Literature Review on "Operation of Performance Management Systems"

Literature Review 19 pages (7293 words) Sources: 14

[EXCERPT] . . . .

Operation of Performance Management Systems

The idea of managing performance is not new, but the way in which performance management is handled is changing. New systems and new ideas about what motivates employees and causes them to do their best work are being studied, along with adaptations of the older ideas created by individuals such as Maslow and Herzberg. No matter what kind of company is considered, addressing the issues with employee performance can deeply affect the bottom line. When employees are happy they are much more likely to do a better job, which helps the employees and the company. It is difficult to force an employee to perform in a better way for a long period of time, but it is quite possible to provide the employee with incentive to perform better -- and that is at the heart of managing employee performance.

Introduction

Managing performance is a wide, over-arching concept. It can be used to manage the performance of a person, a department, a company, or even a particular process. Performance management systems are a part of human resources, and they are used to ensure goals are met. Those goals need to be met both efficiently and effectively, or the company will suffer. Monitoring employee performance is more complicated than just making sure that employees are working designated hours. What those employees are doing and how they handle and manage their time are both highly significant in considering the bottom line of the company. What causes a person or company or department to perform in a way that pleases the employees and the bottom line? Incentives. The employees must feel as though they are getting something for the work t
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hat they are giving the company -- and often that "something" must be more than just a paycheck and/or benefits.

While being well-paid for the work one is doing is important, and getting benefits like health insurance can also greatly affect how a person feels about his or her job, employees generally need things that matter to them and that will be part of their lives for a long period of time. Overall, each employee is different and it can be difficult to determine what the best choice is when it comes to offering performance incentives. Companies have to make money, but if they strive to give their employees what those employees need the companies can often well offset the costs of the benefits they are offering. Performance management is the term that encompasses this, and has been in use since the late 1970s. It addresses technology that manages results and behavior -- both of which are critical elements when considering performance. In order to use the technology of PM, however, a person or company must know how to get the desired results and behavior, and that requires a study of motivation as it relates to employees.

Findings

The Background and Definition of Performance Management

Performance management is most commonly seen in a work environment, but wherever people interact with one another PM can be used. This includes community meetings schools, churches, sports teams, political settings, and more. When people interact with each other and their environment to produce a desired effect, PM can come into play -- and most people do not even realize it. In 2000, Austin & Carr identified PM as an approach that was both integrated and strategic, and that increased an organization's effectiveness by raising the performance level of people who work in those organizations and by developing capabilities in both individual contributors and teams.

Getting all of the employees in an organization to reconcile their personal goals with the goals that are held by the organization is something that really is possible when PM is used. This is part of what is called the self-propelled performance process (SPPP). In order to get everyone "on the same page" so to speak, a mission statement is needed for each job and an analysis of the commitment to that job must be undertaken. In the mission statement, it is important to include the purpose, product, scope, and customers. By creating a strong and complete mission statement for each job, the organization will be able to identify the performance standards and the key objectives for each job. Then, the organization can better determine what kinds of incentives can be offered to employees in order to ensure that those employees work hard to meet the objectives and standards of the job to which they are assigned.

When an organization dedicates itself to the performance of systems or the management of employees, it is able to create an effective delivery of both operational and strategic goals. The correlation between the use of PM software or programs and the improved results of a business or organization is too strong to ignore. Integrated software can provide information much more quickly than a spreadsheet-based system. That can offer a return on investment (ROI) that is highly significant for any business. Both direct and indirect benefits appear and those benefits can be adjusted and manipulated in a way that will allow greater enjoyment for employees and a better bottom line for the business for which those employees work. When PM is used correctly, it is much easier to see the potential in every work day of every employee. That can provide benefits such as a growth in sales, a reduction of organizational costs, and a decrease in the time it takes to make important changes.

