Performance Management Essay Example | Topics and Well Written Essays - 1500 words

Performance Management - Essay Example It involves establishment of within reach targets as well as clearly outlining roles (Kanigher, 2005). Development of Performance Management This discipline traces its origin in the 20th century, where managers developed the process to determine whether the remuneration paid to workers was reasonable (Kanigher, 2005). One of the earliest contributors to this theory was Fredrick Taylor, with his scientific management theory, which he developed by studying the work process scientifically. In his work, he studied how work was done and how it affected people productivity (Kanigher, 2005). His findings were that workers and managers need to cooperate with each other, work needs to be simplified for efficient results to be achieved and, he advanced the idea of â€Å"a fair day’s pay for a fair day’s work (Kanigher, 2005). This was during the industrialization era, and at that time, factory managers had little contact with workers leaving them to produce on their own. This le ft workers with poor motivation, because continuation of employment was the only incentive at that time. In his, â€Å"time and motion† studies, Taylor concluded that certain workers were suitable for certain jobs, to achieve efficiency (Kanigher, 2005). This is the basis of role definition in the contemporary business environment. This theory concerns itself with managing people’s performance. It attempts to understand the fundamental factors, which enhance employee relations to yield maximum organizational output. Taylor suggestions of presence of certain conditions to improve work performance paved way for future scholars and theorists in understanding what influences performance (Kanigher, 2005). This is the foundation of performance management and there would be no practical application of this concept in the absence of this theory. Douglas McGregor is another major contributor to the development of performance management theory and practical applications in moder n business world. In his, â€Å"The Human Side of Enterprise† book, he proposed theory X and Y, which was a constructive and modest reminder of the ordinary rules for handling people, which are overlooked under the density of day-to-day business (Koontz & Weihrich, 2007). His ideas suggested there are only two fundamental ways of managing people; one is by treating them as lazy and disliking work, hence they will do anything to avoid work. They ought to be directed, assured job safety in order to consent accountability. This is theory X, which suggests dictatorial management style (Koontz & Weihrich, 2007). Another war regards workers as people devoted to objectives and, they will admit and pursue responsibility. They are self-disciplined and pursue organizational objectives without threat of punishment (Koontz & Weihrich, 2007). He regarded this as theory Y that proposes a democratic management style. Performance management entails understanding people’s behavior. Thi s theory sheds lights on the sophistication side of employees. Though it suggests only two kinds of employee, it paved way for organizations to realize that the human aspect of an enterprise is complex, and exhibits numerous characters. After inception of