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Discussion 1:

Performance management is the continuous process of improving the performance by setting individual and team goals. It is an ongoing communication process between supervisor and a employee. The main focus of performance management is to support the strategic goals of the organization and also to improve the individual performance in achieving those goals. One thing every company should remember is performance management is a continuous process and not a yearly once process (Aguinis, 2019).

In order to implement the performance management process, first the company should have goals and values and then they should plan accordingly with SMART objectives, profile for the role and development plan. After planning everything, the organization should implement the personal development plan and then track the progress and have regular review about their tasks and finally review the achievements after the project. Based on the reviews and support, most of the teams feel motivated and they excel in their work. There will be increase of team effectiveness and with this there will be improvement in project (DeNisi & Murphy, 2017).

There are some good leadership behaviors which are very useful for organization and growth and those include building trust with the employees, inspiring those around you, making decisions, encouraging innovation and reward achievement. There should be ethics and integrity in the leadership (Behrendt, Matz & Goritz, 2017). There are some organizational activities like strategic planning where the leader should first design the plan and then ask for the feedback, marketing where the leader should encourage everyone to come up with new ideas. Finance where the leader should showcase of saving money to the company. There are other aspects like information technology where the leader should have knowledge on latest technologies and human resources as well.

 

References:

Aguinis, H. (2019). Performance Management For Dummies. John Wiley & Sons.

Behrendt, P., Matz, S., & Goritz, A. S. (2017). An integrative model of leadership behavior. The leadership quarterly, 28(1), 229-244.

DeNisi, A. S., & Murphy, K. R. (2017). Performance appraisal and performance management: 100 years of progress?. Journal of Applied Psychology, 102(3), 421.

Discussion 2:

Performance management

Performance management entails all the activities or processes involved in the quest of maintaining or improving the performance of the employees towards the attainment of the set goals and objectives (Bratton, 2020). Its major focus is on ensuring that the employees work towards the attainment of the set goals and objectives. Performance management can enhance the overall effectiveness of the teams, as it would be possible to encourage more teamwork, especially in cases where teams are necessary for improved performance (Towler, 2020). That is to say, when performance appraisal is carried out, it would become possible to identify the areas that would be best improved through teamwork, and teams can then be fully supported.

Leadership behaviors can be thought of as the traits or characters that define the leaders’ effectiveness in the course of executing their leadership actions. When planning about the initiative or a project, one of the leadership specific behavior would entail the short term planning. The second specific behavior would involve making clarifications on the job responsibilities as well as the objectives that would need to be met (Bratton, 2020). In the execution of complex duties, it would be important for leaders to empower and mentor their subordinates. Also, situations that call for change would require the leaders to envision change and find ways of making this happen. Finally, situations calling for effective innovation would call for leaders to encourage innovative thinking among the subordinates (Bratton, 2020). The leadership behaviors would be essential for leaders to guide their followers or subordinates towards the attainment of the vision or desired situation.

Concerning the organizational capabilities, such would include inspiring leadership as well as innovation (Abadesco, 2015). These are critical capabilities that would steer the organization towards the attainment of goals. The major difference between them is that through leadership, a commonality of vision and operations is required. For the innovation, however, “thinking outside the box” may hinder the overall leadership practice.

 

References

Abadesco, E. V. (2015, Nov 22). Strategic HRM: Building organizational capabilities. Retrieved from Inquirer.Net: https://business.inquirer.net/202970/strategic-hrm-building-organizational-capabilities#:~:text=Examples%20of%20organizational%20capabilities%20would,speed%3B%20customer%20focus%20and%20innovation.

Bratton, J. (Ed.). (2020). Organizational leadership. SAGE Publications Limited.

Towler, A. (2020, February 8). How to effectively lead teams through performance management. Retrieved from CQ Net: https://www.ckju.net/en/dossier/how-effectively-lead-teams-through-performance-management