Company Overview Nike, INC - 1106 Words

Nike, Inc. is the world’s leading designer, marketer and distributor of athletic footwear, apparel, equipment and accessories for a wide variety of sports and fitness activities. NIKE, Inc. sells, distributes and licenses its products in approximately 200 countries around the world. NIKE focuses its products in seven key categories: Running, Basketball, Soccer, Men’s Training, Women’s Training, NIKE Sportswear and Action sports. NIKE sells products through its NIKE Brand and Affiliate Brands (Converse Inc., Hurley International LLC, Jordan Brand and Nike Golf). Operating segments for the NIKE Brand are North America, Western Europe, Central Eastern Europe, Greater China, Japan, and emerging markets. NIKE is a consumer products company who specializes in the fast paced industry of athletic footwear, apparel, and equipment. This industry is keenly competitive which exposes NIKE to the risk of falling behind or not meeting the innovation standards of customers. To stay on top of customer demand, NIKE must continue to innovate and anticipate consumer preferences. Companies in the industry rely on a strong reputation and brand image for worldwide recognition. If the NIKE Brand were to attract any negative press, it could substantially effect their revenues and growth. NIKE’s strategy is to achieve long-term growth by creating innovative â€Å"must have† products, building deep personal consumer connections with their brands, and delivering compelling consumer experiences at retailShow MoreRelatedNike, Mission, Vision, Values, Principles Essay704 Words   |  3 PagesRunning head: NIKE, Inc. Mission, Vision, Principles 1 NIKE, Inc. Mission, Vision, Principles Ameirah Aldahmani MSM631 – Strategic Management and Financial Reports Analysis Regis University Saturday, September 04, 2010 Abstract This paper is a qualitative and quantitative analysis of NIKE, Inc., done as six separate sections. 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In 1964, it started its empire as a company that distributed Japanese running shoes, Tiger, in the United States with the name Blue Ribbon Sports in 1964. Nike founders—Bill Bowerman and Phil Knight—had a great coach-student relationship when both were still at University of Oregon; Bowerman wasRead MoreEssay on Analysis of Nike Corporation1746 Words   |  7 PagesAnalysis of Nike Corporation Financial Analysis Description of Company History Nike Corporation has become one of the most competitive sports and fitness companies worldwide. Two runners, Bill Bowerman and Phil Knight, from a small town in Oregon embarked upon the business with a handshake agreement. The enterprise began in January of 1964 with the introduction of Blue Ribbon Sports. In 1966 the handshake between Bowerman and Knight was made official with a formal written partnershipRead MoreWhy Investing Of Nike Stocks Essay1275 Words   |  6 PagesWhy invest in Nike stocks? Over the last 10 years’ gym memberships within the United States have increased from 41.3 million to 54.1 million. The biggest trend over the last few years is becoming fit, more and more each day people are finding ways to live fit and healthier lifestyles. From eating the right nutritional foods, working out and people just wanting to follow the latest and greatest trends. The increase in gym memberships and the amount of people working out leads to the increase in athletic

Social And Behavioral Determinants Of Health - 948 Words

SOCIAL AND BEHAVIORAL DETERMINANTS OF HEALTH. EXAM No. 1 For the past two decades a shifting pattern of diseases and health care service has been observed globally as population increase. Epidemiological transition also known as demographic transition, is a model that is used to explain how population growth rates increase and decrease with respect to time and different factors that account into it such as infectious disease, chronic disease and industrialization. â€Å"Conceptually, the theory of epidemiologic transition focuses on the complex change in patterns of health and disease and on the interactions between these patterns and their demographic, economic and sociologic determinants and consequences† (Omran, 2005). This model describes the changing patterns of population distributions in four stages: Age of pestile and famine, age of declining pandemic, age of degenerative and man-made diseases, and postindustrial age. The first stage; age of pestilence and famine is characterized by high fluctuation of mortality rate and birth rate. McLeroy and Crump (1994) stated â€Å"†¦..is characterized by high deaths rates, endemic diseases, chronic under nutrition or malnutrition, and periodic epidemic of infectious diseases and famine†. Due to this, population growth was really slow and this stage is considered as a stationary phase. High birth rate was due to all the factors associated with high fertility such as lack of family planning education, child bearing age, andShow MoreRelatedThe Social Determinants Of Infant Mortality And Birth Outcomes725 Words   |  3 Pagespeople work, play, grow, live that affect wide range of health and quality of life. 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Transformational and Servant Leadership †MyAssignmenthelp.com

