assignment

Interventions

School of MS Performance Improvement, Grantham University

Author Note

I have no known conflict of interest to disclose.

Correspondence concerning this article should be addressed to

Porsha Lang

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INTERVENTIONS 2

Interventions

The dynamic nature of the modern business environment has necessitated organizations to develop and implement interventions that focus on improving performance. Am the most effective interventions, include information-focused, which aims at defining activities and operations that clarify or specify purpose, mission, vision, services, market positions, and responsibilities (Pulakos, 2014). Additionally, information-focused interventions are crucial in outlining operations that communicate organizational objectives, expectations, outcomes, goals and discrepancies. For instance, having information-focused interventions at the organization will be crucial in defining and communicating goals and objectives of the marketing department in the first office. As such, the marketing managers will improve marketing activities which will in turn help the company to increase revenues through an effective improvement plan.

The management team at the corporation tends to be reluctant in providing employees with positive and candid feedback. An information-focused intervention approach will play a vital role in ensuring that managers convey honest feedback and discussions with their subordinates, thereby nurturing robust relationships with the entire workforce. According to Pulakos (2014), a family intervention will be beneficial for the company as it will enable every member of the organization to treat the concept of performance management as a necessary tool of their work life. With an information-based intervention approach, the managers will clarify job expectations and responsibilities, enhance group and individual productivity, in addition to developing employee abilities to their fullest degree, through effective coaching, mentoring, and feedback. Therefore, since the primary objective of the first office is to increase sales and revenues, the marketing managers should drive employee behavior that aligns with the company’s core values, strategy, and goals.

The second office on the other hand, is tasked with the responsibility of overhead reduction role in which the performance management tool focuses on improving pro0ductivity. Implementing an information-focused intervention in this office is fundamental in helping the managers to stimulate the office’s result expectations (Pulakos, 2014). The information-focused intervention will be beneficial in helping the managers to align the goals of the workers with the organization’s goals, objectives, and strategy. With the information-focused approach, it will be essential for the managers to consider the workers’ development needs throughout the goal setting process (Pulakos, 2014). For example, the workers’ developmental goals should be targeted to the improvement of their current job performance, in addition to their preparation for career advancement. Some of the goals for a worker in the second office could be; the completion of project “A”, by time “B”, increase sales by 20 percent, or the successful mentoring of worker “X” to develop skill “Y”. Nonetheless, it could be challenging for managers to perceive the direct relationship between high-level and sometimes lofty organizational objectives, and what a specific worker can realize in their job.

During the implementation of an information-focused intervention will ensure that managers from both offices embrace an ongoing feedback process that will enhance both result and behavioral expectations. The managers will have the challenge of discussing and providing the employees with a constant feedback process, aimed at improving performance (Pulakos, 2014). However, for the feedback process to effective, it will be necessary for the managers to embrace open communication that will create a culture of collaboration, teamwork, and synergy among employees. As such, an information-based intervention will be essential in helping managers improve performance management among their subordinates, thereby improving the firm’s productivity.

Reference

Pulakos., E. D (2014). Performance Management: A roadmap for developing, implementing, and evaluating performance management systems. Society for Human Resource Management. (Online)Retrieved from: https://www.shrm.org/hr-today/trends-and-forecasting/special-reports-and-expert-views/documents/performance-management.pdf