leadership & motivation and performance appraisals

Leadership & Motivation and

Performance AppraisalsLDR 621Fall 2012

Shannon Barker & Amber Pena

Current Thinking of Leadership and Motivation

To be aware of how their leadership style affects Motivation of their team, Ultimately the performance of the

organization.

Building Relationships

Coach Krzyzewski, Duke University’s Men’s Basketball CoachCreate engagementNew and creative ways to get everyone

enthused Understanding of each individual’s part in

the organizations mission and the motivation

“Effective teamwork begins and ends with

communication.”

Building Relationships

Communication

Adapt different communication styles and their interaction styles

Build confidence Emotional intelligence Evolving and changing workplace

You Tube Video: Motivation Motivation? Do You Have Any?

Future of Leadership & Motivation

New Generation – Gen YFamily OrientatedAchievement

OrientedTeam OrientedAttention Oriented

Future of Leadership & Motivation

Generation Y vs. Baby Boomers Communication in the Work Place

The Connection

Incentive ProgramsTeam Based Programs

Increase productivity by 44%

Increase of interest

The Connection

Performance appraisal can be used by leadership to motivate and reinforce desired behavior and competent performance

Various studies have discovered: Inaccurate Performance Review + Increase Salary = Decreased

Motivation Inaccurate Performance Review + No Pay Increase = Decreased

Motivation No Performance Review + No Pay Increase = Decreased Motivation No Performance Review + Pay Increase = Decreased Motivation Accurate Performance Review + ___???___ = Increased Motivation

Performance Appraisal

91% - The organization evaluates performance 47% - The process is effective 47% - Helps their organization to achieve strategic

objectives 30% - Employees do not trust the system 28% - Managers regard process as an administrative

headache

Performance Appraisal

Issue: lack of motivation and accuracy from leadersLeaders may choose to point out flaws rather

than congratulate for a job well done Appraisals should be made specific to performance

Indicate their commitment to moving the organization toward its long term goals

http://www.youtube.com/watch?v=09bp__4Muh8

Change Develop a foundation for performance appraisal by

creating a high performance CULTUREManagement

Employees

Stress the importance:oPromotionoCompensationoTraining needsoDisciplinary actionoCareer goals

Every Dime Counts

If performance is not measured and tracked, it doesn’t get done.

This is face to face interaction

Performance Appraisal Systems

The system should be capable of documenting:Daily tasksAccomplishmentsGoalsAnything that will contribute to

employees performance

PeopleAdmin

http://www.youtube.com/watch?v=MVWop21ja6o&feature=youtu.be

http://www.youtube.com/watch?v=fDDMHeykMz8&feature=share&list=ULfDDMHeykMz8

Conclusion