...On Monday, March 18th I attended my second College of Charleston Dance Concert. This year’s concert was entitled “Landmark”. The title embodies the triumph of this landmark year in which CofC is now offering a dance major. Each of the pieces was concentrated on the idea of a landmark in the sense of the choreographer’s direction. With the subject being so broad, there was an excellent array of styles, themes, and performance. The Jazz piece entitled “Take Five” was choreographed by Julianna Hane. The piece was inspired by the 1920s jazz clubs and combined the authentic style of the time with contemporary movement. thought the costumes were absolutely wonderful. The bright, bold colors that contrasted against eachother brought life to the piece. The dance started and ended the same, with the one guy walking onto the stage (and then exiting at the end). His quirk drew my attention and I was immediately drawn in. At the beginning I thought the movement was a tad slow-going. I was hoping to see a more “va-va-voom” like dance because of the inspiration behind the piece, the roaring 20s. I expected to have a more sultry draw as well. One part that really stood out to me was the little solo section. I thought the concept of the group dancing in the circle and taking turns to individually have the spotlight was great. They each demonstrated different skills and brought something new to the piece. It reminded me of a "dance off" in a way. I especially...
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...Discussion Questions: DQ#1: What are the key problems with this portion of the performance review? There are few key problems with this portion of the performance review. First of all, the review was not inclusive of what was expected of the employee. The Max only told Sue about what the issue of her “pompous attitude”. Another problem is that the review was concluded with the employee not meeting her expectation and left feeling depressed. DQ#2: How would you use the knowledge and skills you have acquired thus far in this module to redesign the meeting between Max and Sue? The first stage, according to Quinn, et. Al (2011) of the performance review is performance planning. Max should meet with his employees and discuss what is expected of them and other areas of employee concerns such as additional training required or workshop. The second stage, performance execution, Max should provide coaching and feedback on a regular basis. The next stage, performance assessment, includes how well the employees have performing and begin the necessary assessment weeks before the actual performance review. And lastly, at the day of the performance review, Max should make sure that the objectives are clear and concise to a level that the employee agrees and understands. DQ#3: What concerns, if any, do you have with Max’s conversation with Jack? What might Max have done differently? I would have verified what Jack has told me about Sue and gather all the facts before jumping...
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...Performance appraisal is a method of evaluating the behaviour of employees in the work spot, normally including both the quantitative and qualitative aspects of job performance. It is a systematic and objective way of evaluating both work-related behaviour and potential of employees. It is a process that involves determining and communicating to an employee how he or she is performing the job and ideally, establishing a plan of improvement. Performance appraisal could be taken either for evaluating the performance of employees or for developing them. The evaluation is of two types: telling the employee where he stands and using the data for personal decisions concerning pay, promotions etc. Appraisal of employees serves several useful purposes: 1) Compensation decisions: It can serve as a basis for pay raises. Managers need performance appraisal to identify employees who are performing at or above expected levels. This approach to compensation is at the heart of the idea that raises should be given for merit rather than for seniority. Under merit systems, employee receives raises based on performance. 2) Promotion decisions: It can serve as a useful basis for job change or promotion. When merit is the basis for reward, the person doing the best job receives the promotion. If relevant work aspects are measured properly, it helps in minimizing feelings of frustration of those who are not promoted. 3) Training and development programs: It can serve...
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...Performance Management and Employee U1DB1-2 MGMT442-1204A-02 08/23/2012 The definition of performance management is the identification, measurement, and development of a specific individual pertaining to how they perform in the workplace (Smither & London, 2009). If an organization doesn’t apply this practice as part of their policy for their staff they will not receive full potential from their staff. These methods are set into place to drive staff members to perform to their maximum potential. There are consequential actions that could occur for companies that do not apply the proper behavioral expectations to their staff. Legal liabilities are one of the biggest possibilities that could happen(Smither & London). This could be anything from civil suits to criminal suits. This relates to the training of staff or the lack of training, work overload, or staff not being satisfied with their positions. Staff retention will also suffer from poor behavioral strategies, this will eventually affect the company in a negative manner as it will constantly have to train new staff members for the same job. Many people investigate organizations before they begin the application process with the organization. If the organization does have a high standard for performing they will typically recruit candidates with low motivation. This typically leads to low retention rates within an organization. Candidates who are highly skilled in their fields...
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...body slightly forward while singing this opera selection. What is more, when he sang to the climax, he held up his hands. Instead of singing with his voice, Philippe sang with every part of his body. He was fully immersed in the music and he might didn’t notice that he had these gestures. Joy took the form of the notes and his body language. Without knowing the lyrics of this song, the audience could still feel the happiness in the music through Philippe’s actions. Both his astonishing singing technique and his expressions enraptured the audience by the bright music. Not only Philippe, but the whole orchestra explained the music with affluent body actions. Unlike some other orchestras where musicians sit motionlessly during the performance, members in Apollo’s Fire Baroque Orchestra were all standing on the stage for this concert. The concertmaster even swayed to the music when they were playing the cheerful piece of Se mai senti spirati sul volto. He also made some interactions with other performers in order to create a pleasant atmosphere. All the musicians enjoyed the music and tried to interpret the...
