INTRODUCTIONPerformance output. Any organization is meant to

INTRODUCTIONPerformance management is a concept in the field of human
resource management. “Performance management is a continuous process of
identifying, measuring and developing the performance of individuals and
aligning performnce
with the strategic goals of the organization” (Aguinis, 2009). It is many times
mistaken as performance appraisal but the latter is just a part of the former.

Organisational Performance is measured as the actual output of the organization
as compared to its intended output. Any organization is meant to perform its
activities; to perform them in an efficient manner they need the vast
characteristics that can perform the functions in an effective way. Many
organizations are struggling with the output of their management, the reason,
however, may not be the entirely the management of the organization but certain
other factors which play the role in the function of the organisation because
management itself strives for the success of the organisation.  MANAGEMENT THEORIESPerformance management theories correspond to the themes
that outline the systematic approach of the organisational management. This is
supported by organisational theory (Jones, 1995), systems
theory (von Bertalanffy, 1973) and contingency
theory (Donaldson, 2001) as interrelated theories covering the structural
aspects and goal setting theory (Locke, 2004), supporting the
organisational performance aspect. Organisational TheoryIt studies the organisation as a whole, the way it adapts
the strategies and structure and their implementation. The Organisational
theory compares the ability to measure outcomes and behaviours. The essence of
this theory is, it uses control as a measurement and evaluation process.

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Nowadays organisational theory is implemented by every organisation in the
world i.e. to keep the social units of people in the structured and managed way
to meet the need and to pursue the collective goals. We have the examples from
one of the largest organisations form the world like Apple, Microsoft, Google,
Toyota and Volkswagen which are being managed and controlled by the implication
of organisational theory. Therefore this theory is an element of the
Organisational Performance Management which is used to ensure the
organisational effectiveness.  Goal Setting TheoryIt is another theory which is set by an organisation to
meet the certain performance level.While goal setting theory is generally
analysed at an individual level, its principles are considered relevant at the
organisational level, too. Locke (2004) further argues that goal-setting is
effective for any task where people have control over their performance.

Research in this field currently explores goal setting theory at both
individual and organisational level (, 2017). The
theory emphasizes on almost every aspect of the organisation from setting
specific goals to the organisation performance management. This theory is
applied in the one of the world’s best organisation named Apple Inc. They
highly focus to motivate their employees to accomplish challenging task goals.

The appropriate goals-setting management within Apple Inc. is always able to
help in clarifying performance expectations. A foundation for behavioural
self-management has been provided by Apple Inc. It could motivate the work
performance and self-satisfaction of the employees within the Apple Inc.

(UKEssays, 2017).   Goal setting has often been brought out as being
time-consuming and expensive in the application (Mobley 1999; Julnes et al.

2007). This is because there are various factors needs to be addressed to
achieve the goals of businesses. This includes:•    Selections of
right people with skills and knowledge.•    Making
training for career development and organisational productivity a necessity.•    Involving time
and incurring expenses. 

The strength of the Goal Setting theory is the employees
gain their personal motivation towards the organisation and the performance
expectations are clarified in the quite earlier time frame. Development of Answer in
Response to the Scope of the Question Since the very beginning of the business studies, I came
across many examples where we see the success of many organisations by its
pervasive characteristics of performance management. We are very well familiar
with the world leading company Nestlé S.A. but the success story behind is the
organisational performance management where the company’s Corporate business
principles have been made available to every employee in over 50 languages,
which ensures the same working procedures for the employees of the Nestlé
operating in 194 countries worldwide. In this case, the term of Performance
Management called “consistency” is used. Where the Nestlé around the world is
using the same organisation behaviour to keep the consistency among its
operations in different countries.  The element of the Organisational Performance Management
is not only the “consistency” but, Planning and Expectation Setting,
Monitoring, Development and Improvement, Periodic Rating and, Reward and
Compensations are the key tools of the Performance Management. Performace
management success always requires the clear goal setting. Monitoring the
existing plan continuously and developing and improving it accordingly plays a
crucial role in ensuring the current performance management program.  Performance management can make a big difference but only
in the capable hands. We have a story from the Canadian business firm where
performance management system rescued a good employee from being fired. The
woman was not performing well in her job and the main reason was also not being
identified by the managers. The manager then transferred her to another
department where the new manager got to the root of the problem very soon. The
woman was smart and dedicated but she was irrelevant to her previous job. With
a little time and a little supervision, she figured things out and got on
track. She proved to be the best person the company ever had in the role. She
went well beyond what was expected. Here we have a case of performance
management leading to a rescue of lasting value to both the organization and
the individual involved. In this case, performance management system has helped
the bosses to nourish their valuable employee and to also place the right
person at the very right job where she was later proved to be the star.  ConclusionAfter giving the valuable evidence about the importance
of organisational performance for its effectiveness, I have come to the
conclusion that any organisation can be sustainable and effective as long as it
is continuously monitored and evaluated. As the example from the various
organisations has been given for the companies like Apple, Microsoft, Google,
Toyota and Volkswagen which are implementing the organisational theory for the
success and measurement of the organisational performance. Goal setting
theories are used by the firms to reach the certain performance level and to
boost the level of aspiration to achieve the goals however It has few drawback
which includes the allocation of more resources in term of time and money. It
also builds the competition among the employees which gives birth to the intense

the pervasive characteristics of the Organisational Performance Management are
of utmost importance for its effectiveness to continuously evaluate the
progress of the firm and to make the further important decisions regarding the