Performance objectives can be explained as a goal that describes something that needs to be accomplished within confirmed time frame. Quite simply, performance objectives express the direction and level of achievement expected from the organisation as a whole and, at lower levels, from the individual parts, team part, sections and departments which will make in the organisation. http://www. exponentialtraining. com. The writer will be using his care company called Extra Mile Care Company as an illustration how a performance objective applies to his organisation. The nature of the work description of the organisation is domiciliary care this means we help people who want to remain at the comfort of their beloved homes but are not able manage on their own, to achieve their daily task such as personal care.
As Carlos (1999) stated, the link between individual, team and organisational objectives can be an agreed contract to achieve one common goal within a particular time frame. And as a matter of fact, the hyperlink between individual, team and organisation objectives simply describes the overall objectives that your team and the organisation aimed to accomplish on the short-term period or long-term period. At Extra mile, individual, team and organisation objective is to provide best care service to those who need their service in the community also to be the best care company in the country by 2013 and by obtaining this, the other objectives such as giving their best care training quality also have to be met. And because of this, the organisation strategic creates an efficient link between individual, team and the organisation objectives so the effort of both individual and team and the organisation can aligned with the organisation overall business plan.
Extra mile organisation objectives
S - Specific - Objective is specific because the business specialised in caring. M - Measurable - because the company have an organization of people that needs the service. A - Achievable - Team objectives are achieved with a precise time frame R - Realistic - Our clients relied on Extra mile carers in caring for them or relatives. T- Time specific - The Company have a period limit of when the target should be performed.
According to Ryan (2007), in other to perform explicit and valuable results, there should be a dependence on a proper collection of individual and team for objectives in virtually any organisation. Collection of and agree individual and team objectives is a process of choosing the right individual or team to handle a particular job effectively, so as to achieve the organisation objective. A right individual and team must be accessed through their level of competency, right skills and knowledge, backgrounds, medical reports and so forth.
At extra mile, selection of, and agree, individual and team objectives is an extremely crucial task which is normally carried out by HR Manager(s). This is a process to getting a right individual for a right objectives, as well as right team for the right objectives upon agreement. Every staff (both individual and team) of extra mile are equally access, to be able to know if indeed they can achieve the organisation objectives. Because of the nature of the organisation objectives, Extra mile identifies the selection of both individual and team through their:
Right skills and knowledge
Personal interest for the job
Criminal Records bureau check (CRB)
It is the responsibility of managers to ensure that they select right individual or team for the organisation objectives, because failure of right selection of an individual or a team will have an awful influence on the company's objectives.
Dewaker (2008), suggested that individual and team are required to first of all understand the essential objectives of the organisation that they are working and the manager must define the better details of the work or task to his staff so that he may be able to relate his contribution towards achieving the entire objective of the organisation. Identifying regions of individual and team tasks in achieving objectives is mainly completed by the team leader or the manager; this is a process of knowing the obligations of individual and team in obtaining objectives. At Extra mile Care Company, the basic responsibilities of the staffs both individual and a team in achieving objectives are outlined by the manager or in the staff contract letter. Responsibilities of carers at extra mile care company because of their clients are:
Personal care, which includes washing, bathing, showering, advice about dressing/ undressing, toileting, etc.
Assistance with medication.
Preparing and cooking meals and snacks.
Health & hygiene cleaning.
This can be the average person or team responsibilities, only when they agree to carry out the responsibility.
Fisher (2006) suggested that managers who build trust within their team will create a world of openness where people feel great about themselves and more. Trusted colleagues helps visitors to accomplish their work, and people work better if they're treated with respect, support trust and honesty by those they improve. At extra mile, the manager realised the value of creating a world of trust and support with others since it helps in many ways such as:
Cooperation between individual and team
Increase in loyalty and commitment from those they manage
Increase in number of good working relationships
Decrease the number of difficulty relationship by converting those to neutral.
Ashok (2010) also explained that "low trust environment people suffer as they cannot work fully potential due to lack of support from others which puts hurdles on growth, coexistence and co-operation".
According to Cristina et al (2003); it is a basic fundamental of any organisation is to create how to evaluate and access performance of both team and individual member, and the assessment should be give attention to the team and individual outcome. At extra mile, analysis is undertaken to:
Set performance objectives
Assess past performance
Help improve current performance
Assesses training and development needs
Established channel of communication
Facilitate review of employees
Develop human relation skills of the assessors.
