What is my current state?

What are my Strengths?

  1. Perfect communication with other people. I listen to others before I speak.
  2. Positive analysis and thinking. I believe I can achieve anything through hard work and persistence.

What are my Weaknesses?

  1. Lack of inner drive to achieve my goals. I relent in the bid to achieve the set targets.
  2. Lack of the will to work towards achieving my goals.

What are the most common feedbacks that I always receive from other parties? (Both positive and negative feedbacks).

  1. Not confident enough.
  2. Lacks the inner drive to excel. Good at planning but no determination to execute the plans set.

What other existing performance indicators in my current situation can I vividly notice?

Stress takes over my life when I have a set deadline to accomplish a certain task.

Conclusion

Focus area priorities

  1. Develop a personal initiative and inner drive to achieve all the set goals. I should determine how fast or slow a certain task should be handled.
  2. Embrace courage and determination while handling tasks. I should ensure that all tasks on my side are manageable and can be handled within the set deadline.
  3. Work on myself control skills in order to avoid stress whenever under pressure.

 What is my desired state?

What do I hope to improve or achieve?

  1. Able to initiate a conversation at any time with anyone, regardless of age, sex or gender or the situation at hand. I should understand every bit of the scenario beforehand and go for what I deem necessary for my excellence in all the endeavours I pursue. Taking new risks and initiating their development will be an added advantage to my growth.
  2. Able to be assertive in all situations I am involved in. I should ensure that all my desires are met and in case where I have made certain recommendations to a given task, they should be embraced. I should have the confidence to express my wish and the reason behind my support for a given idea.
  3. Always calmly assess the scenario I am in before taking a reaction step towards it. I should also ensure that I turn situations that are deemed unfavourable into favourable and manageable scenarios.

Why am I out to achieve that state? What does it add to my life?

  1. With initiation of conversations, I will be better placed to understand everyone around me and propel my instincts and desires to a higher notch.
  2. With assertiveness, I will handle all situations at hand, and accomplish all tasks given to me within the set deadline. I will also have my ideas embraced and voice heard.
  3. By taking full control of my temper, I will handle all situations with maturity and give respect where it is due.

What are my short term goals?

  1. Read many books about communication skills in order to improve my professionalism.
  2. Come up with great recommendations to my study team and ensure that they are embraced.
  3. Attend all stress management classes and visit my counsellor on a weekly basis.

What are my long term goals?

  1. Start a communication consultancy firm to ensure that I trickle down the skills learnt to the society.
  2. Freelancing on the benefits of having self-control and managing time.
  3. Taking part in great debates and analyses programs in a bid to ensure that I nurture my communication skills for the better.

How do I achieve my desires? What exactly do I need?

What must I work on in order to achieve the desired state?

  1. Use the learnt skills to improve my communication skills.
  2. Practice being assertive by always airing out my views during debates and discussions and supporting my ideas to ensure that they are embraced.

Timeline

Time schedule to achieve my desires

Focus area #1

Hours per week

Day-Monday, Wednesday, Friday-8-10 pm: Read how to master communication skills

Focus Area # 2

Hours per week

Day- Monday, Thursday, Saturday: 3pm-5 pm: visit a counsellor

Task 2

Organizations can never operate without an effective communication mechanism. This communication can assume different forms and natures, but the drawing point is the eventual transfer and conveyance of information or messages from one given party to another. Information is only regarded as effective and of good quality whenever the other party fully understands it and can put it to good use, as directed by the sender or conveyer. In a case where the recipient does not come to terms with all the information passed across, communication is deemed not to have taken place.

Communication stands as the main life source of all organizations since the latter involve associations of people. People can never interact with one another without effective communication mechanisms. In case, the organization fails to lay down an effective communication mechanism, the whole institution will fail to achieve its laid down goals and objectives, which may in turn affect its returns.

