Essay Example: Performance Evaluation of a Fictional Organization

Type of Fictional Organization

Our organization is a cooperative entity that was established and registered in March 2011. The organization mainly deals with the provision of healthcare services to the public. It specializes in the prevention, treatment, and management of chronic conditions for instance diabetes, obesity, heart diseases and physiotherapy. The main vision of the organization is to be a champion in provision of quality preventive, curative and rehabilitative healthcare services. The mission of the organization is to increase accessibility of preventive, curative and rehabilitative healthcare to all people in the society. Some of the values in the organization include integrity, honesty, respect, accountability, transparency, and responsibility.

Products and Services

The main services that are offered include inpatient and outpatient treatment, management and rehabilitation of diabetic, and obese patients; it also undertakes health education for the diabetic and obese patients; it offers rehabilitation services for patients that have been amputated as a result of diabetes as well as physiotherapy, and it also offers physiotherapy services to obese patients. Ambulatory care for patients with heart disease is also provided by the facility. Some of the products that are offered in the facility include training machines for the overweight individuals. The organization ensures that quality is a priority with regards to service provision and that every patient is treated with respect and care that they deserve and require.

Challenges faced by the Organization

Regardless the company enjoying six years of success, corruption has been the main problem especially with regards to embezzlement of the organizational funds and also about recruitment. Because the organization has been successful a majority of people want to work with it, and therefore hiring through nepotism is highly practiced. In addition, the huge profits that the organization makes have lured the top financial managers to embezzle some of the funds that have been allocated to special activities for instance training of employees, benchmarking activities or those funds allocated for rewards for the best employees. The problem of corruption has not been prominent but it has cost the organization a significant amount of financial resources, and it has tainted its reputation among the employees. Based on the audit report that had been produced in August 2017, the company is in the risk of being black-listed if it does not eradicate the corruption problem that violates the codes of ethics that are highly valued and upheld by the organization.

Performance Evaluations

Performance evaluations provide the employers with the opportunity to assess the contribution of the employees to the organization, and it is essential towards the development of a strong team (Zhu, 2014). The primary goals of performance evaluation of to provide an equitable measurement of the employee contribution to the workforce, produce accurate appraisal document that protects the employee and the employer as well as obtain high quality and quantity of the work produced. Depending on the nature and size of the organization, performance evaluations can take days, two weeks and even months (Zhu, 2014). For my case, our performance evaluation will take a minimum of two months from planning, gathering of information, assessing information, communicating the assessment to deciding a course of action. This is because the organization is relatively large, and it consists of several departments and a significant number of employees. Also, performance evaluations have to be thorough such that no information is left out. Regardless its complexity, it is crucial that performance evaluation is done to ensure that employees define their roles and also ensuring that they work as a team.

Assessing Leadership

Leadership performance management is essential to ensure that the goals of the organization are consistently met an effective an efficient manner. Leadership evaluation tracks leadership performance throughout the year (Bolman & Deal, 2017). Some of the specific areas to be evaluated in leadership include: their leadership skills, which will determine if they are effective for the running of the organization; their roles and responsibilities as a leader to find out if they perform their jobs as per the description, their core competencies with regards to personal accountability, professionalism, functional expertise (Bolman & Deal, 2017); as well as leadership competence with regards to effective communication, team building and partnerships, organizational effectiveness, performance management, leading change and innovation, stakeholder focus, strategic thinking and industry compliance knowledge . These evaluations are critical in ensuring that the leader remains effective towards the achievement of the organizational goals (Bolman & Deal, 2017).

Performance Evaluation Outcomes and what it would help achieve for the Organization

Through performance evaluations, the organization can achieve the following; first, the employees and the supervisors will be clear about their goals, the required output and how to assess success contributions in the company (Zhu, 2014). Secondly, the evaluations will help the employees accomplish personal development and the organizational goals. Third, performance evaluations are essential in ensuring that the employee understands their job requirement and performance as per the existing ethical and legal codes (Zhu, 2014). Performance evaluation acts such as goal setting, performance feedback and documentation helps the employee understand the outputs that are required of them (Zhu, 2014). Because performance evaluation measures the contribution of employees to the organization, it also provides adequate evidence of non-discriminatory promotion, pay as well are recognition processes which most organizations find it high to justify when performance evaluation is not carried out. Performance evaluations are also critical especially when the organization is identifying various gas among the employees for instance competence and ethics (Zhu, 2014). These evaluations make it easier for the managers to develop a training strategy that would not only teach ethics such as the consequences of corruption as in the case of our organization but it also helps in enhancing the employee skills that are needed in the dynamic job environment.

Reference

Bolman, L. G., & Deal, T. E. (2017). Reframing organizations: Artistry, choice, and leadership. John Wiley & Sons.

Zhu, J. (2014). Quantitative models for performance evaluation and benchmarking: data envelopment analysis with spreadsheets (Vol. 213). Springer.