manager/leader.
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A 360-degree performance appraisal method is a way to appraise performance by using several sources to measure the employee’s effectiveness. Discuss what you view as the primary advantage of a 360 feedback process and what you view as the primary disadvantage of 360 feedback. Finally, discuss how you feel about having subordinates review your performance as a manager/leader.
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- Identify the various functions of performance appraisals. How are appraisals used in most work organizations? What are some problems associated with performance appraisals? Define validity and reliability. Why are these two concepts important from a managerial standpoint?demonstrate a critical understanding of the role/s of manager and leader in influencing employee motivation and organizational performance. you answer should evaluate theory in relation to this area. endeavour to construct a well written and argued analysis and evaluationwhat strategies would you use to improve employee motivation and engagement in the workplace? Discuss ways that a manager can help employees set goals and provide effective feedback to improve employee performance.
- The principles of scientific management are the following: Select one or more alternatives: Permanent control. Shift of the responsibility for planning the work to the managers. Create motivational systems for the employees. Elaborate and implement scientific methods for each task.A compensation and reward system is mechanism by which manager gives fair and consistent treatment to employee discuss among yourselves and the following situation and answer the question would the new compensation and reward system be effective in boosting employee morale and productivity? why do you think so?Discuss ways that a manager can help employees set goals and provide effective feedback to improve employee performance.
- What is a manager's approach to managing employee morale and well-being, especially in times of stress or crisis?In your own words, define self-efficacy and describe Bandura's (1994) four factors of self-efficacy. Next, explain the effects that employee self-efficacy has on employee and/or organizational outcomes. Third, explain why it is important for employees to have high levels of self-efficacy when using information and skills they learned in training. Finally, explain what HRD professionals can do to address problems of low self-efficacy among some trainees.discuss What is a manager's approach to managing employee morale and well-being, especially in times of stress or crisis?
- Your company is considering implementing a 360° appraisal system where up to 10 people in theorganization provide feedback on every employee as part of the annual performance appraisal process.This feedback will come from subordinates, peers, and senior managers as well as individuals in otherdepartments. You have been asked to prepare a memo to the director of human resources about thepositive and negative effects this could have on the motivation of employees. Note that not all of theemployees are on a bonus plan that will be impacted by this feedback.As a manager, how can you tell that an employee is experiencing job satisfaction? How can you tell that employees are highly committed to the organization? If a worker is not satisfied, what can a manager do to improve satisfaction? What can a manager do to improve organizational commitment and engagement?Mangement Performance management is a critical aspect of effective leadership and organizational success. It involves setting clear goals, providing regular feedback, and evaluating individual and team performance to ensure alignment with organizational objectives. Feedback plays a crucial role in performance management, as it helps employees understand their strengths and areas for improvement, motivates them to excel, and fosters continuous learning and development. Managers must deliver feedback constructively, focusing on specific behaviors and outcomes, and offering support and guidance to help employees reach their full potential. Question: How can managers create a culture of continuous feedback and performance improvement within their teams, and what are some best practices for delivering effective feedback?