Question: Disscuss about the Transformational and Servant Leadership. Answer: Introduction: Proper leadership is extremely important component in achieving organization effectiveness. Proper leadership skills help in positioning executives to make thoughtful decisions about the mission and vision of the organization and accordingly allocate resources to achieve those directives. Different important leadership qualities have been provided by researchers over the years which are important in bringing success in the business domains. These are emotional stability, dominance, enthusiasm, social oldness, self assurance and compulsiveness. Different leadership styles have been proposed by authors over the years and have been followed by business stalwarts (Ansah Chinomona et al., 2015). While some are being criticized, some are highly appreciated. Transformational servant leadership are found to be the most beneficial forms of leadership as researches have shown high correlation of them with the organizational effectiveness and also job satisfaction of the employees who are foll owers of such leadership. The following assignment will mainly portray a literature review of the different interconnections of the traits of the leadership style with that of job satisfaction, business development, organization effectivity and many others. Impact of transformational leadership on employees: Transformational leadership helps in emphasizing intrinsic motivation and the development of all the employees working as teams under him. This mainly helps employees in getting an opportunity to explore new world of possibilities in their career and help them in elevating performance (Chanhoo et al., 2015). Such leadership helps the employees to fulfill their individual, organizational and also community potential to a highest extent. These become possible as they mainly encourage the team members to properly understand and align themselves with the goal of the group and also with theta of the organization as a whole. They mainly help in stimulating the followers efforts towards a path of innovation and creativity and also help them by inspiring them to commit themselves to a shared vision and shared goals of an organization. Servant leadership is one of the most appreciated forms of leadership style which is gaining appreciation in most of the organizations over the world (Barbutto Wheeler, 2006). This form of leaders usually follows a visionary role where leaders define the direction of the followers. These leaders mainly take it as a responsibility of themselves to communicate with the employees about what the organization stands for and the mission and vision of the organization. Servant leaders mainly feel that their role is mainly helping followers to achieve their goals along with the search of the factor which would help the employees to get success in their work (Harter, schimdt Hayes et al., 2002). Importance of the leadership styles: Transformational leaders are extremely important for organizational success and helps in establishing job satisfaction among the employees. A large number of attributes of this form of leadership ensures that the employees feel satisfied with their work and does not feel work stress and burdened with work. Researchers have described such leaders as heroic, decisive, vigorous as well as charismatic (Khattak et al., 2017). The foremost reason behind the use of the positive terms is the skillful motivation of the people working under him. Such leaders are found to use their belief in the vision of the company for providing inspiration to the staff to be more productive and work with the goal of meeting the companys objectives. They make it sure that all the employees are working on the same page with proper ideas to align with the corporate strategy and planning. When all the team members are on the same page with a proper corporate vision, it helps in achieving the vision easily and at a faster pace (Antonakis et al., 2012). Proper motivation makes the employees enthusiastic and help in development of zeal among them that makes the working environment very active and employees coordinate with each other successfully to reach a common goal. Lowering of turnover rates: Moreover, researchers are of the opinion that servant leadership is very much helpful in lowering employee as well as customer turnover rates. Leaders who follow both the servant and transformation leadership styles are able to develop an ability which helps in retaining employees and customers. This is because they are found to get fully engaged with people and help them to satisfy their needs and practice their rights along with the organizations needs. This helps the employees feel the sense of corporate fit and get assured about their stay with the company (Greenleaf et al., 1977). Less turnover rates are very much beneficial for the company as they help the company form wasting a huge amount of resources and funds from hiring again and training of the newly hired staffs. When such an efficient leader is found to interact with customers in the same, effective manner, he can retain many customers by potentially limiting the costs of constant marketing and capturing new consumers ( Hickman, 1998). Corporate learning: Another very important aspect of the transformational leadership and servant leadership is that it develops an environment of corporate learning. Each and every organization needs their employees to be well trained for effective outcomes. In this scenario, such leadership styles are of huge benefits as they take the charge of corporate learning. They do so by improving the outcomes of the existing employees and help their new employees in getting equipped to the working culture of the organization for effective work output. Researchers are of the opinion