Evaluating the effectiveness of performance management Assignment Solved

TOPIC: Evaluating the effectiveness of performance management

Name of the Student:

Name of the University:



An increase in global competition has raised concern for all organizations to maintain and develop highly skilled employees for the sake of sustenance in the international market. The competition brings challenges that require the organizations to raise their bar in terms of improved quality and level of performance management as well as improvement in the human resource function. Both the terms are linked to each other due to a plethora of reasons, one of which is, employee appraisal or performance appraisal, which is a key function of HRM (human resource management) and human resource development. Performance management is defined as a method for recognizing, measuring, and developing the performances of the individuals and the teams within an organization and aligning them to the visions and goals of the organization. Thus, it can be said that it is closely linked with human resource development and planning and plays a major role in the success of any project or process. Performance management plays an integral role in ensuring the development of employees to develop skills and make them future-ready. This paper will entail a discussion on performance management and how it is linked to the function of human resource, the main driver of the performance management, which is performance appraisal, evaluation of employee performance and how it can be effectively managed to produce desired outcomes or results, benefiting the organization.

Parameters of Performance Management (PM)

Understanding PM systems: An employee is the foundation stone of the company. Factors that impact the growth and development of a company, evaluated by the company’s financial growth, revenue generation, ROA (return on average assets) is based on employee skills and utilization. For the success of an organization, its employees must increase a sense of engagement and ownership (Korschun, Bhattacharya, & Swain, 2014). A study conducted by Fallon, (2015); Cooper-Thomas et al, (2014); Pendleton and Robinson, (2015), revealed factors which caused increased employee turnover and they were, “lack of resources and opportunities for development, partial bosses, work performances, lack of trust and shared ownership.” Whereas, organizations in which there is a high level of employee satisfaction, create a “high customer loyalty base (Pun & Nathai-Balkissoon, 2011).” The researchers Rock & Jones, (2015) argued that change in the PM systems is essential with the changing dynamics of employee and organization relationships. In their research, it was found that big companies and global leaders such as Adobe, GE as well as Deloitte, re-oriented their PM systems away from annual performance ratings, and annual goals which pitted the employees against one another, towards a more sustainable performance management system which encompasses on achieving short-term goals and employee engagement with the managers. This paradigm shift has been led by changes like operations which in the global age, requires more of a team-based approach instead of single-handed operations and competitions. Thus, PM is not an annual evaluation process but a continuous process of employee engagement and development.

Self-motivation: The theory of Self-determination of SDT states that an employee’s mental state of mind and the level of job satisfaction are the key motivating factors that are linked to their level of performance and their productivity within an organization. Many researchers believe that effective performance management must put a great emphasis on goal setting techniques. Lack of alignment of the goals of the employee with the goals of the organization occurs. It is because management has failed to widen the employee’s vision to see the bigger picture. From the management, the decision-making processes of the company do not affect those who are at the bottom level. The vision and mission of the company or an organization have not ignited the spirits of each individual to work for achieving similar goals and objectives which the organization holds. The employee is narrowed to only on self-performance and the annual ritual of appraisals. This undermines the potential of the contribution of an employee for expanding their horizon and develop new skills. It is only when the goals of all the employees are aligned with the goal of an organization, will the performance system be able to effectively leverage human potential. Thus, an organization must focus on giving a cause to their actions and inspire people to work for them. It was tremendously problematic to give a general meaning of inspiration given the way that it incorporates various factors and measurements. Fundamentally, inspiration can be considered as the driving variable which urges a person to participate in a movement, put exertion, contribute time, and continue the activities for a significant stretch (Botvinick and Braver, 2015). Along these lines, inspiration can be seen as a mental develop stimulating interest and consolation in one to participate in an activity with a positive methodology in a drawn-out way. Explaining on this build, Turner (2017) has proposed that inspiration comprises of various inherent and extraneous components that would drive a person to create, execute, direct, and support a particular sort of constructive conduct to participate in and complete a movement suitably. Associating this factor to the expert or work environment spaces, this can be expressed that inspiration is the factor which would give a desire to people to attempt an undertaking, stick to the expert duties, and put broad endeavors for an extensive period with the goal that objectives can keep on being accomplished (Murayama, 2018). This factor would empower or rouse an expert colossally and hence, the chance of the objectives being accomplished just as the expert having work fulfillment would be improved. Besides, such empowering perspectives and agreeable measurements will additionally rouse the experts to have a more elevated level of inspiration to do their obligations regarding a significant period later on (Wingerden and Stoep, 2018). With specific respect to the field of information technology in companies like Huawei in which the duties and employment jobs of the experts are progressively confounded, this is noteworthy that they stay inspired so understudies are furnished with a fitting learning experience to accomplish the ideal learning results. In this manner, an educator with an elevated level of inspiration will have the option to show the understudies in a suitable way for an extensive stretch and therefore, the practicality of the instructive results will be improved. Then again, the absence of inspiration in experts would forestall or shun them completely captivating in the exercises or employment obligations; therefore, the viability of their activities just as the standard of the results of their activities will be influenced in a negative way (Turner, 2017). On the off chance that the situation including these technical experts is considered in this unique situation, this can be expressed that if the instructors lose their inspiration, they won’t have the option to give themselves to their encouraging obligations and activities at the level that is normal from them. Along these lines, not just the understudies won’t have the option to get a standard degree of training, yet besides the feeling of self-viability in the educators, just as their activity fulfillment, will be contrarily influenced. In the end, these experts may think that it’s hard to adapt up to the employments and this can lead them to build up an inclination to leave their calling. Along these lines, inspiration is a noteworthy factor for all the experts including the advanced education understudies.

