Performance Issues at Spex in the City
Discuss about the Action Inquiry and Performance Appraisals.
Many business organizations face a number of challenges in their quest to carry out their work and also ensure that all the customers. Firms whose main role is treating people with visual problems have also not been left behind as they also face a number of challenges. Spex in the City, a company that was established in 2007, provides a number of very high quality prescription spectacles that are used by people who have eye problems. Spex in the City will be used in this report to show how performance and management issues are relevant in coming up with sound processes of management. Finally, recommendations will be made on how the reward and management issues can be solved to ensure the smooth running of the company and make it possible to meet all the needs of the customers.
Spex in the City faces a number of performance issues that make it difficult for the company to offer quality services to all its clients. At Spex in the City, there is an appraisal form which is used by the company to give motivation, improve the skills of the employees and also correct them. The appraisal form used by the company does not contain all the important components that allow effective performance. The form only contains information that is not well explained and no clear objectives have been stated (Marcoulides, 2008).
A good performance appraisal form is very important in managing the performance of all the employees as it easily attracts the attention of all individuals in the company. With no clear objectives in the appraisal form, employees do not have a clear view of what the company expects from them. This is very disadvantageous to the company as they do not fully benefit from the services that the employees are supposed to offer. The company has also been forced to spend more finances in running the company since the employees take a very long time to complete short assignments assigned to them. With an appraisal form, it is very easy to delegate a number of issues to the employees and allocate the necessary time frame for completing the task given (Pounder, 2009).
The employees do not have a chance to give feedback on the issues that affect them or any new idea that they think is good for the company. This is because the performance appraisal form does not include comments by the employees. An appraisal form serves the function of motivating the employees and it is only through relaying what they feel that their morale will be boosted (Pertusa?Ortega, Molina?Azorín and Claver?Cortés, 2010). By allowing them to offer feedback on important issues in the company, the employees will feel valued by the organization. When an employee feels valued by the top management of a business, it is very easy to improve their effort in whatever they do to ensure the success of the department or company that they serve.
Development of Employees
Matt has made a very big mistake by providing feedback once a year yet it is supposed to be provided on a regular basis so as to closely monitor the performance of the business. By doing it on a regular basis the employees are able to know how they are performing and what actions are needed to improve their efficiency in the company (Alutto, 2007).
Matt’s appraisal form seems to lack the relevant time maintenance information. This makes it really hard to know the time that a given task should be undertaken or when to submit it back. With no specified time frames, it is hard for the employees to offer full services as they do their chores at the time that is relevant to them. This issue great affects Spex in the City since they pay people for services that have not been fully fulfilled. Lack of a time frame also plays a very big role in sourcing for more customers as the current clients will not receive the services at the required time thus discourage potential customers from associating with the company (Pichler, 2012). This is a very big blow as the company will lose the wide market base hence lead to its downfall. With a good performance appraisal sheet, Matt will greatly benefit from what the employees have to offer hence increasing the productivity and profits that the business generates in the long run.
Development of the employees is another performance issue that affects Spex in the City Company. By facing the issue of employee management in a more pragmatic way, Matt will lead to the downfall of the company as it will not benefit from the overall performance of the employees (Raybould, 2008). The organization will also end up losing its competitive advantage that it has over other companies that offer the same products and services to the customers.
Matt uses monetary compensation to improve the performance of the employees instead of focusing on training that will improve the skills of all the members of the staff. This form of employee development also seeks to benefit a small number of people as majority will not do their tasks as expected due to lack of experience. The compensation has also cost the company a lot of money which can be used to train the employees so as to invest in them for the future growth of the business. With a well trained staff, it will be easy to carry out all the requirements of the organization without facing any challenges. Performance appraisal is a very important process that contributes to organizational performance and effectiveness (Ismail & Rishani, 2018).
Reward Management Issues
Applying a generic appraisal process in all the warehouses of the company is another issue that Matt needs to solve in order to ensure the efficiency of the company. By doing this, Matt cannot target specific departments of the company and specific roles that each department performs thus hindering the long term performance of the business. This has been made possible by not providing the needed feedback to the employees that is tailored the role that each person is to fulfill in each department. By not providing feedback on areas that need to be improved, the employees cannot develop their skills and will end up causing job dissatisfaction (Walsh & Darmer, 2005).
Appreciating and rewarding the employees is very essential in managing the performance as it shows how the staff engages with the company and in the end improve their results. Matt’s self-appraisal form seems to lack a well explained reward management system for the organization. By motivating people to perform a given task in order to be given a reward or face the necessary punishment Matt has created fear within the employees as not would like to be given a task and end up failing (Burger and Burger, 2005). This form of motivation also benefits a small percentage of the staff approximately 20% while the remaining will not even be recognized by the organization.
Extrinsic motivation that Matt uses is disadvantageous in a number of ways. They include:
- It will end up providing declining returns since the rewards given to the employees does not change year in year out. With the same reward, members of staff will not be greatly motivated as they will get the same thing after completing a bigger task (Turner, 2017).
- This rewarding system also makes it difficult for the employees to do things on their own as they will demand for a reward in order to effectively do what is needed. This has made employers of Spex in the City not to enjoy their work.
- The motivation system used by Matt is not very sustainable in the long run. When there is no reward, people will lose the interest in completing a given task as they are sure that nothing will come out of performing it (Ngoma and Lind, 2015).
