Performance management

by | Mar 13, 2025 | Psychology

 

 

 

 

Research the topic of performance management and training for an organization of your choice. Performance management includes the supervision of employees and ongoing goal setting, training, and measurement to meet individual and organizational objectives. A minimum of five resources are required to support your work.

 

 

Choose an organization to use for this assessment. It can be where you are currently employed or a company with which you are familiar. It must be an organization that is researchable, as you will need to gather and analyze information to complete the assessment. You may use the same organization for the other assessments in this course.

If you choose the organization where you are currently employed, please keep in mind that the analyses you make must be based on facts that can be documented rather than your personal opinion as an employee.

 

 

Write a research paper based on your research into the performance management system, which includes training, of the chosen organization. In your paper:

Describe the performance management system currently in place.
Explain how the performance management system is explained and communicated to employees.
Analyze how the current performance management system is effective for the organization or why it needs to be changed. If the system needs to be changed, discuss how current trends of performance management could be incorporated into the current system.
Explain the differences between formal and informal performance feedback processes.
Analyze best practices to improve employee performance.
Analyze the importance of training to meet organizational needs and performance goals.
What should be considered in designing an effective training program?
Explain how training and performance management protect an organization from possible litigation.
What types of litigation might arise?

 

 

 

 

Performance management

Sample solution

Dante Alighieri played a critical role in the literature world through his poem Divine Comedy that was written in the 14th century. The poem contains Inferno, Purgatorio, and Paradiso. The Inferno is a description of the nine circles of torment that are found on the earth. It depicts the realms of the people that have gone against the spiritual values and who, instead, have chosen bestial appetite, violence, or fraud and malice. The nine circles of hell are limbo, lust, gluttony, greed and wrath. Others are heresy, violence, fraud, and treachery. The purpose of this paper is to examine the Dante’s Inferno in the perspective of its portrayal of God’s image and the justification of hell. 

In this epic poem, God is portrayed as a super being guilty of multiple weaknesses including being egotistic, unjust, and hypocritical. Dante, in this poem, depicts God as being more human than divine by challenging God’s omnipotence. Additionally, the manner in which Dante describes Hell is in full contradiction to the morals of God as written in the Bible. When god arranges Hell to flatter Himself, He commits egotism, a sin that is common among human beings (Cheney, 2016). The weakness is depicted in Limbo and on the Gate of Hell where, for instance, God sends those who do not worship Him to Hell. This implies that failure to worship Him is a sin.


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God is also depicted as lacking justice in His actions thus removing the godly image. The injustice is portrayed by the manner in which the sodomites and opportunists are treated. The opportunists are subjected to banner chasing in their lives after death followed by being stung by insects and maggots. They are known to having done neither good nor bad during their lifetimes and, therefore, justice could have demanded that they be granted a neutral punishment having lived a neutral life. The sodomites are also punished unfairly by God when Brunetto Lattini is condemned to hell despite being a good leader (Babor, T. F., McGovern, T., & Robaina, K. (2017). While he commited sodomy, God chooses to ignore all the other good deeds that Brunetto did.

Finally, God is also portrayed as being hypocritical in His actions, a sin that further diminishes His godliness and makes Him more human. A case in point is when God condemns the sin of egotism and goes ahead to commit it repeatedly. Proverbs 29:23 states that “arrogance will bring your downfall, but if you are humble, you will be respected.” When Slattery condemns Dante’s human state as being weak, doubtful, and limited, he is proving God’s hypocrisy because He is also human (Verdicchio, 2015). The actions of God in Hell as portrayed by Dante are inconsistent with the Biblical literature. Both Dante and God are prone to making mistakes, something common among human beings thus making God more human.

To wrap it up, Dante portrays God is more human since He commits the same sins that humans commit: egotism, hypocrisy, and injustice. Hell is justified as being a destination for victims of the mistakes committed by God. The Hell is presented as being a totally different place as compared to what is written about it in the Bible. As a result, reading through the text gives an image of God who is prone to the very mistakes common to humans thus ripping Him off His lofty status of divine and, instead, making Him a mere human. Whether or not Dante did it intentionally is subject to debate but one thing is clear in the poem: the misconstrued notion of God is revealed to future generations.

 

References

Babor, T. F., McGovern, T., & Robaina, K. (2017). Dante’s inferno: Seven deadly sins in scientific publishing and how to avoid them. Addiction Science: A Guide for the Perplexed, 267.

Cheney, L. D. G. (2016). Illustrations for Dante’s Inferno: A Comparative Study of Sandro Botticelli, Giovanni Stradano, and Federico Zuccaro. Cultural and Religious Studies, 4(8), 487.

Verdicchio, M. (2015). Irony and Desire in Dante’s” Inferno” 27. Italica, 285-297.

Research Paper: Performance Management and Training at Starbucks

Introduction:

Starbucks, a global coffeehouse chain, relies heavily on a strong performance management and training system to maintain its brand image, customer service standards, and operational efficiency. This paper will analyze Starbucks’ current performance management system, its effectiveness, and how training plays a crucial role in achieving organizational goals.

1. Description of the Current Performance Management System:

Starbucks employs a multifaceted performance management system that integrates goal setting, regular feedback, and development opportunities. Key aspects include:

  • Partner Reviews: Starbucks refers to its employees as “partners,” and their performance reviews are a crucial part of the system. These reviews are typically conducted annually, incorporating feedback from managers, peers,

Research Paper: Performance Management and Training at Starbucks

Introduction:

Starbucks, a global coffeehouse chain, relies heavily on a strong performance management and training system to maintain its brand image, customer service standards, and operational efficiency. This paper will analyze Starbucks’ current performance management system, its effectiveness, and how training plays a crucial role in achieving organizational goals.

