leadership & motivation and performance appraisals
DESCRIPTION
Leadership & Motivation and Performance Appraisals. LDR 621 Fall 2012 Shannon Barker & Amber Pena. Current Thinking of Leadership and Motivation. To be aware of how their leadership style affects M otivation of their team, U ltimately the performance of the organization. - PowerPoint PPT PresentationTRANSCRIPT
Leadership & Motivation and
Performance AppraisalsLDR 621Fall 2012
Shannon Barker & Amber Pena
Current Thinking of Leadership and Motivation
To be aware of how their leadership style affects Motivation of their team, Ultimately the performance of the
organization.
Building Relationships
Coach Krzyzewski, Duke University’s Men’s Basketball CoachCreate engagementNew and creative ways to get everyone
enthused Understanding of each individual’s part in
the organizations mission and the motivation
“Effective teamwork begins and ends with
communication.”
Building Relationships
Communication
Adapt different communication styles and their interaction styles
Build confidence Emotional intelligence Evolving and changing workplace
You Tube Video: Motivation Motivation? Do You Have Any?
Future of Leadership & Motivation
New Generation – Gen YFamily OrientatedAchievement
OrientedTeam OrientedAttention Oriented
Future of Leadership & Motivation
Generation Y vs. Baby Boomers Communication in the Work Place
The Connection
Incentive ProgramsTeam Based Programs
Increase productivity by 44%
Increase of interest
The Connection
Performance appraisal can be used by leadership to motivate and reinforce desired behavior and competent performance
Various studies have discovered: Inaccurate Performance Review + Increase Salary = Decreased
Motivation Inaccurate Performance Review + No Pay Increase = Decreased
Motivation No Performance Review + No Pay Increase = Decreased Motivation No Performance Review + Pay Increase = Decreased Motivation Accurate Performance Review + ___???___ = Increased Motivation
Performance Appraisal
91% - The organization evaluates performance 47% - The process is effective 47% - Helps their organization to achieve strategic
objectives 30% - Employees do not trust the system 28% - Managers regard process as an administrative
headache
Performance Appraisal
Issue: lack of motivation and accuracy from leadersLeaders may choose to point out flaws rather
than congratulate for a job well done Appraisals should be made specific to performance
Indicate their commitment to moving the organization toward its long term goals
http://www.youtube.com/watch?v=09bp__4Muh8
Change Develop a foundation for performance appraisal by
creating a high performance CULTUREManagement
Employees
Stress the importance:oPromotionoCompensationoTraining needsoDisciplinary actionoCareer goals
Every Dime Counts
If performance is not measured and tracked, it doesn’t get done.
This is face to face interaction
Performance Appraisal Systems
The system should be capable of documenting:Daily tasksAccomplishmentsGoalsAnything that will contribute to
employees performance
PeopleAdmin
http://www.youtube.com/watch?v=MVWop21ja6o&feature=youtu.be
http://www.youtube.com/watch?v=fDDMHeykMz8&feature=share&list=ULfDDMHeykMz8
Conclusion