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...James Sullivan IAH 209 Professor Norman June 16, 2014 Performing Yourself in Everyday Life Every single day, we as people play a role in society and put on performances for everyone around us. However, these behaviors don’t make up the essence of our individual identity. I will prove this using the experience I’ve had playing baseball, all through my youth, high school, and also my college career. Within a baseball team, or any team for that matter, you have your leaders, your star or important players, you have role players, and you have the guys who don’t play very much, but sit on the bench and work hard and cheer you on. These roles are either laid out by the coaches or by the players themselves. When I was in high school, I began as a role player as a freshman, and became a full-time starter as a sophomore, however I wasn’t a leader. I was named a captain my junior and senior seasons, becoming one of the big leaders on the team. My social performance within this team changed from year to year. The first year, I would lay back in the shadows, but by my junior and senior seasons, I had to play the role of a leader and will my team to win and be successful. This happens outside of a team environment as well. When I moved on to college ball, I went right back to being a role player and someone who works hard in practice but isn’t a big part on game day. I realized my role right when I came to my first practice. The older guys who had been there for three or four years...
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...to Armstrong and Baron (1998) performance management is a strategic and integrated approach of delivering sustained successes to the company by improving individual and group performances and also developing the capabilities of teams and individuals. Currently at work performance management appraisal (PMA) is carried out on a quarterly basis and is a conversation carried out by a line manager and an employee, it is aimed at improving the effectiveness and capability of an employee through development. It is aimed at personnel who want to achieve excellence in their respective fields and want to acquire more skills and knowledge, which will assist in the achievement of personal and professional development goals. Performance management serves as an important tool for realizing organisational goals by implementing competitive HRM strategies. It helps in aligning and integrating the objectives of the company with the key performance indicators (KPI’s) in an organisation across all job categories and levels. This helps in driving all the employees right from the bottom level towards one single goal. Performance management is an important driver in most companies today and is regarded as the tool to use to ensure that the people working for them will deliver the agreed contract and objectives which were set mutually. This study will reveal the importance of a well managed, performance management system by conducting a critical analysis of the performance management system used and what...
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...CASE STUDY: Xerox Revamps Performance Appraisal System Xerox Corporation was faced with a problem its performance appraisal system was not working. Rather than motivating the employees. Its system was leaving them discouraged and disgruntled. Xerox recognized this problem and developed a new system to eliminate it. |THE OLD SYSTEM | |The original system used by Xerox encompassed seven main principles: | |The appraisal occurred once a year. | |It required employees to document their accomplishments. | |The manager would assess these accomplishments in writing and assign numerical ratings. | |The appraisal included a summary written appraisal and a rating from 1 (unsatisfactory) to 5 (exceptional). | |The ratings were on a forced distribution, controlled at the 3 level or below. | |Merit increases were tied to the summary ration level. ...
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...Performance Consultant Interview Guide 1. What is the nature of your organization? Is it a consulting firm, or do you work for a large corporation? What is your role within your organization? Please provide a brief history on the organization. 2. What is the role of performance consulting in the organization? 3. What was the most pertinent performance project that you consulted on? Was it a success or failure? Why? 4. What are some common qualities of successful performance intervention projects? 5. What performance consulting models have you found to be most effective to minimize gaps in performance within an organization? 6. Overall, how does performance consulting affect or impact an organization? Do you have specific case studies or examples u can provide? 7. Can you describe the role that your organization plays in HPT 8. When working with different clients, what kind of focus do you put on analysing the prevailing culture? 9. How has Performance Consulting changed since you entered the field? What are your thoughts about the current state of the field? 10. Are there any tips you would give a newcomer in the field of HPT? 11. After a company or business contacts you, what criteria to you establish for yourself before you finally say, “Yes, I will be your performance consultant?” 12. Do you have any personal vision or mission statements for your consultant process? Extra questions if we wanted to ask…. 1. What was the...
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...the Performance Management book.) 1. A. Briefly explain the concept of performance management. Performance management is a continuous process of identifying, measuring, and developing the performance of individuals and teams and aligning performance with the strategic goals of the organization. Let’s consider each of the definition’s two main components: 1. Continuous process. Performance management is ongoing. It involves a never-ending process of setting goals and objectives, observing performance, and giving and receiving ongoing coaching and feedback. 2. Alignment with strategic goals. Performance management requires that managers ensure that employees’ activities and outputs are congruent with the organization’s goals and, consequently, help the organization gain a competitive advantage. Performance management therefore creates a direct link between employee performance and organizational goals and makes the employees’ contribution to the organization explicit. B. Identify at least five components of what might be included as part of a performance management program. Prerequisites, performance planning, performance execution, performance assessment, performance review, performance renewal, re-contracting. 2. Distinguish performance management from performance appraisal. A system that involves employee evaluations once a year without an ongoing effort to provide feedback and coaching so that performance can be improved is not a true performance management...