1. Description of the Current Performance Management System:

Starbucks employs a multifaceted performance management system that integrates goal setting, regular feedback, and development opportunities. Key aspects include:

  • Partner Reviews: Starbucks refers to its employees as “partners,” and their performance reviews are a crucial part of the system. These reviews are typically conducted annually, incorporating feedback from managers, peers,
  • incorporating feedback from managers, peers, and self-assessments.
  • Goal Setting: Partners collaborate with their managers to set clear, measurable, achievable, relevant, and time-bound (SMART) goals. These goals align with both individual development and organizational objectives.
  • Ongoing Feedback: Starbucks emphasizes continuous feedback through regular one-on-one meetings, informal discussions, and real-time coaching.
  • “Green Apron Book”: This provides the basic standards of the company.
  • Development Plans: Individual development plans are created to address performance gaps and enhance skills, often including training and mentorship.

2. Communication of the Performance Management System:

Starbucks communicates its performance management system through:

  • Partner Resources: Internal portals and handbooks provide detailed information about the performance review process, goal-setting guidelines, and feedback mechanisms.
  • Manager Training: Managers receive training on conducting effective performance reviews, providing constructive feedback, and developing their teams.
  • Regular Meetings: Frequent team meetings and one-on-one sessions ensure that partners are aware of performance expectations and receive timely feedback.
  • Onboarding: The initial onboarding of new partners includes training on the company’s values, customer service standards, and performance expectations.

3. Analysis of the Effectiveness of the Current System and Potential Improvements:

Starbucks’ system is generally effective in maintaining consistent service standards and fostering a culture of continuous improvement. However, some areas could be enhanced:

  • Increased Frequency of Formal Feedback: While ongoing feedback is emphasized, increasing the frequency of formal reviews could provide more structured opportunities for performance evaluation and development.
  • Incorporating 360-Degree Feedback: Expanding the use of 360-degree feedback, including feedback from customers and cross-functional teams, could provide a more comprehensive view of partner performance.
  • Utilizing Technology: Implement more advanced performance management software to streamline the process, track progress, and provide real-time feedback and analytics.
  • Current Trends: Incorporate more agile performance management principals, meaning more frequent check-ins, and a focus on development rather than just rating employees. Also, a greater focus on employee well-being and mental health should be included in the performance management process.

4. Differences Between Formal and Informal Performance Feedback:

  • Formal Feedback:
    • Structured, documented, and scheduled.
    • Often occurs during annual or semi-annual reviews.
    • Focuses on overall performance and goal achievement.
    • May involve formal performance ratings.
  • Informal Feedback:
    • Spontaneous, conversational, and ongoing.
    • Occurs during day-to-day interactions.
    • Focuses on specific behaviors and immediate performance.
    • Provides real-time coaching and support.

5. Best Practices to Improve Employee Performance:

  • Clear Expectations: Ensure that partners understand their roles, responsibilities, and performance expectations.
  • Regular Feedback and Coaching: Provide timely and constructive feedback, and offer coaching to support development.
  • Recognition and Rewards: Recognize and reward high performance to motivate and engage partners.
  • Development Opportunities: Provide opportunities for skill development and career advancement.
  • Empowerment and Autonomy: Empower partners to make decisions and take ownership of their work.

6. Importance of Training to Meet Organizational Needs and Performance Goals:

Training is critical for Starbucks to:

  • Maintain Brand Standards: Ensure that all partners consistently deliver the Starbucks Experience.
  • Enhance Customer Service: Equip partners with the skills to provide exceptional customer service.
  • Develop Product Knowledge: Train partners on coffee brewing, beverage preparation, and product knowledge.
  • Improve Operational Efficiency: Train partners on operational procedures and best practices.
  • Adapt to Change: Ensure that partners are equipped to handle new products, technologies, and processes.

7. Considerations in Designing an Effective Training Program:

  • Needs Assessment: Identify specific training needs based on performance gaps and organizational objectives.
  • Learning Objectives: Define clear and measurable learning objectives.
  • Engaging Content: Develop engaging and interactive training materials.
  • Variety of Training Methods: Utilize a variety of methods, such as classroom training, online learning, and on-the-job training.
  • Evaluation and Feedback: Evaluate the effectiveness of training programs and gather feedback for continuous improvement.
  • Accessibility: Ensure all training is accesible to all partners.

8. How Training and Performance Management Protect an Organization from Possible Litigation:

  • Consistent Application of Standards: Documented performance reviews and training records demonstrate that the organization applies performance standards consistently and fairly.
  • Objective Performance Evaluations: Objective performance evaluations reduce the risk of discrimination claims.
  • Documentation of Corrective Actions: Documenting corrective actions and performance improvement plans demonstrates that the organization has taken reasonable steps to address performance issues.
  • Training Records: Training records demonstrate that employees have received necessary training on safety, compliance, and other relevant topics.

9. Types of Litigation That Might Arise:

  • Discrimination Claims: Claims of discrimination based on race, gender, age, religion, or disability.
  • Wrongful Termination Claims: Claims that an employee was terminated unfairly or without cause.
  • Wage and Hour Claims: Claims related to unpaid overtime or minimum wage violations.
  • Safety Violations: Claims related to workplace safety hazards or injuries.
  • Harassment Claims: Claims that an employee was subjected to harassment or a hostile work environment.

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