Reply to each response with a minimum 150 words and a reference each.
| Style | APA |
| Number of words | 556 |
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| Spacing | Double |
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post 1.
All three of these are what companies would utilize when there is a performance review on an employee. They are based on how the company is developing, what type of change there is to improve performance in an employee, and what the organizational goal is. All these things are essential to a performance review in which I’m sure you have all had one at some point in your career.
Professional development is something that is “practiced, professional knowledge, practice naturally changing, and fostering natural changes” (While & Attwood, 2000). “Organizational change helps you to better understand what needs to be changed within the company and for you” (Golden-Biddle, 2020). “Organizational goals are the individual levels or what the attention for the companies focus in on to achieve organizational goals” (Ayers, 2015).
Employee development, organizational change, and goals; all are part of the performance review process for the employee to be able to grow off of feedback. This also helps the company to be able to review their goals for the company to also be able to grow and the employee is with the company.
I remember having a performance review for the cardiologist unit that I scheduled for testing and other procedures. There was this whole piece you were rated on with your professional development and how change within the company can also lead to growth for you also. There was another piece of it with new goals for me that were set in place for me to be able to grow and develop more for the company’s goals. There was so much to this. I did not realize that all of these aspects of this were part of the performance review until I read some articles on this. This is what made me think of my performance review and the reference to this week’s topic. Has anyone else had a performance review and if so, was it something like what I explained above.
post 2.
Change in any capacity does not always greet one with the warmest hugs but brings turbulence instead. professional development, organizational change, and organizational goals are connected. It is my belief that without the professional development of staff there is no organizational change and goals will not be achieved. In order for my company to grow so must my staff, it is impossible to achieve new eights with staff that is complacent and stagnant. Leaders seeking to continue their education or better acquaint themselves with new systems are true assets to the organization and usher in a new change. Establishing goal alignment in organizational management systems is critical for increasing organizational performance (Ayers, 2015). The analysis of this data saves organizations money as well as equips them with the ability to assess the efficiencies of goals that were previously accomplished. These alignments increase performance, providing focus and emphasizing the importance of linking individual activities with organizational outcomes. The saying that we are as strong as our weakest link has stood through the test of time and still reigns even today. THerefore when organizations take the time to support staff improvement, it is a testament to their dedication to the bettering of staff and the performance of the organization. In my personal experience, Northwell Health, one of the largest health systems in Long Island, NY, has a tuition reimbursement program for both part-time and full-time staff. Hundreds of staff take advantage of this program, thus allowing them to receive personal growth. However, they do not stop there, they also promote from within allowing the organization to retain staff.
post 3.
The relationship between employee professional development, organizational change, organizational goals is that they all need each other to be possible. Organizational goals can only happen if they are reached by organizational changes. Employees with professional development will enact changes to reach their organizational goals. Employees have to make the goals for the organization and enact the changes needed to meet them. When changes succeed and goals are met, employees can see what works and what doesn’t for the future, also aiding in their professional development. Each element relies on the other for success. An up-and-coming leader may come to the organization with an idea on how to raise employee satisfaction ratings. He works to come up with changes and goals to get higher satisfaction scores. The organization needs to embrace these changes and make an effort. From those changes and results they can see what works and what doesn’t so they can continue to improve and the new leaders are also getting to learn new things.
Requirements: Reply to each response with a minimum 150 words and a reference each.
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