The value of a motivated workforce cannot be overemphasized. When employees see how they are directly contributing to the company, and when the employees are being rewarded for that contribution, they want to work harder and do more than they otherwise would. While PM can be used to study their performance and discover ways in which the employees can do things differently to make the company (and, therefore, also the employees) more profitable, the employees must be motivated in order to do a good job. If there is no motivation, there is no point in addressing PM because the employees are not likely to get onboard what the company is attempting to do. Fortunately, motivation of employees is something that has been extensively studies in the past. In order to completely understand PM and the broad definition of performance management as a function of human resources, motivation must be addressed and explained.

Motivation in the Corporate World

Originally, it was only the corporate world that was looking at its employees in ways that included more than just how those employees were being paid. However, that trend is now spreading beyond corporations and into sales and other industries (Bedeian, 1993). Because that is the case, and because management the performance of employees is much easier to do when employees are motivated, it is important to look at trends in compensation and how those trends are being used to help ensure that companies all around the country and the world are able to continue to motivate their employees and grow their bottom line. A reward system for all of the employees is one that will track employee progress but that will also help the employee be more productive while remaining in line with the mission that is held by the company and/or by the industry as a whole.

Mostly, the mission of a company has been straightforward -- to produce goods and services that are high-quality, have strong customer service, and have a workforce that is professional and dedicated. That is easier said than done, of course, but it is also something that can be accomplished and something that can be measured. If employees are not properly compensated for the work that they are asked to do, it is very unlikely that those employees will be able to provide the company with the dedication for which it is looking. The company will then have two choices -- let the employees go and hire new ones, or find ways in which the employees can be motivated to do what the company is looking for in terms of work ethic and customer service. The right kinds of compensation opportunities can skyrocket profitability for a company, and the performance management program will show the growth and development of the bottom line more rapidly than in the past.

The motivation of employees does not come easy. Many people want to work because they want to be paid, but they find that they are only interested in the check and the insurance benefits. They continue to do what they need to do to get by so that they do not lose their job, but that is the extent of their commitment to the organization. That lack of commitment can be seen in performance management, when it becomes clear that productivity is not what it should or could be and the employees who work for the company are not dedicated to doing everything they can to move the company forward. In short, the goals that the… READ MORE

Quoted Instructions for "Operation of Performance Management Systems" Assignment:

16 pages of content = 3 pages of annotated bibliography.

LITERATURE REVIEW

During this course, you will research and write a scholarly Literature Review. The paper will be written in APA format, will be at least 16 pages in length (not including the title page, abstract, and references) and will utilize at least 14 scholarly references.

What is a Literature Review?

A literature review is a survey and discussion of the literature in a given area of study. It is a concise overview of what has been studied, argued, and established about a topic, and it is usually organized chronologically or thematically. A literature review is written in essay format. It is not an annotated bibliography, because it groups related works together and discusses trends and developments rather than focusing on one item at a time. It is not a summary; rather, it evaluates previous and current research in regard to how relevant and/or useful it is and how it relates to your own research. A Literature Review is more than an Annotated Bibliography or a summary because you are organizing and presenting your sources in terms of their overall relationship to your problem statement.

A literature review is written to highlight specific arguments and ideas in a field of study. By highlighting these arguments, the ***** attempts to show what has been studied in the field, and also where the weaknesses, gaps, or areas needing further study are. The review should therefore also demonstrate to the reader why the *****s research is useful, necessary, important, and valid.

Literature reviews can have different types of audiences, so consider why and for whom you are writing your review. For example, a lot of literature reviews are written as a chapter for a thesis or dissertation, to support a proposal, or to help the ***** develop a base of knowledge in a particular business area.

Asking questions such as the following will help you sift through your sources and organize your literature review. Remember, the literature review organizes the previous research in the light of what you are planning to do in your own project.

*****¢ What*****'s been done in this topic area to date? What are the significant discoveries, key concepts, arguments, and/or theories that scholars have put forward? Which are the important works?