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...on the same job being done by two different people. Performance appraisals of Employees are necessary to understand each employee’s abilities, competencies and relative merit and worth for the organization. Performance appraisal rates the employees in terms of their performance. According to a prominent personality in the field of Human resources, "performance appraisal is the systematic, periodic and an impartial rating of an employee’s excellence in the matters pertaining to his present job and his potential for a better job." Performance appraisal is a powerful tool to calibrate, refine and reward the performance of the employee. It helps to analyze his achievements and evaluate his contribution towards the achievements of the overall organizational goals. Performance appraisal is necessary to measure the performance of the employees and the organization to check the progress towards the desired goals and aims. Performance appraisal continues to be a subject of interest and importance to human resource specialists. For decades, performance appraisal has received considerable attention in the literature, from both researchers and practitioners alike. The latest mantra being followed by organizations across the world is "get paid according to what you contribute" – the focus of the organizations is turning to performance management and specifically to individual performance. Performance appraisal helps to rate the performance of the employees and evaluate their contribution towards...
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...------------------------------------------------- Performance based services CON 280 CON 280 Defining Performance Based Services The Federal Acquisition Regulation defines performance-based acquisition as “the means an acquisition structured around the results to be achieved as opposed to the manner by which the work is to be performed.” (FAR 2.1) Specifically performance-based services involve strategies, approaches and various techniques that assist with defining a service requirement based on performance objectives. There are specific characteristics that must exist in order for a requirement to be considered a performance-based acquisition and each characteristic influences and shapes the others. One of the most important characteristics necessary for a performance-based service acquisition is the performance work statement. The performance work statement, commonly known to acquisition professionals as the PWS is defined as the following: a statement of work for performance-based acquisitions that describes the required results in clear, specific and objective terms with measurable outcomes.” The performance work statement is the backbone of a performance-based service contract because it is responsible for specifying the definitive expectations of work that is necessary for the successful performance of a contract. As a contracting officer I am just as accountable as my customers to ensure that the performance work statement describes their needs...
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...#1 There are four different types of performances. They are readers theatre, chamber theatre, ethnography, and personal narrative. Each of these possess assets that are interesting to me. Readers theatre is a style of theatre where actors do or do not memorize their lines. The actors use vocal demonstration to tell the story rather than props or sets. It is also known as interpretative theatre because the performer interprets the story in his or her own way and so does the audience. Chamber theatre is similar to readers theatre in that both of them use minimal amounts of props and sets. Instead chamber theatre use the work’s original text and the performer again interprets the work the way that he or she best sees it. Ethnography is a form of performance that conducts research. The performer transform the stage from a place of performance to a place of participatory action. It uses the stage as place for inquiry about one’s own values and views. Personal Narrative is when the the performer uses a personal essay to tell a story. This way the performer knows the story well and can tell it in an interesting and entertaining manner. Although these forms of performance are all interesting and fun, I would prefer to perform a personal narrative. I prefer personal narrative because I would be familiar with the story and could portray it in the best way possible to the audience so they can get the most out of watching my performance. Also, by doing a personal narrative it...
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...High Performance Organizations “Ten Golden Rules of High Performance”: Not in agreement with 2. Cater to every need – make it easy, not hard, for people to perform” After reading the assigned text, there were some agreements and disagreements which came up from my professional experience, as well as understanding of leadership versus management. Being a Human Resources professional, mid-level manager and business owner, it is my belief that “catering to every need, making it easy, not hard, for people to perform”, is very borderline, to the point I disagree with it. When humans are in a sense of comfort, many times full productivity is not going to take place. It is times of being uncomfortable we regain focus and push to achieve goals and greatness. There is a difference with making an environment challenging to produce results and creativity, instead of making it easy. When employees are in an overly relaxed atmosphere the lack of concentration will raise its ugly head, causing low performance. Meeting ADA requirements is completely different. When being in leadership there is an expectation of performance and efficiency to meet company goals. This is why there is an important need of thorough screening, interviewing and possible skillset testing before hiring employees. Putting this measure in the talent attraction and management side will give a higher performance rating of employees who come into a role understanding fully what is expected of them, as well as the...
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...Performance Appraisals Name Institution Performance Appraisals The process of reviewing and discussing the performance of an employee based on results from assigned duties while excluding their personality is defined as Performance appraisal. At the end of this essay, individuals will have the ability to measure skills of an employee accurately and uniformly. Moreover, the user will be able to understand the importance of performance appraisal in an organisation. Performance is greatly boosted with any form of appraisal. The employee`s objectives are clarified specifically to them making it easy to set goals and work towards achieving them. In addition, performance appraisal ensures that an employee’s effort has been recognised. This in turn increases the level of motivation of a worker consequently raising their performance (Bartol & Martin 1998). By recognition, other employees are motivated to work exorbitantly in order to get recognition from the organisation as their peers. Performance appraisal has the following strategic benefits to how employees do their work: * Improves and boost employee`s morale * Allows individual employees to set goals * Ease in identifying problems and correction One of the limitations in performance appraisal arises from biasness during evaluation. There are different forms of biasness in performance appraisal, including: Personal bias This is the general feeling an individual in charge has towards certain employees. It is also referred...
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