Employee satisfaction: It is vital for the development of an employee that he or she must be content with all the basic needs such as the sense of accomplishment, opportunities to develop competency skills; autonomy, and also a strong sense of belonging. Fulfillment of such needs leads to emotional stability in the employees and an employee with emotional stability will be engaged within the organization and work towards contributing in profit of the company. Work satisfiers are the parts of work that are natural for the representative and would in general advance sentiments of joy in the specialist. The disappointed were those parts of work that are outward and centered around the nature of the work. One can presumably find a couple of continua present: the first includes the variables that caused fulfillment or absence of fulfillment and a subsequent which included elements that caused disappointment or a state of no disappointment (Herzberg, 1959). Questionable outcomes come out when we investigations employment fulfillment of the open versus private part. Diaz-Serrano and Cabral Vieira fined that open segment laborers are more fulfilled than a private part specialist (Diaz-Serrano, 2005). On the contrary case, open workers are progressively happy with employer stability, while private representatives securing this sort of position (Ghinetti, 2007). Activity mentalities are a ground-breaking power and are practically identified with the efficiency, steadiness, and modification of the modern working power. Additionally, the beneficial outcomes of high perspectives are more powerful than the negative impacts of low mentalities.

Payroll and benefits: An organization’s well-being must provide good remuneration for their skills as per the market criteria. It is also necessary for the organization to retain its employees if it is faced with challenges of increased attrition due to their compensation scheme. It is the employee compensation structure benefits plan which keeps the employees interested in continuing to put in the efforts for the company they are working for. As per Purcell, (2014), “The behavior of disengaged workers contributes to poor corporate financial performance.” Employees who exhibit traits of disengagement do not have a good impact on their team and are a negative influence. These are the basic human needs; it makes the employee feel valued and recognized for his accomplishments. According to researchers (McDaniel, Ngaia, & Leonard, (2015), “employee feedback and recognition have a direct relationship with employee performance.” It offers long term retention of the employee and improves the operating margins of the organization This contributes to an increased level of engagement of the employee and keep them motivated to achieve their targets. On the contrary, feelings of uncertainty; indifference, and decreased benefits lead to increase turn-over of the employees. Another researcher underpinned the fact that when the needs of the employees are met in regards to the competency, rewards and recognition, fair compensations, it helps in increasing self-motivation and efficacy of the employee (Abel, 2013). Hence, it ensures increased productivity and optimal utilization of the resources of an organization.

For improving organizational performance, the company must work on establishing performance metrics and dynamic tension. “Dynamic tension is the interdependency of the performance metrics utilized in short and long-term incentive plans, or how they work together to create short- and midterm incentive dynamics that drive long-term sustainable results (Western Independent Bankers, 2014)”. Also, the organizational growth and development can be impacted by, “1) mergers, 2) increased capital requirements, 3) increase demand for new or change in technology, and 4) margin pressures (Western Independent Bankers, 2014)”. Merges cause a lot of changes in the operations and the processes within companies, such as it may change compensation plans, cause a change in positions or job responsibilities, all of this may lead to stress and dissatisfaction in the employee and increase employee turnover.

The re-enforcement theory suggests that “a response followed by a reward is more likely to recur in the future.” The theory emphasizes the fact that a level of employee performance leads to many other high-level performances when rewarded with a monetary benefit (Wang, 2013). Planning of employee remuneration and benefits is undertaken by corporate governance, such as the CEOs, and is conducted based on various frameworks. The frameworks include an “executive remuneration framework” usually used for deciding the compensation of the managers, “pay for performance framework” which is used for the majority of the employees. In the case of increased disparity in the compensation structure of employees may give birth to conflicting interests and generate a negative outcome. This will impact the performance of the employee as well as the organization in the long run (Aslam et al, 2016).

Pieces of training and development: An organization needs to keep upskilling their employees based on the changes perceived in the market. It must ensure that the employees are well-trained and skilled in the new work dynamics and up breast with the latest technological advancements. It not only encourages the staff to reach their optimal potential but also encourages them to increase their value within an organization. Thus, an organization must opportunities to its employees to grow within the organization, instead of hiring a new resource and spending capital on training a new one. Thus, saving recruitment cost and offering value creation and improved profit (Armstrong et al., 2016; Brick, 2012). The main reason which acts as a motivating factor for the employee to engage in new activities and to risk into new areas of development is having a trustworthy relationship with the management (Mahmudi, & Nurhayati, 2015). It is when an employee can trust the senior manager in the organization with their journey in growth and development and for future security, the employee is open to take the challenge and learn new tasks and responsibilities. This is to say that the organization must have managers and senior people as effective leaders, who can motivate and teach the teammates to develop new skills and provide efficient pieces of training that will help them in their career path.


An employee is the most valuable reserve of an organization. Thus, organizational leaders should look into increasing the potential of the employees to gain more profits. The organization should be able to meet the employee’s competency, cultural, financial as well as developmental needs. Effective goal setting has a vital role to play in aligning the goals of the company with that of its employees, by broadening their horizons and developing skills. effective performance management must put a great emphasis on goal setting techniques. Lack of alignment of the goals of the employee with the goals of the organization occurs. It is because management has failed to widen the employee’s vision to see the bigger picture. From the management, the decision-making processes of the company do not affect those who are at the bottom level. The vision and mission of the company or an organization have not ignited the spirits of each individual to work for achieving similar goals and objectives which the organization holds. Thus, an organization must focus on giving a cause to their actions and inspire people to work for them. It was tremendously problematic to give a general meaning of inspiration given the way that it incorporates various factors and measurements. Fundamentally, inspiration can be considered as the driving variable which urges a person to participate in a movement, put exertion, contribute time, and continue the activities for a significant stretch.


Critical Analysis based on Part A:Evaluating the effectiveness of performance management.