*****¢ On which particular areas of the topic has previous research concentrated? Have there been developments over time? What methodologies have been used?

*****¢ Are there any gaps in the research? Are there areas that haven*****'t been looked at closely yet, but which should be? Are there new ways of looking at the topic?

*****¢ Are there improved methodologies for researching this subject?

*****¢ What future directions should research in this subject take?

*****¢ How will your research build on or depart from current and previous research on the topic? What contribution will your research make to the field?

How Do I Organize and Structure the Literature Review?

There are several ways to organize and structure a literature review. Two common ways are chronologically and thematically. We will be using the thematic structure in this review. In a thematic review, you will group and discuss your sources in terms of the themes or topics they cover. This method is often a stronger one organizationally, and it can help you resist the urge to summarize your sources. By grouping themes or topics of research together, you will be able to demonstrate the types of topics that are important to your research. For example, if the topic of the literature review is improving productivity in organizations, then there might be separate sections on research involving service-***** businesses, production-***** businesses, non-profit organizations, governmental organizations, etc... Within each section of a thematic literature review, it is important to discuss how the research relates to other studies (how is it similar or different, what other studies have been done, etc.) as well as to demonstrate how it relates to your own work. This is what the review is for so don*****t leave this connection out!

What is the Final Format?

As stated in the syllabus, the paper will be written in APA format, will be at least sixteen pages in length (not including the title page, abstract, and references) and will utilize at least twelve scholarly references. The final format will be:

*****¢ Title Page

*****¢ Abstract

*****¢ Introduction ***** no longer than one page

*****¢ Findings ***** at least 13 pages

*****¢ Conclusions and Recommendations ***** at least 2 pages

*****¢ References

What is the Process?

1. Annotated bibliography ***** As you read articles, books, etc, on your topic, write a brief critical synopsis of each. After going through your reading list, you will have an abstract or annotation of each source you read. Later annotations are likely to include more references to other works since you will have your previous readings to compare, but at this point the important goal is to get accurate critical summaries of each individual work.

2. Thematic organization ***** Find common themes in the works you read, and organize the works into categories. Typically, each work you include in your review can fit into one category or sub-theme of your main theme, but sometimes a work can fit in more than one. (If each work you read can fit into all the categories you list, you probably need to rethink your organization.) Write some brief paragraphs outlining your categories, how in general the works in each category relate to each other, and how the categories relate to each other and to your overall theme.

3. More reading ***** Based on the knowledge you have gained in your reading, you should have a better understanding of the topic and of the literature related to it. Perhaps you have discovered specific researchers who are important to the field, or research methodologies you were not aware of. Look for more literature by those authors, on those methodologies, etc. Also, you may be able to set aside some less relevant areas or articles which you pursued initially. Integrate the new readings into your literature review draft. Reorganize themes and read more as appropriate.

4. Write individual sections ***** For each thematic section, use your draft annotations (it is a good idea to reread the articles and revise annotations, especially the ones you read initially) to write a section which discusses the articles relevant to that theme. Focus your writing on the theme of that section, showing how the articles relate to each other and to the theme, rather than focusing your writing on each individual article. Use the articles as evidence to support your critique of the theme rather than using the theme as an angle to discuss each article individually.

5. Integrate sections ***** Now that you have the thematic sections, tie them together with an introduction, conclusion, and some additions and revisions in the sections to show how they relate to each other and to your overall theme.

What Additional Points Must I Consider?

The following are some points to address when writing about specific works you are reviewing. In dealing with a paper or an argument or theory, you need to assess it (clearly understand and state the claim) and analyze it (evaluate its reliability, usefulness, validity). Look for the following points as you assess and analyze papers, arguments, etc. You do not need to state them all explicitly, but keep them in mind as you write your review:

*****¢ Be specific and be succinct ***** Briefly state specific findings listed in an article, specific methodologies used in a study, or other important points. Literature reviews are not the place for long quotes or in-depth analysis of each point.

