Performance Management Blog.edited (3-31-21)

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School

Alfred State College *

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1063

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Management

Date

Nov 24, 2024

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docx

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Uploaded by PresidentMaskPuppy23

1 Are the performance management practices described by the interviewee consistent with best practices as described in the textbook? Why or why not? The performance management practices described by the interviewee portray the aspects of an effective performance management leader and a coach who is willing to establish proper relationships with employees. The textbook describes coaching as a continual process that requires managers to engage, take up active roles and interest in ongoing processes and track their performance. The interviewee acknowledges that proper managers are those who value the process and seek to ensure that employees are in line with the process and strive to determine what can be done to assist employees in improving their levels of performance rather than taking the role of fixing mistakes. He also believes that there is no formal coaching process or technique and that coaching should vary depending on the situation at hand. Hence, good management leadership will constitute being observant, competent, and flexible. These comments align with the best practices described in the textbook, showcasing consistency. Which specific practices are being implemented following best practices and which are not? Why and why not? Some of the best practices associated with performance management leadership are embedded within the coaching process. For instance, a performance management leader is not supposed to overreact when certain things go wrong. This is properly elaborated by the interviewee, but at the same time, he does not follow best practices at the instance, he overreacted when a cook turned on the gas oven. The practice of not relying on a specific coaching style, as explained by the interviewee, is an example of best practices implementation covered by the book. One specific aspect that does not align with best practices is the interviewee's reluctance to praise or provide positive feedback to certain employees, leaving others out of the equation.

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Performance Management Blog.edited (3-31-21)

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