that a transformational leadership style brings increased effectiveness to the staffs by engaging them in corporate learning (Newman et al., 2017). This is an important advantage for any business. Not only that, such leaders are exceptionally good in culture building, providing intellectual stimulation as well as individual support that reduces job stress and increases dedication of the employee resulting in higher job performance an d greater productivity for the organization. Moreover these leaders also help the employees by helping them to know about how to model positive barriers and build positive visions. These in turn help the employees to meet the expectations of the employers without hampering their self confidence. Therefore corporate learning boosts the confidence of employees and increases job satisfaction, gives them scope for their planning for promotions and also help in releasing their job stress and job burden (Gyanchandani et al., 2017). Preferences of transformational leadership over transactional leadership: Transformational and servant leadership has been highly appreciated over many other types of leadership like that of the transactional leadership in many ways. While transactional leadership mainly helps in working within the systems, transformational leadership helps in working to change the system. While the former helps in solving challenges by mainly fitting the experiences to a known pattern, the later mainly solve challenges by finding experiences which exhibit the incapability of the old patterns which do not fit the work anymore (Melchar Bosco et al., 2010). While the former has a negative aspect of minimizing the variation of the organization, the later mainly maximizes the teams capability as well as capacity. Hence, researchers are of the opinion that organizations who have these leaders can reach the zenith of success much systematically. Requirements to be transformational leaders: Researchers have also helped the modern leaders to be accustomed with the important requirement that need to be harbored by them to be effective leaders for the future. They are of the opinion that such leaders should be very well organized and should expect their followers to be creative. They are team oriented and they should help their followers with strategies that would help them to work together for creating best possible results. They should be respected and in turn they should respect followers (Mgxaji et al., 2016). He mainly acts as the coach of the team and provides training and motivation helping the employees to reach their goals. They should be responsible for their teams and also instill the responsibility into team members. He should also engender respect by development of proper rapport and a proper personal influence. They should be possessing excellent communication ideas and should be well practiced in balancing short term visions and long term goals. One of the m ost important aspect that is also noticed among the servant leaders are that they help in building strong coalition and also help in establishing mutual trust among each other. They also possess high integrity and also have high emotional intelligence which helps them to develop empathy and mutual trust (Bourdage et al., 2017). Individualized consideration attribute of transformational leadership: One of the main aspects of transformational leadership is the individualized consideration. It mainly states the importance of the leaders for individual analysis of the followers. Researchers are of the opinion that when such leaders are trying to include their followers into the transformation process in an organization, they need to consider the wish , values, needs and abilities of the followers in the right and ethical ways. They need to be invested in the development of their followers by rightly serving the role of mentors and coaches taking into account the respective needs and desires within the group (Park, Heeuen Hyun jung et al., 2017). Two way communications is found to be extremely important in this type of relationship as mentioned by researchers. Often different types of followers have different types of wants and expectations form the company. While some pay importance to the certainty, some to money, some to free time, some to excitement and change and many others. It is mainly the leaders who would be aware of the differences of needs and wishes of the people and utilize this information in the right way to provide strategies and bring the best outcomes (Politis, 2015). Creativity as a trait: Creativity is one of the most important attribute of transformational leadership as it involves taking of the creative actions and ensures openness to creative enterprises by their followers. By appreciating the creative efforts of the employees, they mainly provide a strong motivational basis for their active involvement in meeting the organizational goals and ensuring the process o change (Yob et al., 2016). Team orientations as a trait: Another important attribute which is also noticed by researchers for their work is team orientation. Transformational leaders have the capability to be aware of the importance of teamwork and also be always ready to learn and the help of the others. They participate in creating new teams within along with other employees within which they make prope decisions. Thereby they solve problems successfully. They ensure functioning of teams to a level which insures complete equality (Yob et al., 2016). Appreciation of others as a trait: