Business Organisations and Performance Management

Performance management is an concept of misunderstood that many of persons are linked it with the term like as performance related pay, performance appraisal, objectives and targets, discipline and motivation. In this, managing a performance is just getting outcomes. It is for bringing out best within workers as well as helping them in meeting their potential. It is a method to meet a purpose of shared vision and companies aims (Kampkötter, 2017). It aid particular person as well as teams meet their recognize and potential their role in achieving targets of firms.

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This system of performance management involve the process used to reward workers, improve, evaluate, measure, motivate and identify their work performance. Workers are performing their job is an main problem for all workers. Therefore, performance which is satisfactory is not happen automatically, thus it is much likely with a better management of performance system.

Performance management serves it into two aims are to give information to workers as well as managers for use in taking decisions related to work and for improving workers performance of work by helping them to realize and use its full potential for achieving the missions of company. Therefore, there are various purpose of performance management which are explained in detail in this essay.

Purpose of performance management system are feedback mechanism which is provided by appraisal to workers as it serves as personal vehicles for career as well as personal development. Appraisal of performance must convey to workers that they had given their best for meeting goals and targets. It is desirable to have these measures and targets measure the mutual set within managers and employees (Mathonsi and Sithole, 2017). If not having an effective two way feedback about an workers efforts along with that it will effect on workers performance inn an negative or positive way as it can have a risk of declining motivation within employees.

Development concern is once the requirement of workers are find out, then appraisals can aid in introducing objectives of training sessions. It refers to that areas in which workers is having weakness or deficiencies or an areas where they can easily provide best by their efforts to increase their level of performance. For example: Professor of college demonstrates extensive knowledge in their areas as well as pass their knowledge, experience to their students in an effective manner. Therefore, performance of particular person can be satisfactory, their peers can indicate some improvements in their performance which are made. Development may consists exposure of various methods of teaching, like as bringing into experimental exercise, classrooms, internet applications, real world applications, case evaluation and many more.

Documentation concern is aid in evaluating the performance system which is not concerned by themselves by their legal aspects of performing of workers within the companies. Job associated controls must support their performance when an HRM decisions affect present workers. For example: manager had decided for terminating an workers from the company. Therefore, mangers cites their matters of performance as a reson of discharge, review of current worker performance appraisals signs that evaluating the performance as a satisfactory from past two revises of periods. At a time of realising like as employee termination or bad work rise for refusing a manager advances of previews documentation can show their personal action effectively (Mone and London, 2018).

Appraisals give formal as well as legal company justify for making a decisions of employment to enhance their outstanding performance within the company like as low performer or weed out marginal, for justifying advantage increasing, to train, transfer, discipline others and on the context of declining the employees size. Performance appraisal serves as an main input management a system of punishment as well as formal company reward.

Ryanairorganisation chief is Michael O' Leary as he claims for pilots force to provide a week leave but they delay for a week in exchange of paying a double during a period. They has escalated the conflicts of airlines within pilots, by saying that they are not having a claiming a force which is different from its time-off and typical job. Organisation is currently using an autocratic style of leadership within their company. As they had just communicate their decisions to their pilots which can result in demotivating them.

Democratic leadership is also known as participative style of leadership. In this, everyone is having the opportunity to take part in decisions that organisation is going to take. Employees can motivate as they are having power of sharing their opinions and ideas with their leaders which will aid in effective decisions as final decision is taken by the group leader (Parés, M., Ospina and Subirats eds., 2017). It will aid in feeling creativity as well as rewarded.

In this, Ryanair can use the democratic style of leadership within the company. As per case given, Michael O' Leary has taken a decision of delaying their one week till January and instead of that they are going to provide double pay during a week it is an autocratic style of leadership used by Chief of Ryanair but they can adopt the democratic leadership style as before applying this decision they can communicate with their employees so that it will help in eliminating of conflicts within the organisation. They can take suggestions from their employees as they are facing the problems of overloaded work and difficult job are suffering from fatigue. Ryanair chief can discuss this and make a solution of this all problem so that employees can give their best to the company. Michael O' Leary is applying a autocratic leadership due to that they cant able to know the issues of their pilots if they will apply the democratic style of leadership then it will aid in analysing the issues of company and take a appropriate decision on which pilots are willing will help in giving better productivity as without asking them they will take a decision then it can demotivate employees and it will aid in decreasing of their productivity.

Ryanair chief is Michael O' Leary can involve their employees at a time of taking decisions for them. It will aid in providing various ideas and views of the employees which will help organisation in retaining their pilots for a long with in their organisation. It will also make their pilots motivation and feel rewarded will aid in giving their best to the company (Yawar and Seuring, 2017).

Pilots are facing issues of workload and typical job and ifMichael O' Leary will apply autocratic leadership then it will result in existing their organisation. If they involve employees then it will aid in knowing the pilots problems then according to them leaders can take decision then it will help in retaining their employees within company for a long time. If Ryanair chief will involve their team at decision then they can make decisions according to their employees which will motivate them and at a time of urgent need they will always be ready to be with the company. If organisation will think for their employees then workers will also think for their company and they will work as their own organisation.

As per above report it has been concluded that the purpose of performance management within the organisation for encouraging, appraising etc. to their workers and second as per given case study of organisation Ryanair in this, Michael O' Leary the chief of company is using a style of autocratic leadership within the company as per company context they should use the leadership style of democratic for retaining their pilots for a long time.

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  • Kampkötter, P., 2017. Performance appraisals and job satisfaction.The International Journal of Human Resource Management. 28(5). pp. 750-774.
  • Mathonsi, N. and Sithole, S., 2017. The incompatibility of traditional leadership and democratic experimentation in South Africa.African Journal of Public Affairs. 9(5). pp. 35-46.
  • Mone, E. M. and London, M., 2018. Employee engagement through effective performance management: A practical guide for managers. Routledge.
  • Parés, M., Ospina, S. M. and Subirats, J. eds., 2017. Social Innovation and Democratic Leadership: Communities and Social Change from Below. Edward Elgar Publishing.
  • Yawar, S. A. and Seuring, S., 2017. Management of social issues in supply chains: a literature review exploring social issues, actions and performance outcomes.Journal of Business Ethics. 141(3). pp. 621-643.
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