Performance management reward system that Matt’s Company uses puts more emphasis on the effectiveness of costs and developmental purpose for performance management. Without a good employee motivation system, it is very difficult for Matt to get the best out of them as they lack the driving force that will make them want to do more for the company.
The appraisal form that Spex in the City uses does not play its role of motivating, developing and giving discipline to the employees. The appraisal sheet is very basic and lacks a number of elements that will make it solve the performance issues that the company is currently facing (Trakstar, 2018).
To improve the performance of all the employees, Matt should come up with an appraisal form that contains the following elements:re competencies are what matters most in an interview as they will enable the company to hire a person who will work effectively with fellow employees and for the organization. Matt should uses a performance appraisal that has the following competencies included; Responsibility, teamwork, good decision making, good communication skills, commercial awareness and good leadership skills. With this in place, it will be very easy for the company to get maximum services from the employees (Messick, 2005).
Recommendations
By adding the goals of the organization, Matt will be able to make the employees work as a team in order to achieve what the organization wants. By showing all the goals of the company, it is easy to organize the time of all employees and make the most from a small time frame.
Matt should use an appraisal sheet that asks important questions of the business. By asking questions, it will be easy for the company to get feedback from all managers and employees and make the necessary changes required (Makki and Abid, 2017). This will also allow the employees to take part in the decisions that the company is taking thus improving their performance as they feel valued.
By using an appraisal sheet that has surveys for the employees, a good relationship is created as the staff feels heard by the company. With these surveys in place Spex in the City will greatly benefit from the employees so long as the necessary changes are made in line with what the staff wants.
The extrinsic motivation that Matt using does not really benefit the company as it is very biased and does not full motivate all employees. Matt should therefore use intrinsic motivation which allows the employees to carry out a given task simply because it is enjoyable (Kendra Cherry, 2018).
By using this form of motivation, the company will end up saving a lot of money that can be used in other activities such as marketing. Encouraging the employees to have a high level of intrinsic motivation will yield high performance as the employees will do things according to the passion they have for the business. It will also make all employees to feel equal and offer the same services by working as a team.
Employees who are intrinsically motivated, end up being innovative as compared to those that require rewards to do a given task (David Ingram, 2016). This will make Spex in the City grow as new ideas and technology that will make them stand out from their competitors will be developed. With this method of motivation in place, the company will benefit from the services that members have to offer while also developing the skills of the employees.
In conclusion, performance issues and reward managements issues make it difficult for Spex in the City to full meet the needs of the customers. This makes it hard to face off with competitors and in the long run may lead to the fall of the company. Matt should ensure that the appraisal system in place serves all the needs of the employees in order to improve their performance. Even though intrinsic motivation comes from within, the company should ensure that the employees are well motivated by providing rewards once in a while. This will be of importance in improving the trust and morale of the employees.
References
4 Elements on the Best Appraisal Forms – Trakstar. (2018). Retrieved from https://www.trakstar.com/blog-post/how-to-make-employee-performance-appraisal-forms/
Alutto, J. (2007). Issues in Distributed Team Performance. Research In Multi-Level Issues, 6, 59-64.
Burger, S., & Burger, D. (2005). Determining the Validity of Performance-Based Assessment. Educational Measurement: Issues And Practice, 13(1), 9-15.
Cherry, K. (2018). Extrinsic vs. Intrinsic Motivation: What’s the Difference?. Verywell Mind.
Ingram, D. (2016). The Advantages of Intrinsic & Extrinsic Motivation. Chron.
Ismail, H., & Rishani, M. (2018). The Relationships Among Performance Appraisal Satisfaction, Career Development and Creative Behavior. The Journal Of Developing Areas, 52(3), 109-124.
Makki, A., & Abid, M. (2017). Influence of Intrinsic and Extrinsic Motivation on Employee’s Task Performance. Studies In Asian Social Science, 4(1), 38.
Marcoulides, G. (2008). Performance Appraisal: Issues of Validity. Performance Improvement Quarterly, 2(2), 3-12.
Messick, S. (2005). Standards of Validity and the Validity of Standards in Performance Asessment. Educational Measurement: Issues And Practice, 14(4), 5-8.
Ngoma, N., & Lind, M. (2015). Knowledge Transfer and Team Performance in Distributed Organizations. International Journal Of Knowledge-Based Organizations, 5(2), 58-80.
Pertusa?Ortega, E., Molina?Azorín, J., & Claver?Cortés, E. (2010). Competitive strategy, structure and firm performance. Management Decision, 48(8), 1282-1303.
Pichler, S. (2012). The social context of performance appraisal and appraisal reactions: A meta-analysis. Human Resource Management, 51(5), 709-732.
Pounder, T. (2009). Using action learning to drive organizational learning and performance. Strategic HR Review, 8(3), 17-23.
Raybould, B. (2008). Performance Support Engineering: An Emerging Development Methodology for Enabling Organizational Learning. Performance Improvement Quarterly, 8(1), 7-22.
Turner, A. (2017). How does intrinsic and extrinsic motivation drive performance culture in organizations?. Cogent Education, 4(1).
Walsh, K., & Fisher, D. (2005). Action inquiry and performance appraisals. The Learning Organization, 12(1), 26-41.
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