Appreciation of others is an important feature of transformational leaders. This helps them to demonstrate the fact which they like and appreciate. Thereby they evaluate the behaviors and opinions of their followers. These skills show the requirement for two way communication. In such a scenario, communicational plans should include the communicational channels for backward information from the followers to their leaders (Yob et al., 2016). This helps to achieve the optimal effectiveness of the organizational transformational process. Teaching ability- as a trait: A teaching ability is also important for transformational leaders. It is an attribute that helps to reflect the ability of the leader to influence people in the process of change. With effective teaching techniques, fulfillment of the transformation aims do not rest upon occasional chances and in turn remains focused on the design established in advance (shin et al., 2012). Recognition as a trait: Recognition is also identified by many researchers as an important attribute of transformational and servant leadership as this allows them to identify situations in which the employees will be praised and given recognition. Many researchers have noted employees stating that although the leaders exclaiming a job, well done to them does not cost the leaders much but makes them feel excited and encouraged which helps in dedicating more for the company (Yob et al., 2016). Idealized influence: Many researchers are of the opinion that idealized influence is an important aspect of this form of leadership which represents the ability of the leaders to build confidence of the workers in these leaders and appreciate them. When the workers have confidence in the leaders, in his motives and aims, attempt to redirect the organization towards a modified path for success do not face any resistance. It becomes easier to lead people if the leader can make them prepared to follow him. It is important for the leaders to complete their task successfully so that followers can appreciate the task and believe in their leaders (Spreitzer et al., 1995). The main reason for calling this type of leadership as the charismatic leadership as they possess characteristics which describe the extent to which leaders are capable of being the role models to their employees and at the same time display the solid moral as well as ethical principles. Servant leadership: Servant leadership is a similar form of leadership with overlapping attributes with that of the transformational leadership. Four important principles are followed by leaders of the servant leadership style that helps in developing a transparent working environment. The first principle is the goal of providing assistance to the employees. Assistance of a guide in every of the important work helps the works to develop a feeling of security where they believe that they have someone to ask for support when they are in distress. This helps in making the workers environment less stressful and reduces burden form the workers (Greenleaf, 1970). They work at a much composed and peaceful environment where the leaders shared the stress of the workers at an equal level. Secondly, it becomes also important for this kind of leaders to motivate the followers to be their usual self and be who they are on the work floor. They should be able to be the same personality about who they are on the floor and even when they are outside the work. This would help in attaining the purpose of the organization not only in the short form but also on the long form and thereby help in the improvement of the performance of the organization. The third important principle which is indeed very necessary to achieve ethical workmanship is to develop societys awareness amid the followers which is very important for achievement of the goals of the organization. The last one is the principle of developing the role and power of the followers so that they can understand the course of actions of their organizations. This helps in making the subordinate more productive as they feel respected and owned by the organization. All these result in the establishment of a successful organization (Zaccaro et al., 2012). Many of the researchers are of the opinion that cultural contexts have major effects on the application of the servant leadership styles. Servant leadership styles are more applicable in different types of societies which have low power distance as well as strong humane orientation. Impact of servant leadership in organizational success: An important aspect had been noted in research articles where researchers have concluded certain minute differences between the two leadership styles. The transformational leadership theory is very much useful in present situations where there is a necessity of the leader to promote creativity as well as innovation in his or her subordinates. This is extremely important for determining the success in the modern organization. Again, servant leaderships usually help the leaders to develop leadership traits to handle the future well not only in complex but also in uncertain business environment (Politis, 2015). Servant leaderships help in providing correct solution to the problems of improper use of power. This takes place by helping others to aim for their objectives and derive satisfaction. Researchers believe that in the future, this type of leadership can provide more stability and security in work environment. Researchers are of the opinion that adopting servant leadership would