Extra mile evaluate and determine their employees and team performance against objectives by the outcome of these performance and the organisation mainly does this analysis in order to know whether or not the individual is meeting up the company's objectives. And in process the word of quantity, time and cost of employee is also measured. Also it's a systematically evaluation of individual and team employee's job-related strengths and weaknesses to a set of pre-defined organisational standards. Generally Organisation assesses team outcomes like quality, quantity, creativeness cost, and timeliness of the team deliverable.
Williams and Curtis (2005) explained that, regular feedback based on objectives assessments of performance need to be given. Feedback is a discussion between people which reveals back how another person sees somebody else's behaviour or performance. At Extra mile, given feedback is part of the assessments and about behaviour or an activity which highlight something well done or offering suggestion about how precisely to take action better, which is an important role that should be carried out by the manager(s) and the reason behind carrying out feedback is to ensure that staffs are satisfied with their objectives and see how the individual or team performs in their objectives, also to check on if there is anything that needs to be improved in the organisation Ways of providing feedback at extra mile are in following ways:
Verbal feedback to individuals
Verbal feedback to team
Feedback on behaviour
Feedback on information
Feedback on performance
Feedback is a crucial for extra mile Care Company because of the nature of the job, to be able to learn how to boost their performance and suggestion on what to do in increasing the staff performance in achieving their objectives should be discuss during the feedback.
According to Harris et al (2001), when conflicts arises, managers and supervisors who are in a position to influence and affect the attitudes and actions of these in disagreement could find it helpful to identify the complexities and feelings of the parties involved. At extra mile conflict sometimes arise between colleagues, competition and even clients. And once this occur, the manage will to begin with identify the reason for that conflict and then find solution the that conflict if regardless is beyond what they can do then he'll seek the advice of these are more advanced than him/her.
The identified causes of conflict that has occurred in the organisation are:
Lack of trust
Different personal values
Lack of participation
Lack of resources
Not obtaining objectives
Strategies to minimise or prevent conflicts
Participation in decision-making
Provision of flexibility
Strategies to minimise conflict should be design in other to avoid, minimise and resolve conflict in the institution that will result in effectiveness and efficiency at individual and institutional level. Gupta (2007)
According to() Recording system for performance assessment is a prominent personality in field of recruiting, this can be a document in an organisation that serves as evidence of an activity of transaction formed by the organisation. Recording system at extra mile is a systematic, periodic and impartial record of an individual or team's activities in the matters pertaining to their present job.
Processes of recording system at extra mile are:
A content analysis- describe content in the organisation that requires recording
A file plan- indicate where record are to be kept and exactly how long to keep carefully the records
A compliance requirements document- rules that organisation must follow
Process for holding records- needed when event such as litigations occurs
Unmanaged recording system makes the performance of duties more challenging, costs organisations time, money and resources.
Performance improvement cycle is a process that design, measure, examine and improve performance of organisation strategies. And the ultimate goal is to permit the organisation to meet its goals. Joint commission recourses (2001). Performance improvement circle is an integral part of Extra Mile Care Company, and the company has determined to consistently enhance their performance and demonstrate the quality of their service. They are procedure for improvement circle at extra mile namely:
Design - this is a stage that requires identifying the key goal of the organisation and for the process and design which allows it to accomplish its objectives
Measure- this is a stage offers a process how well the organisation has achieved their aims.
Assess - this is an activity where in fact the company set their priority on what has to be achieved, and the assessment opportunity permits the organisation to rank priorities
Improve- improvement actions derive from the results of measurement and assessment, at this stage the company would have known the areas that's they need to improve and implement specific innovations, which involves redesigning the process. Effective management of individual performance rests on managing the performance cycle.
According to DuBrin (2008), poor performance is an ineffective job performance that will not meet up with the required standards for reaching the organisation objectives. Ineffective performers lower the growth of organisational objectives directly by not accomplishing their fair share of work, by so carrying it out lowers the organisation productivity and because of this it is vital to cope with issues of poor performance in the organisation. At extra mile Care Company, consequences of poor performance are enormous and the HR manager means that they effectively manage the staffs to the mandatory standard of the organisation.
