ipl-logo

Manager Interview Paper

981 Words4 Pages

Manager Interview Team D composed a set of 10 questions to ask a manager from each of their perspective organizations to gain a better understanding of performance management process. The organizations that were interviewed were: Molina Healthcare, Inc., South Central Louisiana Human Services Authority, Columbia Center with US Bank, and JETA Trans. Each team member interviewed managers from these organizations to determine if their employees understand their responsibilities based on their performance and if managers motivate, treat and support their employees. Each interview displays how each performance management is in that organization; it shows how each manager performs their part to ensure workforce, employee performance, etc. are improving …show more content…

When the manager interviews their employee on their performance it opens the door for open communication between the two. It allows the employee to know if there are things that need to change because the manager does not think that the employee is working to the best of their ability. It also allows the employee to get refreshed on if they are not doing certain tasks that they have forgotten that needs to be done.
Without a performance management interview, it would be hard for the employee to know if they lack somewhere in their job that they are required to perform on a daily basis. The need for a performance manager interview is for improvement and enhancement for both the employee and manager (Budworth, Lathom, & Menroop, 2015). A performance management interview could be a routine requirement that should get done multiple times of the year just to make sure everything is in working proper …show more content…

Furthermore, employees within each of the organizations seem to receive continuous feedback toward the progress of their goals; along with, coaching and development. However, I would recommend that Molina Healthcare engage its employees more often than on a quarterly basis in updating them on the progress of the department. Feedback is critical to the success of the performance management process. Per OPM.gov (n.d.), “employees should receive information about how they're doing as timely as possible." If improvement is needed, it is better to confront it sooner than later so that the problem can be corrected. Finally, recognition and rewards. Each of the organizations does their best to provide their employees with incentives to keep their employees engaged and on track with meeting their performance

Show More
Related
1376 Words | 6 Pages

This method of performance evaluation is critical to our company because it maintains a positive, successful culture. The last way we will evaluate our employees is individual meetings with company supervisors. This allows our employees and supervisors to make sure both are on the same page and to discuss future

Read More
1072 Words | 5 Pages

Seventy-three percent of managers indicate that conversations with their staff improved; 79.5 percent of managers stated that they are able to determine the development needs of their staff accurately; 79.8 percent of managers stated that they are comfortable using multiple leadership styles; 68.3 percent of managers stated they are better able to manage the performance of their staff using SLII skills; and, Anthem realized a $2.5M cost avoidance because of a performance conversation with an associate. It appears

Read More
882 Words | 4 Pages

Performance Review: Review process ensures that leaders and team members meet regularly to discuss strengths and development opportunities. Many team members meet with their leader four times a year to discuss business goals, performance, development and career goals, and all team members participate in a formal performance review once a year. Feedback Employee feedback is the core of personal and professional growth at Target Company, Feedback can help an employee get better at what they do, and surprisingly employees crave feedback. The company provide the employee with continues feedback, as a return the employee being more commitment and aware of all the job

Read More
1336 Words | 6 Pages

Providing continual assessment, will identify which employees need to enhance their ability or should receive some form of recognition (Fisk, Grove, John, 2014, p. 82). “Management by walking around” can be implemented to identify these employees. Management by walking around helps to identify areas that are out of the norm, either good or bad. It will also allow the manager to appear “in the trenches” with the other employees, solicit information, be a contact point, and recognize issues (Fisk, Grove, John, 2014, p.169). Implementing these changes allows the feedback loop to be present and constantly at

Read More
642 Words | 3 Pages

In order to for employees to be successful in their roles, they need to have feedback on how they are doing and if they need to improve. If this feedback is not provided to them then we will not be able to perform at their best or grow in their performance. Performance appraisals are one of the most commonly used methods to provide feedback to employees. However, as discussed in this week’s text, performance reviews have advantages and disadvantages. The advantages include that it allows the managers and employees to have an overview of what the employee is actually doing.

Read More
786 Words | 4 Pages

The benefits and pay incentives of a company will help grow their employee base and help them gain the more profound employees they desire. This area of employee compensation is discussed within Anita Satterlee’s book on Organizational management and an article written by Ola Bengtsson. There are three main areas to discuss within an employee compensation. The first is what makes up employee compensation. The second area is how it benefits a company.