he lp the future leaders to emphasize the giving of more powers to the followers and would thereby provide more flexible workplace hierarchy. Conclusion: Transformational and servant leadership is believed by the researchers to be a path changing leadership style for the present day organizations. Transforming leadership helps in establishing a work environment among the team members where a clear vision is provided to all members of the team so that they can align with the organizations objective goals. They also help in providing courage and self motivation to the employees and these make them feel encouraged and they tend to dedicate themselves more for the team work and to increase productivity. They inspire the workers not only to develop their skills and knowledge but also to discuss their innovative ideas and creativity so that it can lead to development of high quality plan bringing success to the organizations. Knowing the people individually and the traits they posses along with the interest they have while working in the organizations, their demands and wishes all lead to job satisfaction of the employees and developed per formance of the workers. This is mainly because they feel accepted in the organization. Helping the workers to adhere to the goals and following a standard is also essential. Servant leadership mainly believes in setting visionary goals where leaders not only help employees to develop common goals and objectives but also help them by empowering them. The employees take part in decision making processes and this gives the scope to the entire team to excel. This is ideal in the future generation as these would help in handling the more competitive business world in the coming generation. References: Ansah, M. O., Chinomona, R. (2015). Enhancing Organizational Perspicacity in the Ghanaian Insurance Industry: Viewpoint of Customers on Sales and Marketing Officers. Journal of Global Business and Technology, Vol: 11(2), pp:14. Antonakis, J., Day, D. V., Schyns, B. (2012). Leadership and individual differences: At the cusp of a renaissance. Leadership Quarterly, Vol: 23(4), pp: 643650. Barbuto, J., Wheeler, D. (2006). Scale development and construct clarification of servant leadership. Group Organization Management, Vol: 31, 300326. https://doi.org/fb3g7n Bourdage, J. S., Goupal, A., Neilson, T., Lukacik, E., Lee, N. (2018). Personality, equity sensitivity, and discretionary workplace behavior.Personality Individual Differences,Vol: 120 pp:: 144-150. doi: 10.1016/j.paid.2017.08.018 Chanhoo, S., Kwangseo Ryan, P., Seung-Wan, K. (2015). Servant leadership and team performance: the mediating role of knowledge-sharing climate.Social Behavior Personality: An International Journal, Vol:43(10), pp: 1749-1760. doi:10.2224/sbp.2015.43.10.1749 Greenleaf, R. K. (1970). The servant as leader. Westfield, IN: Greenleaf Center for Servant Leadership. Greenleaf, R. K. (1977). Servant leadership: A journey into the nature of legitimate power and greatness. New York: Paulist Press. Gyanchandani, R. (2017). The Effect of Transformational Leadership Style on Team Performance in IT Sector.IUP Journal of Soft Skills,Vol: 11(3), pp: 29-44. Harter, J. K., Schmidt, F. L., Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis.Journal of Applied Psychology, Vol: 87(2), pp: 268-279. Hickman, G. R. (1998).Leading organizations: Perspectives for a new era. Thousand Oaks, California: Sage Publications. Khattak, S. R., Batool, S., Haider, M. (2017). Relationship of Leadership Styles and Employee Creativity: A Mediating Role of Creative Self-efficacy and Moderating Role of Organizational Climate.Pakistan Journal of Commerce Social Sciences,Vol: 11(2), pp: 698-719. Melchar, D. E., Bosco, S. M. (2010). Achieving high organization performance through servant leadership. Journal of Business Inquiry: Research, Education Application, Vol: 9(1), pp: 74-88. Mgxaji, B., Chinomona, R., Chuchu, T. (2016). The Predictors of Business Performance in The Investment Management Industry.Journal of Global Business Technology,Vol: 12(2), pp: 56-69. Newman, A., Schwarz, G., Cooper, B., Sendjaya, S. (2017). How Servant Leadership Influences Organizational Citizenship Behavior: The Roles of LMX, Empowerment, and Proactive Personality.Journal of Business Ethics,Vol: 145(1), pp: 49-62. doi:10.1007/s10551-015-2827-6 Park, J., Heesun, C., Hyun Jung, K. (2017). When and why high performers feel job dissatisfaction: a resource flow approach.Social Behavior Personality: an international journal,Vol: 45(4), pp: 617-627. doi:10.2224/sbp.5877 Politis, J. (2015). The relationship between servant leadership and agency problems: a conceptual model. Proceedings of The European Conference on Management, Leadership Governance, pp: 345-350. Shin, S. J., Kim, T.-Y., Lee, J.-Y., Bian, L. (2012). Cognitive team diversity and individual team member creativity: A cross-level interaction. Academy of Management Journal, Vol: 55, pp:197212. https://doi.org/2f6 Spreitzer, G. M. (1995). Psychological empowerment in the workplace: Dimensions, measurement, and validation. Academy of Management Journal, Vol: 38(5), pp: 14421465. Yob, I., Danver, S., Kristensen, S., Schulz, W., Simmons, K., Brashen, H., ... Penland, D. (2016). Curriculum Alignment with a Mission of Social Change in Higher Education.Innovative Higher Education,Vol:41(3), pp: 203-219. doi:10.1007/s10755-015-9344-5 Zaccaro, S. J. (2012). Individual differences and leadership: Contributions to a new tipping point. Leadership Quarterly, Vol: 23(4), pp: 718728.

