The Employee Performance in simpler term is Willingness and Openness of an Employee to do the Job.Sinha (2001) cited in Arinanaye, R (2015).Thereby when employees with attitudes of willingness and openness, the tasks allocated by the Organization are perform successfully.
Accordingly, an employee performing the tasks successfully allocated to him determines the level of performance of an Employee. Therefore, Employee Performance is a Combination of Outcomes of effort, Ability and Perception of Tasks. Platt and Sobotka (2010) cited in Nanzushi (2015).An employee to perform in the Organization, the combination of these has an impact at an individual level. High performance employees pursue higher level of individual and organizational performance which involves quality, productive, innovation rate and cycle time ofperformance (Bharadwaj, 2005). The employees performing above the expectations of the Organization concentrate on Organizational effectiveness. For an employee to perform at that level different aspects are involved at each level. Therefore, as defined by Al-Dmour etal. (2018) Employee Performance has two perspectives.
Employee Perspective- The daily tasks performed by an employee. Manager’s Perspective- The Outcomes achieved by an employee as a result of involvement of the Manager When considering the above two perspectives, the Performance is governed by the Employee and the Manager. If the Manager can direct the employee on achieving the desired results, the Performance can be enhanced. An employee alone cannot achieve high performance in relation to his daily tasks. A contribution from the Manager towards achievement of tasks is a necessity. The High Performance reflects doing the daily tasks, which add an extra value to the Organization financially and non-financially.
Further, the two dimensions of Employee Performance can be described as follows. Al-Dmouretal., (2018)
Task Performance – This type of Performance deals with providing direct support for the effectiveness of the Organization. It is measured through the quality and quantity of the output.
Eg: The effectiveness in producing goods or services
Contextual Performance- This type of Performance does not directly influence the major tasks of the Organization but important to increase the effectiveness of the Organization. In simpler terms if an employee perform additional tasks irrespective of the defined set of roles, which create a impact to the Organization for it’s success or future well being irrespective of his position in the Organization.
Eg: Suggestions for improvement
Accordingly, an employee performing the tasks successfully allocated to him determines the level of performance of an Employee. Therefore, Employee Performance is a Combination of Outcomes of effort, Ability and Perception of Tasks. Platt and Sobotka (2010) cited in Nanzushi (2015).An employee to perform in the Organization, the combination of these has an impact at an individual level. High performance employees pursue higher level of individual and organizational performance which involves quality, productive, innovation rate and cycle time ofperformance (Bharadwaj, 2005). The employees performing above the expectations of the Organization concentrate on Organizational effectiveness. For an employee to perform at that level different aspects are involved at each level. Therefore, as defined by Al-Dmour etal. (2018) Employee Performance has two perspectives.
Employee Perspective- The daily tasks performed by an employee. Manager’s Perspective- The Outcomes achieved by an employee as a result of involvement of the Manager When considering the above two perspectives, the Performance is governed by the Employee and the Manager. If the Manager can direct the employee on achieving the desired results, the Performance can be enhanced. An employee alone cannot achieve high performance in relation to his daily tasks. A contribution from the Manager towards achievement of tasks is a necessity. The High Performance reflects doing the daily tasks, which add an extra value to the Organization financially and non-financially.
Further, the two dimensions of Employee Performance can be described as follows. Al-Dmouretal., (2018)
Task Performance – This type of Performance deals with providing direct support for the effectiveness of the Organization. It is measured through the quality and quantity of the output.
Eg: The effectiveness in producing goods or services
Contextual Performance- This type of Performance does not directly influence the major tasks of the Organization but important to increase the effectiveness of the Organization. In simpler terms if an employee perform additional tasks irrespective of the defined set of roles, which create a impact to the Organization for it’s success or future well being irrespective of his position in the Organization.
Eg: Suggestions for improvement
Comments
Post a Comment