Introduction
Employees who work well often have a strong sense of self and are aware of their values. They have the means to draw a plan effectively, track performance, and manage setbacks because they are aware of how their respective fundamental beliefs and principles of the organization interact. Entrepreneurs require staff capable of completing work because staff performance is crucial to the firm’s overall profitability. Business executives must comprehend the main advantages of personnel performance to create appropriate and unbiased ways for evaluating staff. This paper will explain the dimensions and methods that corporate leaders might employ to enhance individual job performance.
Dimensions of Individual Performance
Task performance assessment is a discipline that comprises a thorough examination of a company’s operations to enhance productivity. Sony Corporation, the top producer and provider of electronic goods in the United States, evaluates the company’s or the workforce’s precise requirements (Sony, Naik & Antony, 2020). The evaluation gives the company a chance to comprehend the skills and knowledge of each individual, figure out the intended business results, recognize trainable skills, and assess personnel’s fundamental skills. A positive business culture encourages staff to collaborate and strive toward a common goal.
Organizational citizenship behaviors are admirable and helpful things that employees do that are not specifically mentioned in their respective job descriptions. The Sony Corporation gives workers authority based on their performance on assignments and includes them in significant decisions to foster a feeling of belonging (Sony, Naik & Antony, 2020). Company citizenship behavior influences how personnel engage with one another and with clients. Additionally, it tends to increase job satisfaction and enhance the firm’s productivity.
Counterproductive work behavior refers to any personnel activity that undercuts the objectives and interests of a company. Sony Corporation experiences unproductive behavior through employees who engage in abusive conduct, such as slandering one another and stealing essential supplies that prohibit other workers from accomplishing their tasks (Putri, 2018). Furthermore, some of the firm’s employees resolve to participate in strikes. The company management conducts several pre-employment assessments to determine whether candidates are more likely to demonstrate CWBs.
Analysis of My Individual Performance
To analyze my job performance at Sony Company, I can participate in answering a job analysis questionnaire and engage in interviews. I can research where my position falls on the pay scale and compare it with other employees in my geographical region. Additionally, I can be honest with my supervisor concerning my information, tasks, and time to complete the work. Factors that affect my job performance include stress, motivation, personality, and ability (Sony, Naik & Antony, 2020). Stress makes me lose focus at work leading to lower productivity, while motivation helps me to attain my personal and company goals. My capability can be reflected through the skills and competencies I acquired at work and college with the assistance of mental and physical factors. Understanding various character traits can help me grow and engage with other staff more successfully. Sony organization can use a 360-degree feedback system to collect comments and evaluations of my performance from the network of coworkers. Furthermore, the company can use personal evaluation to comprehend and account for my strengths and flaws.
Best Practices for Individual Performance
Leaders in Sony Company need to engage workers in the process of creating their objectives. The management has to support the employees’ long-term careers inside the company because personnel operate more effectively when inspired and involved (Putri, 2018). The company leadership should reward excellent performance and establish an organizational culture in which individuals feel free to communicate and share their thoughts regardless of their status or level.
Conclusion
Corporate executives have a significant impact on personnel performance. It can be challenging for leaders to motivate good performance given their commitments properly. However, managers must foster a pleasant environment, guaranteeing employee success and resolving challenging issues. Management needs to gain the employees’ trust since it influences their performance. Additionally, managers must consider how much their subordinates trust their judgment when assessing various leadership styles.
References
Putri, R. A. (2018). Leadership style and interpersonal communication of employee satisfaction and its effect on employee performance. Journal Pendidikan Bisnis & Manajeman, 4(3), 108-116. Web.
Sony, M., Naik, S., & Antony, J. (2020). Lean Six Sigma and social performance: A review and synthesis of current evidence. Quality Management Journal, 27(1), 21-36. Web.