*****¢ Be selective ***** You are trying to boil down a lot of information into a small space. Mention just the most important points (i.e. those most relevant to the review*****'s focus) in each work you review.

*****¢ Is it a current article? ***** How old is it? Have it*****s claims, evidence, or arguments been superseded by more recent work? If it is not current, is it important for historical background?

*****¢ What specific claims are made? ***** Are they stated clearly?

*****¢ What support is given for those claims?

o What evidence and what type (experimental, statistical, anecdotal, etc.) are offered? Is the evidence relevant? Sufficient?

o What arguments are given? What assumptions are made, and are they warranted?

A word of caution: It is absolutely essential that you understand your article. If you do not understand the article do not use it. Also, do not depend on the abstract or the conclusion for a full understanding of what the article says. You can often be misled.

How Do I Find the Literature?

Just as there are many avenues for the literature to be published and disseminated, there are many avenues for searching for and finding the literature. There are, for example, a variety of general and subject-specific indexes which list citations to publications (books, articles, conference proceedings, dissertations, etc.). Tips on Identifying and Organizing Your Findings

There is no way to predict what themes you will find. The themes could include definitions, topics, theories, agreements, and even disagreements in the literature. Design a descriptive codeword or phrases to define each theme. Some people even use different-colored highlighters. With twelve articles (16 pages of content) you will probably have anywhere between 4 ***** 6 major themes for your final literature review. It is highly unlikely that every article will continue all the themes you have identified. Below is an example of ten hypothetical articles with 4 hypothetical themes.

Article Theme

1 A

2 A, B

3 D

4 B

5 A, D

6 A, C

7 B, C

8 A, B, C

9 A, B, C, D

10 B, C

The chart is not very helpful except as a prelude to further organization. Your literature review will be written thematically. That is, you will not be reviewing one article after another, but rather investigating the themes contained in those articles. Therefore, your article could be organized this way:

Theme Articles Cited

A 1, 2, 5, 8, 9

B 2, 4, 7, 8, 9, 10

C 6, 7, 8, 9, 10

D 3, 5, 9

Which theme goes first? The order of the themes is up to you, but keep it logical. The themes provide the subheadings for the Findings section of your review. This is an efficient way to organize and write your paper.

*****

How to Reference "Operation of Performance Management Systems" Literature Review in a Bibliography

Operation of Performance Management Systems.” A1-TermPaper.com, 2011, https://www.a1-termpaper.com/topics/essay/operation-performance-management-systems/6872. Accessed 5 Oct 2024.

Operation of Performance Management Systems (2011). Retrieved from https://www.a1-termpaper.com/topics/essay/operation-performance-management-systems/6872
A1-TermPaper.com. (2011). Operation of Performance Management Systems. [online] Available at: https://www.a1-termpaper.com/topics/essay/operation-performance-management-systems/6872 [Accessed 5 Oct, 2024].
”Operation of Performance Management Systems” 2011. A1-TermPaper.com. https://www.a1-termpaper.com/topics/essay/operation-performance-management-systems/6872.
”Operation of Performance Management Systems” A1-TermPaper.com, Last modified 2024. https://www.a1-termpaper.com/topics/essay/operation-performance-management-systems/6872.
[1] ”Operation of Performance Management Systems”, A1-TermPaper.com, 2011. [Online]. Available: https://www.a1-termpaper.com/topics/essay/operation-performance-management-systems/6872. [Accessed: 5-Oct-2024].
1. Operation of Performance Management Systems [Internet]. A1-TermPaper.com. 2011 [cited 5 October 2024]. Available from: https://www.a1-termpaper.com/topics/essay/operation-performance-management-systems/6872
1. Operation of Performance Management Systems. A1-TermPaper.com. https://www.a1-termpaper.com/topics/essay/operation-performance-management-systems/6872. Published 2011. Accessed October 5, 2024.

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