Introduction: The main aim of this paper is to critically appraise the learnings established in part A of the assignment. This paper highlights the sympathetic relationship between employee performance and organizational performance. The various themes discussed in part A constitute, efficacy, and evaluation of performance management systems. Factors that contribute to the development and growth of an employee within an organization are employee motivation, satisfaction, compensation, various training, and developments. This analysis is based on the scenario of the previous employer, where I worked as a sales team manager. The key role and responsibilities were to manage a team of 15 employees, engaging in negotiations with the company stakeholders, and to train the employees for the new project, being undertaken by our organization. The details of implementing effective project management strategies include goal setting techniques, developing new skills, training and educating the team members, defining key performance areas, collaborative effort, and leadership qualities to help the employees to learn a new skill and deliver profitable outcomes. The role of human resource development is deeply connected with performance management or employee management as both exhibit an employee-centered approach, and provide developmental support and management to design, operationalize, and evaluate such systems.


The organizational policies require planning to successfully reach the desired outcome or target profit. This requires the skill of adequate goal setting. The goal-setting reflects the organization’s plans, responsibilities as well as accountabilities (Sull & Sull, 2018). Therefore, they must be based on the principles of clarity, challenge, commitment, feedback, and task complexity. Hence the organization encourages working on developing SMART goals that exhibit these five principles. The team members must be trained to manage their work by SMART goal setting. A coaching session must be provided to the team members to learn how to prioritize their tasks in a SMART way, which is a Significant, Meaningful, Attainable, Relevant, and Timely manner. This approach can be used for developing both personal as well as team goals.

It is important to differentiate the personal goals from the goal of the organization, which are reflected in the team goals. As a sales team lead, my personal goal would include the career growth which I want to achieve and the education which I desire to attain professional growth and development. The personal goal setting will enhance the personal skill and development which will ultimately benefit the organization. The team goal, on the other hand, is purely focused on the success of the team and their efforts. The success and development of teams directly contribute to the growth of the organization (Nikitin & Kulchytskyy, 2018).

According to the various organizational cultures and operations use ‘key performance indicators’ for measuring the performance of the individuals as well as the progress and performance of an organization towards the attainment of goals and business objectives. KPI’s can, and should be, established to measure all aspects of the organization. Strengths and weaknesses influence the work plan in a positive way, such as effective communication and leadership skills will ensure that the quality of the service leads to the highest customer satisfaction. On the other hand, focusing on the weaknesses, taking pressure of the deadlines would hamper the ineffective execution of the work plan.

The following activities helped in the enhancement of the work goals in order of prioritization:

  • Providing buddy training to the staff via senior staff members to enhance learning and equip the individual with knowledge as well as its application in the practical realms.
  • Providing training to the employees on how to deal with different types of customers. Teaching the staff, a polished way of communication. For instance, teaching them ways to politely greet the customer. The staff must be trained to approach the task with customer centeredness. The feedback of the customers must be shared with the staff members so that they can learn and improvise their work accordingly.
  • It is important to teach the members adequate time management skills to increase their capacity to deliver their tasks as per the scheduled timelines. It is the most vital component of a successful organization. Clear desk-policy must be implemented for helping the team members to declutter their minds and create space for creative thoughts to flow and manage their work effectively.
  • The team members must be trained to manage their work by SMART goal setting. A coaching session must be provided to the team members to learn how to prioritize their tasks in a SMART way, which is a Significant, Meaningful, Attainable, Relevant, and Timely manner.
  • Delegation of tasks. It is crucial to understand that the tasks should be assigned effectively within the team to ensure that there is no overlapping of deadlines and that the task if furnished within the given time frame. (Refer to Appendices A and B)

Creating a work-life balance: No established definition of work-life balance has been presented in the literature. Balance can be attained by varied means. For some individuals balancing the responsibility of caring for their children along with work is an example of attaining work-life balance, whereas, on the other hand, having enough time for personal or leisure activities, may also define work-life balance in other individuals (Alrowwad et al., 2018).

According to Berdnikova et al., (2020), However, implementation of proper, work-life balance policies can contribute to resilience for the employees and aid them in achieving a balance between work and personal obligations. Additionally, many factors can offer a similar resilience through the implantation of certain organizational policies, raising awareness of the need for attaining a healthy work-life balance, which is critical in today’s age (Gálvez, Tirado & Martínez, 2020). The following ways helped in maintaining adequate work-life balance:

  • Having realistic expectations of time frames about the completion of the tasks.
  • Utilizing time effectively.
  • Compartmentalization- categorizing time into “must do, important and not so important category”
  • Minimizing stress by refraining from over-commitment

Effective Leadership

The success of any organization is dependent on its leaders, who are good managers, team players, and good communicators. The quality of leadership is a pre-requisite for any individual who aspires to be successful and has a positive impact on the surrounding work environment. A true leader has a goal or a vision that allows an individual to develop the capacity to attain the qualities required in achieving the desired goal. As I was appointed as a new team leader for a growing organization based on my previous experience, I encountered a plethora of challenges in managing a team of 15 members of variate backgrounds in terms of culture and ethnicity. The 2 sides of the challenge which I was faced with were, first- I was new to the role of a team leader and the responsibilities to be fulfilled in the designated role were completely new for me. Secondly- I wanted the people to like me as their new team lead, thus my focus was not in the right place and direction. I quickly learned that this way of managing the members where most of my focus was on pleasing them and my supervisor was not helping either of the teams and that I was in trouble.

