1- What is performance management? What value does performance management have for an organization? What value for an individual?
Performance management includes the specific activities that ensure goals are met effectively and efficiently. It is the established processes and working models that drive business performance towards a specified strategic goal. Performance management may focus on an organization, department, employee and many other areas. Performance management could be a technology for managing both behavior and result. Behavior and results are the critical elements of performance (Pulakos, 17).
Performance management can be used wherever people interact with their environments to produce specific desired results. In a company, performance management helps in facilitating the effective delivery of certain strategic operational goals. Performance management helps organizations in setting clear expectations and delivers visibility on how departments, teams and individuals are measured on a daily basis enabling the organization to create a powerful synergy. Performance management can also be motivational tools that will foster staff not only feel more satisfied but also improve contact center performance and bring about satisfaction in customer experiences as well (Pulakos, 19).
2 What is meant by the term business is behavior? What are the unbreakable behavior laws? Why behavior is considered the key to quality?
Business involves individuals. Therefore, the success as well as the failure of the business depends heavily on the individuals involved. Therefore, when studying human beings, the first key points of study are behavior. The behavior of a person either upgrades or downgrades the business enterprise. If one wants customers and partners to behave in a certain manner, then they have to be taught how to don it. For example, if one wants to get more customers by leading the masses and speaking, then ensure your partners do so. Therefore, business is a way of life and extremely depends upon behavior (Barry and Brandt 146).
Good business ethics should be part of every business. Many businesses have gained a terrible reputation just by being in business. To many people, the bottom line of business is to make money. These laws range from talking to people openly, avoid taking business issues personally and articulate visions properly.
3- What is pinpointing? How does pinpointing apply to performance management? What is meant by “the right” pinpoint? What value does pinpoint have in managing performance?
Pinpointing refers to locating the exact position of something. It could also mean to clarify. In performance management, pinpointing refers to identifying or demarcating the root causes of the current effects to a business and suggesting corrective measures that are geared towards improving or correcting the possible loopholes. Pinpoints can be persons, or specific tools that are used in the usual running of a particular business. The ‘right pinpoint’ means the correct clarification that can be seen to lead to the resolution of a certain problem. Pinpointing helps tremendously in managing a business because it brings out loopholes so effectively for action (Caspari and Caspari 27).
4- What is performance feedback? What value does feedback have for an individual? What values have for an organization?
Performance feedback is the course of action between a member of staff and manager where information is conveyed concerning the performance anticipated and the performance displayed. Feedback should be worthwhile because it praises outstanding performance and corrects poor performance. Performance feedback should always be specific and should be tied to performance standards. Feedback helps the manager to identify the places that meet to be pinpointed in order for an organization to run effectively. It helps individuals realize their potential and get promotions at work (Manuel 86).
5- What is the “coaching manager”? What do successful coaching manager do? What is meant by a “coaching mindset”? What is a coaching dialog? How does coaching apply to performance management? What value does coaching have in managing performance?
Workplaces have come up with initiatives to ensure they have a strong workforce. This way there is a manager and all employees are told what to do, when to do and where. The manager has all answers to all problems and is the one who fixes them all. The coaching mindset is a situation where the coach, normally the manager, and the client work together to get clarity of where they are, and create a vision of who they want to be. The dialogue coach helps all employees in all the activities they take up and guides them through the whole process of acquaintance. The dialogue coach is extremely beneficial because he is said to make things happen. These attributes of mindset coaching and mindset dialogue help organizations in creating a platform and forum for employees and clients (Allan, 154).
 
 
Works cited
Allan, Mackintosh. The Successful Coaching Manager. Troubador Publishing Ltd, 2003.
Barry Reece and Rhonda Brandt. Effective Human Relations: Personal and Organizational           Applications. Cengage Learning, 2006, 145-160
John A. Caspari and Pamela Caspari Management dynamics: merging constraints accounting to    drive improvement. John Wiley and Sons, 2004
Manuel London. Job feedback: giving, seeking, and using feedback for performance           improvement. Taylor & Francis, 2003.
Pulakos, Elaine. Performance Management: A New Approach for Driving Business Results.           Wiley-Blackwell, 2009

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