Review chapter 24 and the PowerPoint on performance appraisal to prepare for this discussion.
A great leader-manager can "make or break" a working environment. To be a great leader-
manager one must know how to communicate in a positive way while even delivering negative information. After completing the assigned readings, ponder your own experiences with leaders, managers, mentors, preceptors, instructors, or someone who guided you to learn, particularly when you made mistakes. Who do you remember? What was the result of the interaction?
We have all known fabulous role models; people who we would like to emulate, and then we have also met those who made us feel incompetent. How did you react to each of these styles? Bear this in mind as you prepare to work with and appraise employees. Here are the questions that you are to address in this week's discussion:
1.
Identify four top factors that increase the likelihood that a performance appraisal will develop and motivate staff.
2.
Explain the positive and negative impact of leader-manger coaching on a learner’s performance
3.
Review the techniques that can be used to facilitate a learner's performance.
4.
Identify how the nurse leader can use mentoring to facilitate team building
Please use your textbook as the one reference.
You may prepare your submission on a Word document to easily edit it, however it must be submitted in the drop box and not attached.
Throughout my career I have seen several performance appraisals used to motivate staff. I found that these four appraisals worked the best. These appraisals include building a sense of personal value, enhance personal development, increase satisfaction, and meet higher level of psychological needs. These four tactics can greatly improve staff members and motivate them to improve their performance. Leader-manager coaching offers feedback for “building upon strengths, suggestions for improvements, and strategies for improving areas or skills needing growth, while sharing relevant leadership theory and decision-
making” (Ferrigno ; Browne-Ferrigno & Muth, 2007). Leader-manager coaching has several positive attributes, but it also has a few negatives to this style of leadership. The biggest pit fall in in this type of leadership is narcissism. This can turn the staff or subordinates against the leader. This will essentially cause a dysfunctional working dynamic. In the end, this will cause an ineffective working environment. To see if the techniques have worked the leader can evaluate the staff members. A peer review as a “performance appraisal tool has great potential for developing professional accountability” (Marquis, 2020, pp. 250). The leader can also create a spread sheet of the increase productivity of the staff member. This can statically data to show the staff members improvement. This will allow the leader to give the staff member praise and increase the motivation. The leader can also use their ability to mentor staff members. This will increase staff team building. A few techniques to increase team building include group activities. The leader can have the staff members be divided into teams to accomplish certain tasks. This is essentially a game each other. This sparks team work, fun, motivation and creative ideas. This will allow the
staff to grow together in this game but after the game the benefits of the working environment