There are 8 theories of leadership namely, Great man, situational, behavioral, relational, contingency, participative, trait, and management leaderships (Deshwal & Ali, 2020). In my case, I approached the situation with two main theories of leadership which are, “Behavioural Theory” and the “Trait Theory”. The former one is based on the belief that great leaders are not born but are made over some time with experiences (Bratton, 2020). This theory focuses on actions and not the mental abilities or the IQ of an individual to become a leader. As per this theory an individual can be taught and imbibe certain behaviors to inculcate the characteristics of a good leader. My supervisor had a very good experience as he worked for the organization for over 12 years and gave me the same piece the advice that leadership is an attitude. It is not an inherent quality but it is a process that takes time. I learned that leadership is not an inherent quality but it is a time taking process which requires inculcating empathy and understanding of people, having effective communication within the team members or other stakeholders of the project or business, goal setting, team bonding, good listening, all of which are attributes of a good leader (Sims, Hewitt & Harris, 2015). With this approach, I began to start communicating with the team members with integrity and honesty and encouraged the same withing the team. I welcomed their ideas and provided constructive criticism wherever required. This not only enabled me to earn respect in the eyes of my team members but also improved productivity and established better communication and development of good interpersonal skills. Challenges relating to day to day communication are the absence of self-confidence in the expression of one’s inner feelings and issued directly to the people (Sharma, 2019; Sims, Hewitt & Harris, 2015). The major challenge is to make an effort to go beyond my style of communication, to unlearn the old or previous redundant methods, and look forward to improvising the ways to connect with each member of the team. One must be able to deploy different communication styles according to the style of the person with which the communication has to take place. Communicating in the other person’s style helps in forming a better rapport and also makes it easy to understand the topic. Effective communication is a fool-proof manner to get the task done correctly for the first time. This alteration is important in scenarios such as teacher and was applicable in my situation as well. It is vital for a leader to develop a clear idea for the worker and re-iteration it often so that they have a fixed focus; it is of paramount importance so that the teamwork is encouraged instead of an individualistic work attitude. Therefore, I started forming team goals, instead of individual goals (Sims, Hewitt & Harris, 2015). As per the “behavioral theory,” I learned few characteristics from self-help and books on management from top-notch business managers on how to be motivated and how to keep my team members motivated which helped them to a great extent to not only achieve the given targets but also to often push and exceed their targets. The former ensures that there are no barriers among the staff and the leader. It brings openness and willingness for change among the people (Kaluza et al, 2020). Following the advice of my superior, I learned how to effectively get the work done healthily and also to develop more leaders within the team. Everyone in the team is motivated to work not only for the individual gain but as a team focusing on the main goal.

The “Trait Theory” emphasized on the assumption that leadership skill is inherited into an individual’s personality. Traits such as good self-confidence, being extrovert or out-spoken, conscientiousness, and having emotional intelligence are what an individual possesses in their personality as they grow up depending on the type of exposure and upbringing. It is tied to the “Great man theory of leadership” which was first proposed in the 1800s by Thomas Carlyle (Bratton, 2020). The Trait theory implies that these traits are a part of an individual’s blueprint. It is a part of their mental make-up formed in childhood. It may vary in individuals. It focuses on identifying the personality type of an individual to be suitable for the job or a position. In the case scenario, this theory could only be implemented for a certain period, in dealing with the challenges such as conducting meetings and helping the team with my intellectual attributes with the given tasks, however, it did not help me learn the ways to encourage selfless participation from the members and ignite team spirit. It also did not provide solutions to deal with different situations as it did not encourage learning via experiments (Anderson et al, 2017). It neglects the whole context of leadership, which is to build more leaders in the team. The trait theory focuses on trait variables and is purely performance-based, rather than based on opportunities. As human beings, all the followers have different life experiences, abilities, role perception, emotional and intellectual needs which affect the process of leadership and the outcome. Thus, the parameter of developing leadership is not based on individualistic traits. This type of leadership does not allow a healthy growing atmosphere for a company where the individuals come to enroll their skills or further their careers. Furthermore, the societal and environmental, class, gender, race, and other factors on which the psychosocial bent of leadership a human being is based on is still under-researched. It may not be wrong to state that an individual grown up with such superior traits may fail as a leader as compared to the one who has imbibed the skill of leadership by learning on the journey (Silvestri & Veltri, 2020; Sims, Hewitt & Harris, 2015). With this theory, it is also difficult to explain, “how some people are in not leaders despite possessing these traits?”. On the other hand, it can be noticed that the opposite of that is true. Many people evolve to attain these traits and become effective leaders. It is due to this fact there are many books on “how to become an effective leader” and many leadership books have flooded the markets and the internet (Ghosh, Kansal & Sundresh, 2020).” Few aspects of this theory are the relatable innate ability to make good or bad decisions; eagerness in accepting responsibilities; creativity; assertiveness; emotional stability which is all subjective to situational crisis and demands. This kind of approach implies that an introvert individual cannot be a leader. It causes a divide and shortage of opportunities in the organizations by reducing or limiting their chances of growth on the up to the top management ladder in the hierarchy of the organization. It is, therefore, ineffective in the majority of the cases and provides unfruitful results (Nawaz, & Khan 2016).


Performance management is a major component of the human resource management, as both exhibit an employee-centered approach and offer growth and development to the employees, by upskilling their talent to meet the needs of the organization and to sustain in the challenging global market. From the above study, it is perceived that there has been a paradigm shift in the various performance management system, given the challenges faced by all the organizations to acquire and retain the best human resource and honing their skills for the benefit of the organization. It is understood, that goal setting, impactful leadership qualities, improved compensation plans, providing training programs to the employees generate employee satisfaction and yields greater productivity, which benefits the organization. The organization must make efforts to raise the bar of the employees by investing in their development and growth.



