PERFORMANCE MANAGEMENT
“Commit your work to the
Lord, and your plans will
be established”
Proverbs 14:23
What is Performance Management?

Armstrong and Baron (1998), “… both a strategic and an integrated approach to
delivering successful results in organizations…”
Goals
Roles
Expectations
• Required framework
• Achievable benchmark
The Performance Management Cycle
•
allows management and employees to better achieve organizational
Promotion

ascension of an employee to higher
ranks

increase in salary, position,
responsibilities, status, and benefits
TYPES
1.
HORIZONTAL
2.
VERTICAL
3.
DRY
4.
OPEN AND CLOSED
Discipline
Discipline
 Discipline
aims at the removal of bad habits and the
substitution of good ones, especially those of order,
regularity, and obedience
 Training
to act in accordance with established rules;
accustom to systematic and regular action’ drill
Mechanism may be external
Code of conduct
Sanctions
Rewards/incentives
Punishment
Deterrents (preventive measure-discourage bad
behaviour)
Organizational Discipline
- All of the processes, rules and norms that help to focus the
attention of individuals and groups on the achievement of the
overall objectives of the organisation.
- Regulatory norms intended to create alignment between
organisational objectives and those of the members of an
organisation.
- Such rules may be set by management or by union and
management in the context of a collective labour agreement
2 Broad Types of Organizational Discipline
Objective of Discipline
1. To enforce rules and regulations.
2. To punish the offender
3. To improve working relations and tolerance and to
ensure the smooth running of the organisation
4. To increase working efficiency and to maintain peace
5. To develop a working culture which improves
performance.
1. Internal (self) discipline
2. External discipline
Discipline in a work organization
1. The regulation of human activity to produce controlled
performance
2. The state of employee self control and orderly conduct
within an organization
Three types or Levels of Discipline
Managerial
Discipline
Self
Team
imposed by
formal
authority
leadership
need for
mutual
dependence
and
commitment
internalized
self control
ESSENTIAL FEATURES OF A DISCIPLINARY PROCESS
1st case – instruction and verbal
warning
Employee
information
of their
violation
1st case – instruction and verbal
warning
2nd case – instruction and written
warning
2nd case – instruction and written
warning
Elements of disciplinary process
Definition of
standards
(organizatio
nal goals)
Establish
Rules
Communicati
on to
employees
Management
authority for
disciplinary
action
Employee
rights,
information
and
procedure
3rd case – instruction and suspension at
various level of severity
4th case- instruction and suspension
with a view to discharge/dismissal.
Policy &
Procedure
Whom policy
&
procedures
apply
Dismissals are the ultimate sanction and must be carried out with great
care.
3rd case – instruction and up to
three days suspension
Disciplinary procedure - A mechanism, comprising
of a set of regulations, sanctions and processes
designed to support and encourage right behavior
and discourage wrong behaviors among members of
a work organization. In general it tends to focus on
a set of fair and justifiable steps that must be taken
in the case of a disciplinary lapse on the part of
employees.
Dealt with
quickly
Dismissal: The Ultimate Sanction
Disciplinary schedule
Enforce
(Sanction
or correct)
4th case - DISCHARGE
Steps in Safe and fair dismissal
Step 1
Observe
and assess
Behaviour
Step 2
Step 3
Feed back
Adapted from Mondy and Noe, 1981, p. 630)
Step 4
Step 5
• Don’t act in haste. Ensure that the proposed dismissal is justifiable
• Advise the worker of the reasons for the intended action and invite
him/her to a meeting to say why this action should not be taken.
• After the worker has had the time to consider his/her response, hold the
meeting at which the worker has the option of being represented.
• Ensure that you are on firm ground then tell the worker of the decision, put
it in writing and give him/her the opportunity to appeal
• If the employee appeals, hold the appeal hearing, but this need not affect
your decision to terminate.
Prepared By: Jessica Valdez
Demotion and Separation
Separation
Demotion

reduction in position, rank or
grade, or a movement to a lower
type of position

termination of service with the
organization for one or the other
reason

FEATURES

Types

Types

Resignation

Involuntary

Discharge

Voluntary

Dismissal

Suspension

Retrenchment

Layoff
“So, whether you eat or drink, or
whatever you do, do all to the glory of
God”
1 Corinthians 10:31