PERFORMANCE MANAGEMENT
Sanika shipurkar
Roll no 52 div A
1)Performance management- Performance evaluation
Florin Enache (2011) states the importance of performance management and evaluation in achieving organizational objectives. Performance management is based on employee performance assessment through different systems of anaylsis / evaluation ,communication and feedback. He discuss the importance of the performance evaluation process , which includes setting clear objectives , assessing achievements and behaviors of employees , and providing constructive feedback. It also highlights the significance of interview process, including preparation, assessing goal achievement , and evaluating professional behaviour and skills. Florin Enache also addresses challenges like lack of managerial training , Employee disinterest , insufficient preparation of employees, weak managerial performance. The role of manager is essential for guiding and supporting employees to achieve business success. He suggests that performance evaluation must be consistent ,fair , and transparent to be effective in motivating employees and supporting the organizational goals.
2)School performance management evaluation
Oprea Valentin BUSU & Mihaela Claudia POPESCU , (2018) deals with the evaluation of performance and school results. In this process , the teacher’s role is explained by the term manager .”The teacher acts like manager because he sets some goals that he/she has to fulfill, has control and continuously monitors the activity of students. The article highlights the importance of teacher student relationships, continuous assessments and feedback in achieving student success. Effective evaluation is essential to improve student outcomes, identify areas of improvement , and provide accurate feedback. The article emphasizes the importance of a student -centred approach , where teachers adapt their methods to meet the needs of their students .The teacher’s role in achieving student performance is compared to that of a manager , as they are responsible for guiding and motivating students while adapting to their individual needs. It also discusses modern evaluation techniques , such as formative assessments, which focus on evaluating not only the learning process itself, moving away from traditional methods that primarily focused on knowledge acquisition. In conclusion, teachers act like managers by adjusting lessons to fit students needs. School evaluations give feedback to improve teaching and help students do better. It helps in understanding how well students are learning and what can be done to improve.
3) Performance management – Principles and importance
Bianca – Cristina Voiculescu & Cornel Zamfirescu, 2022
The article emphasizes the importance of effective performance management systems in organizations, highlighting key principles such as aligning individual performance with organizational goals, maintaining transparency, fostering continuous employee development, and integrating technology. The findings show that many organizations struggle with inefficient performance management systems, leading to dissatisfaction and frustration among both employees and managers. These inefficiencies can hinder motivation, productivity, and overall job satisfaction, ultimately affecting organizational performance. The article concludes that to address these challenges, organizations must focus on improving key aspects like aligning individual goals with organizational objectives, enhancing transparency in decision-making, and prioritizing employee development through ongoing training and feedback. Additionally, leveraging technology can help streamline and optimize performance management processes. Overall, the article suggests that a well-structured and continuous performance management system, built on clear communication and regular feedback, is crucial for achieving long-term organizational success, improving employee performance, and fostering growth within the organization.
4)Management Performance by Coaching
Oriana NEGULESCU & et al 2019 states that in current conditions of globalization, in which the environment of the organization is constantly changing, achieving success, and therefore the performance of the organization, becomes a continuous challenge. Companies are always seeking ways to enhance their performance and stay competitive in the market. There are several strategies available to improve organizational performance, such as personal development plans, fostering a culture focused on performance, holding regular meetings, maintaining open communication with employees, providing feedback, and using coaching. Among these, coaching stands out as one of the key practices in human resource development that can help businesses gain a competitive edge. The findings show that coaching can have a significant impact on individual performance, aligning personal goals with organizational objectives, and creating a supportive environment for growth. It also discusses various coaching models, such as the GROW model, that help structure coaching conversations and performance reviews. The conclusion asserts that coaching is essential for developing leadership skills, increasing employee motivation, and ensuring long-term organizational success. The paper proposes a conceptual model for management performance based on coaching, which focuses on aligning individual and organizational goals, setting performance metrics, and providing continuous feedback. This model can be a useful tool for managers and can be improved through further research.
5)Effective strategic management-Manager Performance
Simionescu (Savu) D. Timeea-Alexandra & Todorut Doina, 2018. “
The research reveals that effective managerial performance is closely linked to emotional intelligence, leadership qualities, and continuous personal development. Key emotional intelligence components such as self-mastery, self-awareness, empathy, and social skills are crucial for fostering a cooperative and productive work environment. Successful managers demonstrate flexibility, creativity, strong problem-solving abilities, and the capacity to adapt their leadership styles to different situations. The article suggests that managers must continuously develop their skills, adapt their leadership styles, and effectively communicate with their teams. Ultimately, the article highlights that effective leadership and the development of managerial skills are crucial for driving both individual and organizational performance, ensuring long-term success. Effective leadership is essential for creating a positive and collaborative work environment that enhances employee productivity and satisfaction. Managers play a key role in shaping organizational culture and ensuring that employees remain motivated and engaged. Human resources, under the guidance of skilled managers, contribute to the achievement of strategic goals. Furthermore, managerial improvement should involve continuous learning and sharing of experiences, both locally and internationally, to stay updated with best practices in management. By doing so, managers can foster organizational growth, stimulate individual performance, and contribute to long-term success.