ActivityDescriptionGoal/sKPIsTime framePerson Responsible
Ensure the quality of delivery of product and servicesFocusing on Customer satisfaction100 %Surveys2 hoursHuman resource manager
Motivate team members and encourage collaborative effortsMeet the target sales profit$30,000 revenueFinancial outcome1 yearSales Manager and Sales team


ActivityDescriptionGoal/sKPIsTime framePerson Responsible
Efficient allocation or delegation of taskWork delegationFocusing on adhering to deadlinesDeadlines are metDaily tasksTeam leader
Team building activities/informal meetingsIncreased motivationIncreased outcome or productivityReview assessments based on performanceEvery quarterlyManager


Abel, M. (2013). The social and financial benefits of developing employee satisfaction. International Journal of Management & Information Systems, 17, 83-88. doi:10.19030/ijmis.v17i2.7711

Adelman, K. (2012). Promoting employee voice and upward communication in healthcare: The CEO influence. Journal of Healthcare Management, 57, 133-148. Retrieved from https://ache.org/

Alrowwad, A. A., Obeidat, D., Yousef, B., Al-Khateeb, A., & Masa’deh, R. E. (2018). The Role of Work/Life Balance and Motivational Drivers of Employee Engagement on the Relationship Between Talent Management and Organization Performance: A Developing Country Perspective. Modern Applied Science12(11).

Anderson, H. J., Baur, J. E., Griffith, J. A., & Buckley, M. R. (2017). What works for you may not work for (Gen) Me: Limitations of present leadership theories for the new generation. The Leadership Quarterly28(1), 245-260.

Armstrong, D., Shakespeare-Finch, J., & Shochet, I. (2016). Organizational belongingness mediates the relationship between sources of stress and posttrauma outcomes in firefighters. Psychological Trauma: Theory, Research, Practice, and Policy, 8, 145-165. doi:10.1037/tra0000083

Aslam, E., Haron, R., & Tahir, M. N. (2019). How director remuneration impacts firm performance: An empirical analysis of executive director remuneration in Pakistan. Borsa Istanbul Review.

Bachmann, B. (2017). Ethical leadership in organizations. Concepts and Implementation. Chem, Switzerland: Springer, Int. Publishing.

Berdnikova, L. F., Mikhalenok, N. O., Frolova, V. A., Sukhacheva, V. V., & Krivtsov, A. I. (2020). Human Resource Management System Development at Smart University. In Smart Education and e-Learning 2020 (pp. 327-337). Springer, Singapore.

Brown, T. C., O’Kane, P., Mazumdar, B., & McCracken, M. (2019). Performance management: A scoping review of the literature and an agenda for future research. Human Resource Development Review18(1), 47-82.

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

Brick, W. P. (2012, December 14). Employee recognition programs critical to workplace culture. The Public Manager. Retrieved from https://www.td.org/

Cooper-Thomas, H. D., Paterson, N. L., Stadler, M. J., & Saks, A. M. (2014). The relative importance of proactive behaviors and outcomes for predicting newcomer learning, well-being, and work engagement. Journal of Vocational Behavior, 84, 318-331. doi:10.1016/j.jvb.2014.02.007

Deshwal, V., & Ali, M. A. (2020). A Systematic Review of Various Leadership Theories. Journal of Commerce8(1), 38-43.

Fallon, N. (2015, May 3). Four common communication failures (and how to fix them). Business News Daily. Retrieved from http://www.businessnewsdaily.com/7954- business-communication-failures.html

Farndale, E., & Murrer, I. (2015). Job resources and employee engagement: A crossnational study. Journal of Managerial Psychology, 30, 610-626. doi:10.1108/jmp09-2013-0318

Gálvez, A., Tirado, F., & Martínez, M. J. (2020). Work–Life Balance, Organizations and Social Sustainability: Analyzing Female Telework in Spain. Sustainability12(9), 3567.

Ghosh, P. K., Kansal, B. B., & Sundresh, G. S. (2020). Unit-18 Leadership. IGNOU.

Gray, S. E., Sheehan, L. R., Lane, T. J., Jetha, A., & Collie, A. (2019). Concerns About Claiming, Postclaim Support, and Return to Work Planning: The Workplace’s Impact on Return to Work. Journal of occupational and environmental medicine61(4), e139-e145.

Hynes, G. E. (2012). Improving employees’ interpersonal communication competencies: A qualitative study. Business Communication Quarterly, 75, 466-475. doi:10.1177/1080569912458965

Kaluza, A. J., Boer, D., Buengeler, C., & van Dick, R. (2020). Leadership behaviour and leader self-reported well-being: A review, integration and meta-analytic examination. Work & Stress34(1), 34-56.

Karkoulian, S., Mukaddam, W., McCarthy, R., & Messarra, L. C. (2013). Job insecurity: A whirlpool of chronic powerlessness. Education Business and Society, 6, 55-70. doi:10.1108/17537981311314727

Kent, P., Kercher, K., & Routledge, J. (2018). Remuneration committees, shareholder dissent on CEO pay and the CEO pay–performance link. Accounting & Finance58(2), 445-475.

Kerman, B., Freundlich, M., Lee, J. M., & Brenner, E. (2012). Learning while doing in the human services: Becoming a learning organization through organizational change. Administration in Social Work, 36, 234-257. doi:10.1080/03643107.2011.573061

Korschun, D., Bhattacharya, C. B., & Swain, S. D. (2014). Corporate social responsibility, customer orientation, and the job performance of frontline employees. Journal of Marketing, 78, 20-37. doi:10.1059/jm.11.0245

Lehtinen, J., Aaltonen, K., & Rajala, R. (2019). Stakeholder management in complex product systems: Practices and rationales for engagement and disengagement. Industrial marketing management79, 58-70.

Mahmudi, B., & Nurhayati, E. (2015). The influence of board governance characteristics on intellectual capital performance (empirical study on listed banks in BEI 2008-2012). Review of Integrative Business and Economics Research4(1), 417.

