Ilm Level 3 M.12

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ILM LEVEL 3 Award in first line management

M3.12

Motivating to Perform in the Workplace

by
Alison Smith
Hull Training

2012

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Table of Contents

Introduction ………………………………………………………..1

1. The value of formal and informal performance assessment…………………..1

2. Ways that could ensure that fair and objective formal assessment…………..2

2.1 Factors that influence how people behave at work……………………………..3

2.2 Application of one basic recognised theory of motivation………………………4

3.1 Importance of feedback to improve communication……………………….5

3.2 Effectiveness of different types of feedback is compared………………………6

References………………………………………………………………………………6

Appendices………………………………….7

Introduction

Psychological Medicine is made up of a number of teams including Perinatal, general liaison, A & E liaison older people’s liaison and chronic fatigue service. As part of the admin team I work as medical secretary to the Older People’s Team and Consultant. This consists of four nurses, one team leader (on long term sick) and one Consultant.

The Value of Assessing Performance

1. The value of formal and informal performance assessment

The formal system of assessment/appraisal within my organisation is a Performance Appraisal and Development Review which is carried out annually and monthly supervision sessions.

In preparation for the appraisal the appraiser and appraise review the previous 12 months objectives and consider if they have been met, what has been successful or not, how they are performing and objectives for the next year.

During the review the above will be discussed in line with the KSF (Key Skills Framework) competencies. Not all of the KSF dimensions need to be discussed at every review but focus should be placed on the most important dimensions. Outstanding learning and development needs together with those identified for the next twelve months can be captured using this system.

Form 5 (see Appendix A) is used to record a summary of the discussion during the appraisal and any key learning or development needs are recorded on form 6. The appraises objectives for the next twelve months should be recorded on form 7 and reviewed at least once over the next twelve months in supervision. The appraisal gives both the appraisee and the appraiser a chance to give feedback and discuss any issues they may have or wish to discuss.

Performance Management is “A process that contributes to the effective management of individuals and teams in order to achieve high levels of performance …..It establishes understanding about what is to be achieved and an approach to leading and developing people which will ensure it is achieved” (Armstrong & Baron 2004)

Performance assessing is an important part of running an efficient and effective company. The main objectives are to review how employees are performing so that it is possible to identify their strengths and weaknesses. It also helps identify development needs and training needs.

It gives managers the opportunity to discuss with employees any concerns they may have and to plan future improvements.

There are two ways of carrying out assessments either formally or informally. Both have a value within the company. .
Informal Performance Assessment

The value of informal performance assessment is that it can identify and rectify any performance issues before they become a problem and lead to a disciplinary issue. It is a good way of motivating staff and giving praise for good work on the spot and keeping staff informed of their progress throughout the year. Managers can also maintain a good working relationship with their employees and employees will be more willing to give feedback to the manager.

It is a way of collecting information for use within the formal appraisal.

Formal Assessment

Formal...
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