6)Performance Management and efficiency of communication
Liviu Neamtu & Adina Claudia Neamtu, 2016
The article emphasizes the importance of performance management and efficient communication in organizations, highlighting how these elements drive success in a dynamic business environment. Performance management is framed as a systemic process that coordinates actions within a company, anticipating changes and implementing flexible strategies. It underscores the role of participative management, where collaboration and communication between management and employees lead to better decision-making and improved outcomes. Effective communication is vital for aligning business objectives and ensuring that messages are coherent and impactful. The study concludes that companies must adapt to market changes, implement strategic communication plans, and create an inclusive management culture to sustain profitability and growth.
7)Performance management in Eco development
Mariana Claudia Mungiu-Pupăzan, 2014
This article talks about Romania’s efforts to use more green energy, like wind, solar, and geothermal power, to reduce pollution and help the environment. It explains how, in the past, relying on energy sources like coal and oil caused harm to the environment. Now, Romania is focusing on renewable energy because it has good resources for wind and solar power. The article also mentions that with support from the European Union, Romania has been investing in these green energy sources. For the future, Romania needs to continue improving its energy-saving methods and environmental policies to keep the planet safe and ensure long-term economic growth.
8)Performance management in the leisure industry
Roxana CIOCLOV & Ioan LALA-POPA, 2017.
The article explores performance management in the leisure industry, emphasizing its evolution from financial-based assessments to a broader approach incorporating economic, social, and environmental performance .The study outlines key managerial components such as people management, risk management, and quality control, emphasizing that effective performance management enhances both individual and organizational success. Additionally, it discusses the leisure industry’s unique characteristics, including consumer experience, employee engagement, and the shift from product consumption to experience consumption, ultimately stressing the need for an adaptive and strategic approach to performance management.
9)Influence of transformational leadership on management performance.
Mihaela Tanase, 2014 examines how transformational leadership impacts management performance in multinational companies. It finds that personality traits like conscientiousness and openness influence leadership effectiveness, which in turn enhances decision-making and organizational efficiency. The study proposes a model linking personality, leadership, and performance, offering solutions to improve managerial effectiveness by fostering leadership qualities that boost motivation, creativity, and strategy
10). The role of creativity for achieving performance in management
Suzana Demyen & Jeanina Ciurea, 2016 highlights creativity as a key factor in management performance, especially in SMEs. Based on a survey of 600 employees, the authors find that 40% see creativity as crucial for efficiency, particularly in services and construction. However, many feel restricted by management. The study concludes that fostering creativity through openness and motivation enhances business success and employee engagement.
11) Overall summary
The articles collectively emphasize the critical role of performance management in achieving individual and organizational success across various industries, including business, education, and sustainability. Performance management involves setting clear objectives, continuously assessing progress, providing constructive feedback, and ensuring transparency in evaluation processes. Beyond corporate settings, performance management also applies to education and sustainability, reinforcing its role in driving long-term growth, adaptability, and success in various industries.
References
Bianca – Cristina Voiculescu & Cornel Zamfirescu, 2022. “Performance Management – Principles And Importance,”Management Strategies Journal, Constantin Brancoveanu University, vol. 56(2), pages 163-168.
Florin Enache, 2011. “Performance Management – Performance Evaluation,” Revista Tinerilor Economisti (The Young Economists Journal), University of Craiova, Faculty of Economics and Business Administration, vol. 1(17), pages 75-82, November.
Liviu Neamtu & Adina Claudia Neamtu, 2016. “Performance Management And Efficiency Of Communication,” Annals – Economy Series, Constantin Brancusi University, Faculty of Economics, vol. 2, pages 53-57, December.
Mariana Claudia Mungiu-Pupăzan, 2014. “Performance Management In The Eco-Development,” Romanian Economic Business Review, Romanian-American University, vol. 9(2), pages 82-88, June.
Mihaela TĂNASE, 2014. “Influence Of Transformational Leadership On Management Performance,”Management Intercultural, Romanian Foundation for Business Intelligence, Editorial Department, issue 31, pages 323-331, November.
Oprea Valentin BUȘU & Mihaela Claudia POPESCU, 2018. “School Performance Management Evaluation,” Annals of University of Craiova – Economic Sciences Series, University of Craiova, Faculty of Economics and Business Administration, vol. 2(46), pages 67-72, December.
Oriana NEGULESCU & Elena DOVAL & Roxana STEFANESCU, 2019. “Management Performance by Coaching,” International Conference on Economic Sciences and Business Administration, Spiru Haret University, vol. 5(1), pages 155-161, November.
Roxana CIOCLOV & Ioan LALA-POPA, 2017. “Performance Management In The Leisure Industry,” SEA – Practical Application of Science, Romanian Foundation for Business Intelligence, Editorial Department, issue 14, pages 253-260, August.
Simionescu (Savu) D. Timeea-Alexandra & Todorut Doina, 2018. “Effective Strategic Management – Manager Performance,” Ovidius University Annals, Economic Sciences Series, Ovidius University of Constantza, Faculty of Economic Sciences, vol. 0(2), pages 529-532, December.
Suzana Demyen & Jeanina Ciurea, 2016. “The Role Of Creativity For Achieving Performance In Management,” Annals of Faculty of Economics, University of Oradea, Faculty of Economics, vol. 1(1), pages 906-913, July.