Mansoor, A. S., & Ahmad, M. (2020). The Role of Social Media Use in Social Coordination among Relief Local Organizations during Response to Humanitarian Crisis in Yemen. Malaysian Journal of Media Studies22(1), 51-68.

McDaniel, K. R., Ngaia, F., & Leonard, K. M. (2015). Does competency matter? Competency as a factor in workplace bullying. Journal of Managerial Psychology, 30, 597-609. doi:10.1108/jmp-02-2013-0046

Mitchell, R. K., Lee, J. H., & Agle, B. R. (2017). Stakeholder Prioritization Work: The Role of Stakeholder Salience in Stakeholder Research’, Stakeholder Management (Business and Society 360, Volume 1).

Monem, R., & Ng, C. (2013). Australia’s ‘two-strikes’ rule and the pay-performance link: Are shareholders judicious?. Journal of Contemporary Accounting & Economics9(2), 237-254.

Nawaz, Z. A. K. D. A., & Khan_ PhD, I. (2016). Leadership theories and styles: A literature review. Leadership16(1), 1-7.


Oetzel, J. G. (2017). Effective intercultural workgroup communication theory. The International Encyclopedia of Intercultural Communication, 1-5.

Parke, M. R., Weinhardt, J. M., Brodsky, A., Tangirala, S., & DeVoe, S. E. (2018). When daily planning improves employee performance: The importance of planning type, engagement, and interruptions. Journal of Applied Psychology103(3), 300.

Pendleton, A., & Robinson, A. (2015). The productivity effects of multiple pay incentives. Economic and Industrial Democracy, 124-135. doi:10.143831×15583099

Pun, K. F., & Nathai-Balkissoon, M. (2011). Integrating knowledge management into organizational learning. The Learning Organization, 18, 203-223. doi:10.1108/09696471111123261

Purcell, J. (2014). Disengaging from engagement. Human Resource Management Journal, 24, 241-254. doi:10.1111/1748-8583.12046

Shao, R., Chen, C., & Mao, X. (2012). Profits and losses from changes in fair value, executive cash compensation and managerial power: Evidence from A-share listed companies in China. China Journal of Accounting Research5(4), 269-292.

Sharma, E. (2019). A review of corporate social responsibility in developed and developing nations. Corporate Social Responsibility and Environmental Management26(4), 712-720.

Silvestri, A., & Veltri, S. (2020). Exploring the relationships between corporate social responsibility, leadership, and sustainable entrepreneurship theories: A conceptual framework. Corporate Social Responsibility and Environmental Management27(2), 585-594.

Sims, S., Hewitt, G., & Harris, R. (2015). Evidence of a shared purpose, critical reflection, innovation and leadership in interprofessional healthcare teams: a realist synthesis. Journal of Interprofessional Care29(3), 209-215

Sull, D., & Sull, C. (2018). With goals, FAST beats SMART. MIT Sloan Management Review59(4), 1-11.

Swarnalatha, C., & Prasanna, T. S. (2013). Employee engagement and line of sight. International Journal of Research in Business Management, 1, 1-8. Retrieved from http://www.impactjournals.us/

Vandenabeele, W. (2014). Explaining public service motivation: The role of leadership and basic needs satisfaction. Review of Public Personnel Administration, 34, 153- 173. doi:10.1177/0734371×14521458

Western Independent Bankers, (2014). Executive Compensation: Shifting the Focus Back to the Future. Retrieved from https://www.pearlmeyer.com/executive-compensation-shifting-focus-back-future.pdf

Yildiz, A. K. (2017). Effective communication skills to manage the library: relations between managers and librarians. Qualitative and Quantitative Methods in Libraries1(2), 141-153.

Order Now

Get solved or fresh solution on Evaluating the effectiveness of performance management Assignment and many more. 24X7 help, plag free solution. Order online now!

Universal Assignment (November 29, 2023) Evaluating the effectiveness of performance management Assignment Solved. Retrieved from https://universalassignment.com/evaluating-the-effectiveness-of-performance-management-assignment-solved/.
"Evaluating the effectiveness of performance management Assignment Solved." Universal Assignment - November 29, 2023, https://universalassignment.com/evaluating-the-effectiveness-of-performance-management-assignment-solved/
Universal Assignment July 24, 2022 Evaluating the effectiveness of performance management Assignment Solved., viewed November 29, 2023,<https://universalassignment.com/evaluating-the-effectiveness-of-performance-management-assignment-solved/>
Universal Assignment - Evaluating the effectiveness of performance management Assignment Solved. [Internet]. [Accessed November 29, 2023]. Available from: https://universalassignment.com/evaluating-the-effectiveness-of-performance-management-assignment-solved/
"Evaluating the effectiveness of performance management Assignment Solved." Universal Assignment - Accessed November 29, 2023. https://universalassignment.com/evaluating-the-effectiveness-of-performance-management-assignment-solved/
"Evaluating the effectiveness of performance management Assignment Solved." Universal Assignment [Online]. Available: https://universalassignment.com/evaluating-the-effectiveness-of-performance-management-assignment-solved/. [Accessed: November 29, 2023]

Please note along with our service, we will provide you with the following deliverables:

Please do not hesitate to put forward any queries regarding the service provision.

We look forward to having you on board with us.


Get 90%* Discount on Assignment Help

Most Frequent Questions & Answers

Universal Assignment Services is the best place to get help in your all kind of assignment help. We have 172+ experts available, who can help you to get HD+ grades. We also provide Free Plag report, Free Revisions,Best Price in the industry guaranteed.

We provide all kinds of assignmednt help, Report writing, Essay Writing, Dissertations, Thesis writing, Research Proposal, Research Report, Home work help, Question Answers help, Case studies, mathematical and Statistical tasks, Website development, Android application, Resume/CV writing, SOP(Statement of Purpose) Writing, Blog/Article, Poster making and so on.