The performance management concept

Introduction The performance management is the prescribed course of actions that contains the expectations of the organization and the manner in which employees will be evaluated on how they have performed against the expectations of the organization. Managing workers’ performances are meant to enhance the attainment of the organization objectives. Organizations have various techniques through which the performance of the workers can be managed.Advertising We will write a custom coursework sample on The performance management concept specifically for you for only $16.05 $11/page Learn More However, the plans, systems or criteria must meet certain conditions to make the management of the employees’ performances be more effective. Managers utilize performances assessment plans to manage the way employees carry out their obligations and how they align those achievements with the organization goals. The management of employees’ performan ces also includes the elucidation of the responsibilities as well as roles of employees within the organization (Martocchio, 2011). In addition, performance management also set priorities and goals to be achieved by the employees. The goal setting enables employees to increase efforts in their undertakings particularly on the assigned tasks in order to attain the set objectives. Employees’ growth and skills development is also one of the areas that performance management emphasizes. The employees’ growth in terms of enhanced skills is attained through training and long-term experience. The relationship between increased performance among employees and their improved skills as well as development is direct. The other important area in which performance management centers its attention is the improved communication between the employees and the top management. Through efficient communication, all issues that might hold back effective operations can be resolved. The most prominent performance management plans The major aim of performance management plan is to align the employees’ activities with the operations of the company, channel them towards attaining the company objectives, and make the company be more competitive (Gruman Saks, 2011). The most commonly used performance management plans include the strategic performance management planning and the administrative performance management plan. The strategic performance management planning takes into consideration long-term performance objectives. All the activities of the employees are aligned with the long-term strategic objectives of the company.Advertising Looking for coursework on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More In other words, the strategic performance management plans includes those long-term objectives the employees are expected to achieve (Gruman Saks, 2011). The strategic plans on employes perfoirmances take into consideration the external or environmental factors that may influence the performances of the employees. On the other hand, the administrative performance management planning is immediate and takes into consideration the short- term objectives of the company employees are expected to achieve (Gruman Saks, 2011). The performance management plan looks into the internal influences on the workforce and utilizes the immediate resources to attain the objectives of the company. The consequences of performance management in an organization The major aim of the performance appraisals is to motivate and enhance the workers’ performances towards the attainment of the organization goals. In essence, performance management motivates employees to focus their efforts on accomplishing the given tasks. The motivating factor results from the development of incentives or compensations for greater performances (Martocchio, 2011). Compensation plans for greater performances enables e mployees to increase their efforts towards accomplishing the established goals. Such increased efforts lead to improved productivity. Increased productivity within the workforce translates into augmented organization’s performance. Moreover, the organization is capable of meeting its long-term objectives because of improved productivity and returns on investments (Martocchio, 2011). The relationship between compensation and performance management Most of the organizations use compensation plans to motivate workers. As a result, the performance of workers increases. In fact, employees are rewarded through appropriate compensation schemes for their performances. The organization compensation schemes are organized in a way that optimizes the employees’ performances (Martocchio, 2011). For instance, compensation is pegged on the attainment of specific tasks. Therefore, organizations that want to achieve higher target objectives must attach such accomplishments with increas ed compensations. Compensation plans should be included within the performances strategies in order to motivate employees. Through such motivations, employees’ productivity increases which in turn leads to enhanced performance of the organization. Moreover, compensation and improved job satisfaction are directly related (Gruman Saks, 2011). Therefore, managers should remain focused on compensation while developing their performance plans.Advertising We will write a custom coursework sample on The performance management concept specifically for you for only $16.05 $11/page Learn More Factors to consider while implementing the performance management plans Managers should understand that performance management should be an incessant course of actions and as such communication becomes critical in the implementation process. Communication ensures that roles and responsibilities of employees are translated efficiently and effectively (Gruman Saks, 20 11). Moreover, trainings are needed for the implementing managers as well as the employees. In addition, standards and measurement procedures should be established before the implementation process. In other words, managers should come up with appropriate appraisal plan derived from the current business processes. Conclusion Performance management ensures that all the business processes are geared towards attaining the set goals s and objectives. Performance management ensures that the organizations attain its short-term and long-term objectives through motivation of workers as well as strategic and administrative plans. The most important factor managers should consider is that performance should be implemented continuously. References Gruman, J. Saks, A. (2011). Performance management and employee engagement. Human resource management review. 21(1), 123-136. Martocchio, J. J. (2011). Strategic compensation: A human resource management approach. Upper Saddle River, NJ: Prentice Ha ll. This coursework on The performance management concept was written and submitted by user Charle1gh to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.