Indicators of poor performance are:
Insufficient mental ability and education,
Insufficient job knowledge,
Excessive absenteeism and tiredness,
Alcoholism and drug addiction
Inadequate communication about job responsibility,
Negative and untrusting attitude,
Organisation culture that tolerates poor performance,
Intentional threat to job security,
Changes in policies without staff consultation
For any organisation to handle poor performance successfully, certain factors need to be considered such as:
The manager(s) must be confident and competent to tackle underperformance
There must be a clear communication between managers and staff
Effective performance management systems
Organisational culture that encourages employee involvement
Joint objective setting
Good staff development practices
Poor performance is legally defined as "when an employee's behaviour or performance might fall below the mandatory standard"
Performance improvement is a means of analysing performance problem and finding a way to ensure good performance. The methods of bettering performance of staffs at extra mile is by improving their performance in achieving objectives in areas that the individual or team aren't meeting up with their goals, and also appraising and rewarding individuals for job well done.
Training- we give our staffs the best training to be able to perform to the best of their ability when undertaking their jobs
Motivating- we motivate our staffs in order to have the sense of belonging to the organisation, and also encourage them and acknowledge the task they did.
Rewards- it is our culture to reward any staff that carry out his / her duties effectively on a monthly basis, and we do this to be able to encourage others to perform better.
Job security- we try whenever you can to keep our staffs who are willing to stay in their job and we provide them with benefit such as sick pay, holiday pay and so forth.
Salary- we increase salary in our staff that are with the company for a number of year and we make sure sire our staffs receive the best salary among other competitors.
These are methods where we support the performance of our staffs. However we make sure the cost of working out is justified by the improvements in productivity and performance it's more likely to bring.
Disciplinary and grievance procedures are basis which gives clear and transparent ways for dealing with difficulties which may arise within working relationship from either employer's or employee's perspectives. (http://www. cipd. co. uk)
At extra mile care company, organisation's disciplinary and grievance procedure is a set of standards of performance and conduct reinforced by company rules. The reason for Disciplinary and grievance procedures is to ensure that each staff of EMCC is treated the same manner in the similar circumstance, and also to be sure that issues are dealt with fairly and reasonably.
Reasons why disciplinary procedures are needed at emcc are the following:
Employer know very well what action to take when there's a problem with employee
To permit staffs to make appropriate decision
Solving matters without finding yourself in tribunals if minor.
To enable employer and employee consent to suitable goals
Set as a set of rule that governs the behavior of both emcc and its own staffs
Reasons why grievance procedures are needed at extra mile are:
To supply the staffs the reason for action if indeed they have complaint
Solving matters without finding yourself in tribunals
Creates a spot of contact to resolve issues
Gives employee what action to take if the dispute cannot be solved informally.
Disciplinary and grievances are rules and procedures help to promote orderly employment relations as well as fairness and consistency in the treating individuals and provide guideline for adherence to the rules. All of this a backed up Inside a legal document in the united kingdom.
The role of managers in both disciplinary and grievance procedure is to implement the disciplinary action when necessary also to ensure that the issue that arise is resolve with involvement of external body such as ACAS. There are many stages where the manager enforces their power in disciplinary and grievance procedures
Managers gives verbal warning if the offence is minor
Managers gives written warning for a subsequence minor offense or even more serious offence
Managers gives final warning for repeated offences or an extremely serious offence
It also the role of manager to dismiss a worker if a worker commits gross misconduct.
Manager investigate the complaint within the department
If matter still not resolve, it'll be investigated by a far more senior manager (if any)
Finally if the compliant is beyond the organisation grievances procedure, it may be pursued outside the organisation such as ACAS.
4. 3 Summaries the main element areas of legislation that applies to an organization's disciplinary and grievance procedures
Legislation that applies to organisation under April 2009 Code of Practice 1, is design to help employers and employee deal with disciplinary and grievances situation at work.
Legislation that applies to disciplinary procedures are:
Establish the reality of each case
Inform the employee of the problem
Hold a meeting the employee to go over the problem
Provide employee with an possibility to appeal
Leg that pertains to grievances procedures are:
Employee got to know the type of grievances
Hold a meeting with employee to go over grivances
Allow employee to be accompanied at the meeting
Decide on appropriate action
Allow the employee to take grievances further if not resolved
In conclusion, the purpose of