Communication is very important prior to putting a performance management system into practice. Every associated party in the process of managing performance such as the organization’s shareholders, managers, employees and even associated parties such as clients and partners. Communication helps each of those affected groups to understand every aspect of the performance management process. Shareholders must be informed of the advantages of the whole process towards the organization’s productivity. Shareholders must be aware of the processes taking place in the organization they have invested. This gives them confidence in what the management is doing to improve the organization (Schultz & Schultz 2010).

Communication among managers is important, because at times some managers may be against the idea of implementing a system that would manage employee performance. They must be made aware of potential benefits of the process to ensure they support the idea before it is implemented. Employees are usually the focal point when implementing a performance management system. If not made aware of the objective of the process, some employees may feel like the management is not supporting them. They could also doubt their abilities. They must be informed that the process is aimed at improving employee performance and no other hidden objectives. Effective communication will help all these groups of people in an organization to unite and cooperate to ensure that the performance management system is successfully implemented (Schultz & Schultz 2005).

Common Challenges

During the process of implementing a performance management system, there are common impediments that are usually experienced. Some of these challenges arise from some employees while others are technical. The organizations must plan on how to deal with these challenges to ensure a successful process. Some of the challenges include the following (Schultz & Schultz 2010).

Lack of Cooperation

Cooperation is very important in the successful accomplishment of any organizational process. However, implementation of performance management systems can cause misunderstandings; hence, some people could resent the process. This is common with some managers who may not agree on some of the processes during the implementation process. At times employees are uncooperative, because they feel the process undermines their reputation and abilities. Uncooperative parties must be convinced to take part, because it is a beneficial process to the organization (Ulrich, Zenger & Smallwood 1999).

Lack of Funds

Implementing a performance management system requires a lot of investment. At times the organization may run out of funds to ensure the system is fully implemented. This challenge can be dealt with by planning the process before implementation. The organization could also borrow a loan to help the implementation process (Schultz & Schultz 2010).

Some Systems Cannot Be Put into Practice

Formulation of performance management systems is purely theoretical. At times during the implementation process, some of the systems are not practical. This challenge can be avoided if pilot studies are done to ensure the plans are practical before the organization implements the plan fully (Schultz & Schultz 2005).

Task 3

Decision making is an important factor in any organization. It gives the managers the opportunity to exercise their prowess and power. Good decision making skills enable an organization to realize all its set targets. In case where the managers fault in their bid to clearly address the issues at hand, it may affect the operations of the organizations. There are many decisions that need to be assessed and considered in the day to day running of an organization. The areas that are necessary for decision making include human resource department, research and development, and performance assessment processes.

Human Resource Decision Making

Human resource department (HR) is the division of an organization that focuses on activities relating to personnel. Typically, these activities will include recruiting and hiring new employees, training of new or current employees, employee benefits, and retention (Human resources). HR is an important aspect of every business. Without a good HR department, companies are likely to suffer in areas such as employee turnover, employee satisfaction, and potentially in overall productivity. A company’s culture is typically implied, rather than defined, and often develops over time. This culture can be seen throughout the organization in areas like employee dress, turnover, customer service, customer satisfaction and other areas of operations. Creating a customer service based culture can be difficult, but rewarding. Employees need to understand why excellent customer service is important, and must be encouraged to make responsible decisions when performing these duties. Further, an employee must be informed of the proper behaviours to up hold when dealing with both customers and co-workers (Morrow 2000).

Research and Development Decision Making

Research and development (R&D) is a key element in business. It has the potential of reducing cost, and providing a core competency, a competitive advantage, for a company. In industries such as pharmaceuticals and technologies, research and development is the key for growth. It will give companies the competitive advantage to develop and produce new products, and reduce major costs. However, in the fast-casual dining, there is not much necessity for developing software, or hardware that will reduce costs, or provide a new product. Thus, it is not favourable for a company such as Mr Empanada, to have a major spending budget for R&D. Simply staying up-to-date with current technology, such as manufacturing machinery, delivery systems, and inventory monitoring systems, would all reduce costs. 

