal of coaching is to work with the employee to solve performance problems and improve the work of the employee, the team, and the organization. In the content of this paper you will see that there is every organization expects their employees to maintain a level of professionalism in their behavior and conduct. All employees are expected to obey policies and procedures and to have self-discipline. When employees stray from the expectations of an organization there are consequences to every action, both good and bad. At the end of this paper the reader will know and understand the concept of coaching employees.
This can be reached when management...

Find Another Essay On Coaching and Performance Management

Performance and Career Management Paper

1005 words - 4 pages performance, the employee will be given direct guidelines on how to improve performance. After reviewing the tasks that equate to positive performance, the employee will provide us with an explanation of what management expects from him. If all steps are clear, we will ask the employee to sign a document describing what is expected of him and a date for a new evaluation will be set no later than 2 months after the first feedback session.Reaching

Remuneration and Performance Management System Essay

1926 words - 8 pages The correct remuneration and performance management system is an ongoing discussion as it plays an integral part in organisations. Pfeffer (2005) argues that wage compression and symbolic egalitarianism is the best practice to gain competitive advantage, however other theorists advocate a ‘best fit’ model depending on the organisational strategic plan. This essay explores these arguments by demonstrating how culture, the job, and organisational

Organizational Change, Learning and Performance Management

751 words - 3 pages Organizational Change, Learning and Performance management Presently, organizations have become a complex phenomenon, which requires numerous functions and strategies to manage the human resources. In today’s world there is a great need for organizational change and learning from time to time because of increasing globalization and technological advances. Proper plans and policies should be framed for implementing organizational change (Allen

Performance Management and Employee Satisfaction, by Milica and Milos Jaksic.

809 words - 3 pages The study of PERFORMANCE MANAGEMENT AND EMPLOYEE SATISFACTION is written by Milica and Milos Jaksic. In this paper they trying to relate human resource management practices on performance management that help to satisfaction of employee. HRM measuring employee performance and having valuable feedback helps to get higher achievement and better performance within the organisation. Moreover trying to focus on managerial effort that will improve the

Impact of Lean Manufacturing and Environmental Management on Business Performance

1339 words - 6 pages Introduction:  In this report we tried to explain the relationship between lean manufacturing practices environmental management practices and environmental performance, business performance outcomes (e.g., market and financial performance).  The hypothesized relationships of this model are tested with data collected from 309 international manufacturing firms (IMSSIV) by using AMOS.  There is an increasing social demand for environmental

Elevating Performance through Motivation, Ethics, and Conflict Management

1964 words - 8 pages Elevating Performance through Motivation, Ethics, and Conflict Management Introduction The United Parcel Service (UPS) is a company that is successful and has been flourishing for years. UPS is an organization that is number one in the field of package delivery. UPS is partially successful because of the way the organization motivates employees, resolves conflict and practices good ethics. In this paper, one will learn how UPS applies

Rob Parson at Morgan Stanley: Exploring managerial problems associated with performance appraisal and performance management.

1530 words - 6 pages 1. Overview.This report presents an independent analysis addressing the insights for important management issues associated with performance appraisal and performance management in the Capital Market Services of Morgan Stanley. The analysis will be focused on identifying the major problems, analyzing the situations, and making feasible and thorough recommendations for the board of Morgan Stanley to improve the existing situations.2. Problem

Evaluating Performance through Motivation, Ethics, and Conflict Management: Wal-Mart management

2552 words - 10 pages IntroductionWal-Mart management operates through a number of functions classified in general as the planning, organizational, leading, motivation and control mechanism factors.The evaluation of employees performances based on motivation, ethics and conflict at Wal-Mart is assessed on very scientific and professional basis, which is one of the main reasons for Wal-Mart to have grown into one of the most famous, well-managed and largest companies

Career Development Plan Part III—Performance and Career Management. A performance and career management program for the employees selected for your team.

1097 words - 4 pages , coaching, and mentoring needed to increase the performance of willing and able sales representatives. The objective as manager is to facilitate performance by eliminating roadblocks to successful, and by providing ample resources to get a job done right.Employees are provided opportunities for advancement as they progress with InterClean. Performance evaluations determine employee's eligibility for advancement, and assists management with the

Assess how Performance Management Systems benefit an organisation's efficiency and effectiveness. How can an organisation ensure successful implementation of Performance Management Systems?

1123 words - 4 pages goals, the use of a range of methods, techniques and processes is necessary,Performance management can be defined as the ongoing process of objective setting, performance tracking, generating improvement actions and coaching that leads to improved results from staff, which turns inputs into desired outputs. Managing performance is about understanding your employees' unique capability and having the right tools and know-how to motivate, empower and

Effects on Performance Management and the Company when Nepotism and Cronyism is Present.

2950 words - 12 pages EFFECTS ON PERFORMANCE MANAGEMENT AND THE COMPANY 2EFFECTS ON PERFORMANCE MANAGEMENT AND THE COMPANY 3Effects on Performance Management and the Company when Nepotism and Cronyism is Present. Running head: EFFECTS ON PERFORMANCE MANAGEMENT AND THE COMPANY 1Effects on Performance Management and the Company when Nepotism and Cronyism is Present.Whether deliberate or unintentional, workplace nepotism and cronyism threatens positive corporate culture

Similar Essays

Performance And Career Management Essay

1391 words - 6 pages Performance and Career Management Performance and Career Management � � � Performance appraisal is an important tool for managers and employees. Although appraisals can be subjective, well assembled appraisals encourage remuneration for employees based upon their merit and performance. Performance appraisals are used to improve employees' efforts by helping them to realize and use their full potential when carrying out the

Performance And Reward Management Essay

3189 words - 13 pages contemplate which areas to focus more efforts so as to develop professionally. Aguinis, Gottfredson, & Joo (2012, p. 105) define performance management as the provision of information concerning an employee’s past conduct with respect to the stated goals and standards of behavior and results. The objective of performance feedback is to help the employee improve individual as well as team performance, employee engagement and motivation and ultimately job

Performance Management And Rewards Essay

3468 words - 14 pages factor is the inputs which is a category of employees who offer their skills, knowledge and competence. The second factor is the human resources who have a role of transforming the inputs into outcomes. The third factor is the output and this is dependent on the work behavior of the inputs and the human resource. Management of the employee’s performance includes: work planning and setting expectations; performance monitors; developing and

Performance Management And Industrial Relations Essay

2034 words - 8 pages Performance Management: DefinitionPerformance Management is a process requiring participation from both managers and employees that functions on agreed terms instead of top-down instructions. For it to be comprehensive and efficient at the same time, it requires a joint and continuous dialoque aimed at improving the terms between the two parties concerned. Some of the areas that performance management that works on are acceptance of objectives