We are available round the clock, 24X7, 365 days. You can appach us to our Whatsapp number +1 (613)778 8542 or email to info@universalassignment.com . We provide Free revision policy, if you need and revisions to be done on the task, we will do the same for you as soon as possible.

We provide services mainly to all major institutes and Universities in Australia, Canada, China, Malaysia, India, South Africa, New Zealand, Singapore, the United Arab Emirates, the United Kingdom, and the United States.

We provide lucrative discounts from 28% to 70% as per the wordcount, Technicality, Deadline and the number of your previous assignments done with us.

After your assignment request our team will check and update you the best suitable service for you alongwith the charges for the task. After confirmation and payment team will start the work and provide the task as per the deadline.

Yes, we will provide Plagirism free task and a free turnitin report along with the task without any extra cost.

No, if the main requirement is same, you don’t have to pay any additional amount. But it there is a additional requirement, then you have to pay the balance amount in order to get the revised solution.

The Fees are as minimum as $10 per page(1 page=250 words) and in case of a big task, we provide huge discounts.

We accept all the major Credit and Debit Cards for the payment. We do accept Paypal also.

Popular Assignments

5 Places you must visit in Busan, South Korea

Write 2 articles 1st Topic: 5 Places you must visit in Busan, South Korea 2nd topic: Korean language: various tips and resources to learn Deadline: 10th October 2023 12:00 AM Instructions: Article Structure is given below Meta Description: First, you will start with a meta description of your article in

Read More »

2002HSV Human Services Research

Assessment 2: Written research proposal Worth 45% of final grade Complete your answers in this assignment template Name: xxxxxxx Student ID: xxxxxxx Title: xxxxxxx Exact word count (exc. cover sheets and reference list; max. 2,000 words): x,xxx Please specify the research methodology are you proposing to use: ☐ Quantitative                                    ☐

Read More »

COIT29226 Introduction to IoT

Assessment item 3 – Project Due date: Week 12 (8 October 2023) 11:55 pm AEST Weighting: Length: Submission: 50% There is no word limit for this report Group work (submit via Moodle) Objectives This assessment item relates to the following unit learning outcomes: Learning Outcomes Assessed: Enabling objectives What do

Read More »

BUSM1008 Assessment 2 Brief Spring 2023

Assessment 2: Individual Report (20%) and Presentation (20%) Background You are appointed as a business consultant, recruited by the company allocated to you in week 6 by your tutor.  Your role is to undertake research on the company, the allocated topic and an issue identified in the media in relation to your company and

Read More »


INDIVIDUAL ASSIGNMENT Total Marks 100 | Weighting 25% DUE: 29/09/2023, 11:55pm IMPORTANT INFORMATION: READ BEFORE YOU START SUBMISSION 11.55 pm. A 1-hour grace period is provided to students who experience a technical concern. DOCUMENT PREPARATION REFERENCING UNACCEPTABLE ACADEMIC ACTIVITIES MARKING Question 1 | [12 marks] Download the spreadsheet data that

Read More »


Assessment task 3 Individual Case Study This task is the result of your individual effort, so students must not discuss their work with anyone else, otherwise it may lead to an allegation of collusion. Weight: 15% Due: Before 5 pm on Wednesday 27th September. Late submissions will incur a penalty

Read More »

International Business INBU01-7

Module International Business INBU01-7 (NQF LEVEL 7) FORMATIVE ASSESSMENT – ASSIGNMENT C Assignment C (INBU01-7/DLO4 10/2023) Exam Date 20 October 2023 Marks 50 Assignment C (INBU01-7/DLO4 10/2023)   Total: 20 marks SECTION A (10 MARKS) – PARAGRAPH QUESTION Question 1 (10 marks) Coca-Cola is marking its 70th year in Nigeria

Read More »

Summative Assessment Help

Summative Assessment Brief: Learning Outcomes: LO1: Construct a problem/issue/need identified from practice that impacts on individual outcomes LO2: Formulate a focus-based enquiry on the identified problem/issue/need utilising an area of individual learner interest LO3: Critically evaluate the evidence base to support the proposal of the solution focused initiative LO4: Develop

Read More »

EDU30067 Teaching English

Assignment 2: Folio Template INTRODUCTION:         LESSON 1 Lesson title:   Year level: Topic:   Duration of lesson: Curriculum links: Strands & sub-strands Content descriptions       Students background knowledge: What is your starting point – what do the students already know, what have they done

Read More »

Edge Computing Security and Privacy

Proposal Background Title: Edge Computing Security and Privacy Proposal The new computing paradigm in the Internet of Things domain is known as IoT edge computing which functions by processing calculations at the edge of the network (Alli & Alam, 2020). The current technology aided by cloud and fog computing has created

Read More »

Foundations of Communication Assessment 2 Instructions

Discussion task (Total grade – 10%)   Process Work (Steps to complete the task) Answer on the Assessment 2 Submission Document – Do not upload this instruction document. Requirements (important elements to include) lastname_firstname_studentID_COMS_Assess 2_semester_year. Process for Assessment discussion tasks NOTE: If you do not participate in the class discussions then

Read More »

Assessment Two Dos and Don’ts (Internal)

Do: Read the assessment instructions carefully Read the marking rubric carefully Understand the question – break it down Conduct research – record the reference details Read the topic materials about communication theories, forms and factors and refer to them Contribute to the discussions in class or no marks for the

Read More »

Unpacking the Question: Assessment Two

Studying at university requires you to become familiar with strategies to un-pack or breakdown a variety of assessment questions/tasks throughout your studies.  Task Example of integrating the discussion, research and theories. In the group discussion my group members (name them) stated that an advertisement for a beauty product would most

Read More »