Performance Assessment Process Decision Making

The performance assessment process requires well-formulated ideas and planning to ensure everything is done appropriately. There is need for efficient communication between the people conducting the performance assessment process in the organization. Proper communication helps maintain orderly assessment processes and make employees accept the whole process in general. However, there are several impediments that are encountered during the implementation of assessment outcomes in an organization. Despite these challenges, there are several advantages to gain from the process of implementing assessment outcomes (Schultz & Schultz 2010).

Ways of Improving Productivity Using Assessment Results

Organizations that implement performance management systems can benefit from assessment results in several ways.

Strengthening Weak Points

When assessment results are released, the organization must identify the areas that the organization is not performing optimally. The organization should then start developing a way of ensuring that the weaknesses are wiped out. This can be done by developing new strategies to improve performance or by doing away with some sectors that do not promote success in the organization (McLean 2005).

Optimization of the Performances of the Organization’s Strong Points

An organization could benefit from assessment results by taking advantage of its strong points. If an organization wants to improve its productivity, it could consider optimizing its strong areas rather than improve its weak areas. Since weak areas require heavier investments than optimization of strong points (Ulrich, Zenger & Smallwood 1999).

Motivation

Organization can use the results of the assessment process to provide motivation to its employees. Performance management systems help organizations to determine strengths and weaknesses of their employees. Once the results of the assessment are out, the organization can seek to motivate employees at individual levels by helping them attain their potential ability (Schultz & Schultz 2010).

Matching Employees with Their Preferred Roles

Assessment results show what each employees is capable of and what they prefer doing. The organization can use these results to link the employees with their respective favourite roles where they can perform optimally (Schultz & Schultz 2005).

Conclusion

In conclusion, communication is one of the most necessary factors when implementing a system of performance management. It makes all stake holders view the performance management system as beneficial to them and the organization. There are some challenges experienced when implementing a system of managing performance in the organization. These challenges must be addressed through proper planning of the implementation process. The assessment results can be used to improve the organization’s productivity depending on the outcomes (Schultz & Schultz 2010).

Task 4

Conveyance of information is essential in line with getting the best from the goals set in any organization. This means that the communication channels are well set and that there is apt coordination in all departments that exist in that particular sector. Information dissemination always requires systematic collection, analysing, organization, and also storage of information that is relevant and necessary to the goals and objectives of the given organization. Information can be collected using various forms.

There are several models that researchers have propounded on the best ways of collecting information. The first model calls for one to search the indexed resources. This is mainly necessary when collecting information that is deemed content-oriented. These resources include the multidisciplinary and also the specialized databases, many library catalogues, web resources, repositories, and digital libraries. All the information captured from the above resources is first well-stored in a given database created for the specific purpose before it eventually goes to the target and deemed audience that is useful for searching any content-oriented information. They include electronic databases and also online bibliographic services, all local library catalogues, the digital libraries and also repositories on the Internet, and finally web resources.

The second model is greatly suited for meeting all needs for the problem-centred information. It also entails browsing all non-indexed sources of the given information in line with capturing and also storing the data that is deemed relevant.

Dissemination of information is very necessary in a bid to ensure that the organization meets its targets. This, however, calls for imminent communication and cooperation with all stakeholders in the organization. In order for any strategy to work, there is a need to call for applying multiple small changes instead of one big change at once. Introducing a new system calls for dedication and commitment from all quarters. Thus, the management should enlighten their staff on the benefits of introducing such a new working system. In addition, they should inform them on the benefits of having their relationship with all the clients will be raised a notch higher. They have to understand that it is not just the manager’s idea, but the idea that will work for the whole institution. There has to be a positive way of initiating the whole idea into their normal routine. This will call for the use of the questionnaires with the main idea at hand. This means that the communication skills sought should be worth settling for.

Research should also be done to ensure that the new ideas and innovations that the management intends to instill into the organization are well taken in and will serve to the best of the organization. Dissemination of information will only take a positive stance once all the departments are at peace with any new initiative and they fully understand the notion and ideals behind that idea. Lastly, if not taken positively, then a quick resolution should be sought in order to avoid any discrepancies in the bid to achieve their set targets.

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