Read More
184 Words | 1 Pages

The main purpose of performance analysis is look at what the athlete is doing and analyse it so that the athlete can improve and enhance their performance. This means that the coach decides what they might be doing well and what the athlete needs to work on for their training. Coaches and even athletes can’t always remember what happened in an event (Pearson Sports Coaching) for example so it’s important to do performance analysis to see what might have gone wrong and what they can improve. In Pearson Sports Coaching there are lots of purposes of performance analysis: technique development, tactical development, injury reduction/management, talent identification, fitness assessment, coach education, athlete education, modelling sport performance,

Read More
651 Words | 3 Pages

To keep records to control wage structure, salaries, raises etc. In addition, it’s a good way to provide feedback to employees regarding their performance. When scheduling a performance appraisal, it’s always good to notify the employee at least 10-14 days ahead of time. The reason for this, the further in advance they know the less anxious they will be and the more likely the employee will be more relaxed.

Read More
805 Words | 4 Pages

Administrative Interview with Principal Kelli Martin April 3, 2017 at Greenbrier Middle School On April 3, 2017, my intern team at Greenbrier Middle School, which includes Zach Mize, Clay Hoffmann, and myself, had the opportunity to sit down with Principal Kelli Martin, who was recently named Master Principal by the Arkansas Leadership Academy and Arkansas Middle Level Principal of the Year by AAMLE. I was excited to be given the chance to seek advice from such an established and successful administrator. We met in the conference room of the office to ask her questions regarding her position and impact as the principal at Greenbrier Middle School which was recently awarded the title of an Arkansas Diamond School to Watch, an achievement

Read More
657 Words | 3 Pages

This provides the employee an opportunity to respond if they feel comfortable in doing so but I request that my General Manager circulate my staff when completing my performance appraisal so that I can receive feedback on my leadership style, confidentially. This is not a corporate wide approach however I am of the opinion I can always improve as well to achieve the reasonable expectations of my employees. Of course, at times it is necessary to discipline and dismiss employees. It is not always an easy task, but required.

Read More
812 Words | 4 Pages

The movement of an organization’s performance measurement can have its own set of difficulties. Many organizations have relied on a performance appraisal system that has become antiquated and ineffective. An effective performance management system can provide an organization with several advantages that will increase the productivity of the workforce. The performance management system, when properly implemented, can make administrative actions fair and appropriate, reduce employee misconduct, facilitate organizational change, and increase motivation, commitment, and employee retention (Aguinis, 2013).

Read More
757 Words | 4 Pages

6 Steps That Health Care Human Resource Administrators Use to Boost Performance In today’s health care environment, human resources concerns are demanding more attention from hospital administrators. [1] The Affordable Care Act (ACA) has created an increased workload for provider organizations working to meet new mandates designed to improve treatment outcomes. When health care employees perform poorly, health care administrators use performance improvement plans (PIPs) to give struggling workers and opportunity to succeed and hold them accountable for the actions. [2] Uncovering the cause of poor performance is not a straightforward process; employees underperform for many reasons.

Read More
753 Words | 4 Pages

PERSPECTIVE OF ORGANIZATIONAL BEHAIVOR Shekia Dillon Belhaven University 1 Thessalonians 5:11 reads, "Therefore encourage one another and build each other up, just as in fact you are doing." While working for my previous employer as the Safety Manager, I found that positive feedback and rewards played an important part in employee performance. Prior to implementing my safety program, the crews did not seem to be very motivated when it came to their positions. They began to get complacent, as work became routine tasks for them. It was then that I decided to create awards to recognize them for their work practices.

Read More
1812 Words | 8 Pages

Complete Name: Complete Unit #4 Student Name: Mansaw, Brittani ********************************************************************************************************** 1. Why DineEquity's CEO Julia A. Stewart Manages Like a Teacher (pp. 262-263):  ********************************************************************************************************** 2. What elements of the performance management cycle in Figure 9-1 are evident in Stewart's comments? Student Answer: Performance management is identified as the continuous cycle of improving job performance through goal setting, feedback, coaching, rewards, and positive reinforcements (Kreitner & Kinicki, 2013.

Read More
1523 Words | 7 Pages

 Career management  Performance management is to identify the employee’s ability to work and to arrange each employee’s job. For example, Starbucks will consider outstanding performance promotion opportunities for employees, therefore the contents of the assessment report is to determine the development of staff’s career, determine the future position of employees in the company.

Read More

More about Manager Interview Paper

Related Topics

Open Document