Respond to at least two of your classmates’ postings. Responses should be at least 100 words or more<\/p>\n
week 2 [Essay writing service – your education, our expertise: Get any assignment done with our professional essay writers before your deadlines – Zero AI, Human experts and Fast delivery.] DQ 1<\/p>\n
Candice Huffsteter (student\u2019s name)
\nAdjust automatic marking as read setting
\nThe purposes of the annual performance Assessment process are to promote communication and provide useful feedback about job performance, facilitate better working relationships, provide a historical record of performance, and contribute to professional development. I believed feedback is a gift! When feedback is included as part of regular, ongoing performance discussions throughout the year, the employee, the manager, and the organization are all better off.
\nThe employee understands expectations, and what can be done to improve performance. The manager is better able to align and motivate his or her people to high performance. The organization is better poised to achieve goals and business outcomes. When employees receive ongoing feedback about their performance, it shifts the focus from what isn’t working to what does and will work. Managers need to prepare to give feedback that promotes development.
\nWhen feedback is given openly and regularly between managers and their employees, it removes the fear factor because the lines of communication have been open. Employees already have some insight and understanding about where they stand in their performance and through that feedback, they should have already taken steps to develop in areas that needed more attention by pursuing prescribed or self-driven learning and development activities.
\nReferences
\nCulbert, S. A. 2008. Business Insight (A Special Report): Human Resources; Get Rid of the Performance Review! It destroys morale, kills teamwork, and hurts the bottom line; And that’s just for starters. https:\/\/nationalu.brightspace.com\/content\/enforced\/27677-HCA628-25134-2204\/Get%20Rid%20of%20the%20Performance%20Review.pdf?_&d2lSessionVal=4zV5iLoFbQYPWxRfvxIDv7jrQ
\nTavis, P. C. (2016, October). hbr.org. Retrieved from Harvard Business Reviews: https:\/\/hbr.org\/2016\/10\/the-performance-management-revolution<\/p>\n
Week two discussion 1
\nCherelle Johnson (students name)<\/p>\n
Although I really like the approach Culbert took on how performance reviews should be handled, I don\u2019t think his idea could be applied to health care. Culbert wants bosses to apply a hands on approach with employees so both parties are on the same page. Using hands on approach with employees to improve job performance instead of waiting for an annual review makes sense, but not when it comes to health care and health care professionals.
\nAccording to McConnell, the importance of conducting and keeping performance reviews on file is key. What is recorded in performance reviews and what is said by the boss must match If any healthcare professional were to be terminated. (McConnel pg 159).
\nAccording to an article written about malpractice on justpoint.com, I found that it occurs frequently. \u201cResearch indicates that only 1 in 3 patients receive compensation for their injuries, while less than 5% of cases end in a verdict, and around 95% are out of court settlement,\u201d ( medical malpractice, 2021).
\nCulbert\u2019s approach would work really well in an office setting or a sales & marketing company but in healthcare, performance reviews have to happen and must be documented. Documented performance reviews in health care will help with protecting the employee or the patient.
\nI do not think the approach Culbert suggested needs improvement. I actually think it is a great idea just not in the healthcare field.
\nmedical malpractice case statistics.(November 23, 2021). retrieved from ( https:\/\/justpoint.com\/knowledge-base\/us-medical-malpractice-case-statistics )
\nMcConnell, C. R. (2021). Chapter 9. In Human Resource Management in health care: Principles and practice (pp. 159-159) essay, Jones & Bartlett Learning.
\nCulbert, S. (2008) Business Insight (A Special Report): Human Resources; Get Rid of the Performance Review! It destroys morale, kills teamwork and hurts the bottom line; And that’s just for starters. Wall Street Journal Eastern Addition, https:\/\/nationalu.brightspace.com\/content\/enforced\/27677-HCA628-25134-2204\/Get%20Rid%20of%20the%20Performance%20Review.pdf?_&d2lSessionVal=uGVIIezqm7ELnjzt3vNHmnEEr<\/p>\n
——–<\/p>\n
At least two of your classmates’ postings must be responded to. Responses must be at least 100 words long.<\/p>\n
DQ 1 for week 2 [Essay writing service – your education, our expertise: Get any assignment done with our professional essay writers before your deadlines – Zero AI, Human experts and Fast delivery.]<\/p>\n
Candice Huffsteter (name of the student)
\nAdjust automatic marking as read setting
\nThe purposes of the annual performance Assessment process are to promote communication and provide useful feedback about job performance, facilitate better working relationships, provide a historical record of performance, and contribute to professional development. I believed feedback is a gift! When feedback is included as part of regular, ongoing performance discussions throughout the year, the employee, the manager, and the organization are all better off.
\nThe employee understands expectations, and what can be done to improve performance. The manager is better able to align and motivate his or her people to high performance<\/p>\n
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