MGMT0001 Introduction to Commerce Assessment

MGMT0001 Introduction to Commerce Assessment 2 (worth 30%) Due date:                  2:00pm (AWST) Friday 15th September 2023 Submission:              Via Turnitin assessment submission link (see ‘Assessment 2’ folder in ‘Assessments’ section of Blackboard). Additional Instructions: Part A (42 marks) Nathan is a well-known chef with years of experience cooking various cuisines. After

Read More »

ACCT5011: Accounting Systems in the Digital Age

Practical Assignment Guide, Semester 2, 2023 Due Date for Submission: Monday 11th September 2023 at 5.00 PM Please note that the Folio Assignment for ACCT5011 Accounting Systems in the Digital Age is an individual assessment task worth 30% of your total marks in the unit. Please refer to the online

Read More »

EC229- Review session

Assume two cities, A and B, that can’t trade between them. Each city produces its own coconuts for its local market. If suddenly trade is possible then: D) As we saw in class, the new price will be somewhere between the original price 𝑃_𝐴,𝑃_𝐵. Hence it is impossible for consumers

Read More »

Computing Theory COSC

Computing Theory COSC 1107/1105 Assignment 1: Fundamentals Assessment Type Individual assignment. Submit online via Canvas → As- signments → Assignment 1. Marks awarded for meeting re- quirements as closely as possible. Clarifications/updates may be made via announcements/relevant discussion forums. Due Date Week 6, Sunday 27th August 2023, 11:59pm Marks 125

Read More »

BE279 Applied Statistics and Forecasting

Strategy, Operations, & Entrepreneurship Group Essex Business School Module Code BE279 Module Title Applied Statistics and Forecasting Assessment Type Individual Report (2,000 word) Academic Year 2022/23, Spring Term Submission Deadline Refer to FASER Task Specific Guidance Please note that: Module Learning Outcomes On successful completion of the module, students will

Read More »

Learning Design Tool: Little Learners Level 1 sounds

Learning Design Tool: Little Learners Level 1 sounds. Prepared by Sara Hart Date 30th August, 2023 (feel free to leave this date as it is the AT2 due date) Brief description of Learning Design   Chooseit Maker: Create, edit and play personalised learning activities that can be used in your

Read More »


HUMN1041 PEOPLE, PLACE AND SOCIAL DIFFERENCE ASSIGNMENT 1 TEMPLATE This assignment is made up of three (3) parts, plus a reference list and appendix. Marks are allocated for each section, as follows: – 1 mark Please ensure that you provide your answers in this template, and provide a Reference list

Read More »

Model 3 Launch in Australia

Client Information Company Name Tesla Contact Name   Email   Phone Number   Address Level 14, 15 Blue St. North Sydney, NSW 2060 Australia Ad link & image Project Information Project Title Model 3 Launch in Australia Project Description (100 words) Highlight the uniqueness of the car. Show the superior

Read More »

MKT10009 Marketing and the Consumer Experience

School of Business, Law and Entrepreneurship Assessment Task – Assignment 2  MKT10009 Marketing and the Consumer Experience Semester 2, 2023. Assessment Type Analytical Report Associated Unit Learning Outcomes (ULO’s) 2, 3, 4 Group or Individual task Individual Value (%) 25% Due Date Monday 20th September at 10:00 AET – Enterthis

Read More »

ASSIGNMENT – 1st Evaluation

ASSIGNMENT – 1st Evaluation Date of Submission- 4TH SEP 2023 25 MARKS COMPARATIVE PUBLIC LAW Q. You are the new Central Minister for Urban Development who is keen to make major Indian cities as smart cities. You visit different countries like USA, UK, European Countries, Japan and other developed countries

Read More »

Corporate & Financial Due Diligence Report

[Name of the company] Note: Students should keep in mind that application of legal provisions (including Securities Regulations) and analysis of the same is important. Merely putting the facts and figures won’t fetch even a decent mark. Note: Students should only mention the broad area of business. This part should

Read More »

ECON1000 S2 2023 – Marking Guidance and FAQs on GTP

Students will be marked on the extent to which they specifically answer the question and provide clear, logical, well-reasoned and sufficient explanations. Here is a summary breakdown of how marks are allocated in this GTP: Part 1 [15 marks] §  Providing relevant observations from the information provided in the articles

Read More »

ECON1000 S2 2023 – GTP Brief

ECON1000 S2 2023 – GTP Brief A.  Context and Overview The Game Theory Presentation (GTP) is worth 30% of the final mark. GTP is a ‘take-home’ exercise with a set of tasks to do. The GTP is based on Lecture Topics: L1 and L2. You will have twenty (21) days

Read More »

Order #35042 Human Rights Research Essay

Draft due 26th Aug 2,500 words (excluding references and bibliography) Instructions: Structure: Title – The Tigray War: A Critical Analysis of What the Future Holds for Human Rights in the Region What can be done to ensure human rights violations will cease and be prosecuted? Expand on different actors and

Read More »

PMC1000: Applied Pathology

Assessment Task Sheet: Poster Presentation Date: Thursday 31st August 2023 | Weighting: 30% Assessment Task 2 You are required to develop a handout style resource (pamphlet or brochure) on a selected pathological condition which is aimed at first year student paramedics. You will need to use high quality peer reviewed

Read More »

Detailed Information: Reflective Assignment

Indigenous Peoples, Law and Justice Detailed Information: Reflective Assignment Due Date:                   Tuesday 5th September 2023 at 4:00 pm (AWST). Marks:                       30% of the total marks for this unit. Assignment:              The assignment will comprise two questions. Students must answer all parts of both questions. Examinable topics: The cultural immersion exercise and/or

Read More »

Can't Find Your Assignment?

Open chat
Free Assistance
Universal Assignment
Hello 👋
How can we help you?