Capella University Evolution of Performance Management Discussion
Discussion: Evolution of Performance Management
The idea of performance management within organizations started back in the 1960s and began with the idea of appraising the performance of employees within an organization. Since then, performance management has continued to evolve into an overall process that gives attention to the entire range of performance and improvement strategies within an organization. It also includes managing behaviors and targeted activities, and then works to align organizational processes and activities to the goals of the organization.
Reflect on your previous work experience where you have seen a performance management program employed. How were performance appraisals used within the organization? Where else could you see elements of the performance management program being employed?
BY DAY 3
Post a cohesive and scholarly response based on your readings and research this week that addresses the following:
Explain performance management and the roles it plays within an organization. Describe a performance appraisal process and assess the importance of performance appraisals in an effective performance management program. Can an organization obtain long-term success without the existence of a well-defined program for performance management? Justify your responses with references to the literature.
Chamberlain, L. (2011). Does your performance management need a tune-up? Strategic Finance, 93(5), 18–61
Dorr, E. (2011) Despite global tumult, focus turns to performance management. Business Finance, 17(2), 6–10.
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Your post addresses one of the most pertinent issues in the United States healthcare system. Nursing shortage is a major issue affecting delivery of healthcare in the United States. High rate of retirement, turn over, and shortage of qualified educators contribute to inadequately staffed facilities. I agree with you that due to shortage, employed nurses experience burnout since they have to work for long hours. However, the problem can be evaluated from multiple angles to appreciate the need for increased enrollment in training schools, recruitment, and mentorship. I would consider the plight of healthcare facilities amidst the shortage because they are compelled to stretch the existing workforce. Bakhamis et al. (2019) agree that in hospitals with high patient flow, nurses are assigned more patients, which contributes to burnout. In other words, even hospitals are overwhelmed by the issue.
Your post also makes an instrumental observation on the role of diminished mentorship on nursing shortage. Due to burnout and absenteeism, experienced practitioners have limited time to guide young nurses, which has a direct impact on the quality of healthcare services. A study conducted by de Cordova et al. (2022) to explore the magnitude of burnout revealed that after COVID-19, 36.5% of nurses were prepared to leave their occupations within a year. Deductively, the quality of training and mentorship will be affected further. Although some hospitals have began offering incentives for new nurses, as you have observed, the strategy is not sustainable without emphasizing increased enrollment in nursing schools. Ideally, the solution to the problem should have a long-term approach involving multiple stakeholders. Without adequate staffing, Americans will continue experiencing services that are not commensurate with the public expenditure on healthcare.
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