Answer the questions

Anonymous
timer Asked: Mar 8th, 2019
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Question Description

The questions that you need to answer and to submit as an APA formatted document and must be 10 pages in are as follows:

1.)Who should evaluate employees’ performance?

2.)What should leaders do when (individual, team, organization) performance is lacking?

3.)Should the new performance review system at Vitality Health be revised?

4.)What changes would you recommend to the new performance management system? What type of performance evaluation should be used?

5.)How should the changes be implemented?

6.)Carefully consider the consequences of your recommendations and explain them.

7.)Is the revised performance management system better than the system it replaced?

In what ways? In what ways is it worse?

8.)How important is the relative nature of the new performance management system?

9.)Create your own performance appraisal form based on one, or a hybrid of more than one, from the textbook for this class, such that the appraisal would work best for Vitality Health.


Attached is the case study to be reviewed and answered

Tutor Answer

Venic_Expert559
School: University of Virginia

Attached.

Running head: VITALITY HEALTH MANAGEMENT PERFOMANCE

Vitality Health Incorporation Managing Performance
Name
Institutional Affiliation

1

VITALITY HEALTH MANAGEMENT PERFORMNACE

2

Vitality Health Incorporation Managing Performance
The Person Responsible for Evaluation of Employees Performance
Evaluation of employees stands for the creation of a defined mechanism that gives
feedback and documentation of employees’ performance by their supervisors within a stipulated
period against the entity’s goals and expectations. For effectiveness and efficiency in any entity
like Vitality Health Enterprise, employees are evaluated by their supervisors. The supervisors will
include all officials in the department of human resource and the entire team in the performance
management system. When an entity has several departments, each department has its manager
and therefore entitled the responsibility of creating good working conditions as well as reporting
progressive records of the employees. So at this point, the managers are responsible for the
evaluation of their employees as they endeavour coming up with the classification of their
depending on their output.
What supervisor has to do when individual performance is lacking
When it is insinuated that employees are not producing as expected, the best thing to do is
to do research (Beer, 2012). The research will check the validity of the insinuation as well as the
problems causing the enigma. When the expected performance is lacking the following models is
applied (Mind Tools content teams, 2019). It ancient simple equation goes good performance =
motivation x ability. The low-performance causes may be as a result of employees having tasks
which are over-difficult, low ability, knowledge and skills, and demotivating scenarios over time.
To curb this and concerning the equation motivation and ability, need are alleviated to maximise
employees output. Let start by enhancement of ability; four procedure are worth following.
Resupply
This focuses on incorporation’s resources. Do the employees have the necessary tools and
equipment needed to perform well? Get their frustrations, listen to their points, lacking supply
equipment and verify excuses. By that supervisors will address any lacking performance brought
by lack of resources.
Refrain
Refrain involves adding training to team workers. The Performance Management Evaluation Team
conducts research to verify workers’ skills and talents. Updates training to fit in the trends of
technology in training seminars, simulations exercises, sponsored university courses and
Computer-based Training. This step will kill poor performance.
Refit
Refit stands for reassigning of the job in parts where resupply and refrain steps fail. The
Performance Management Evaluation Team makes sure that individuals work at areas they are

VITALITY HEALTH MANAGEMENT PERFORMNACE

3

expert at, where the abilities, knowledge and talents fit them fully. This will minimise the time
taken by the employee to finish the job effectively thereby saving time for another task hence
improving low-performance problems.
Release
This stage you let the employee go. When verified that the required technical skills are lacking
from an employee, and it is vital knowing, release the employee. The ‘E-’ performers after the
Plant or departmental managers take measurements are releases the identified individuals.
Improving motivation
Set the performance ...

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Anonymous
Top quality work from this guy! I'll be back!

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