Leadership & Motivation and Performance Appraisals

1. Leadership & Motivation andPerformance Appraisals LDR 621 Fall 2012 Shannon Barker & Amber Pena

2. Current Thinking of Leadership and Motivation • To be aware of how their leadership style affects • Motivation of their team, • Ultimately the performance of the organization.

3. Building Relationships • Coach Krzyzewski, Duke University’s Men’s Basketball Coach • Create engagement • New and creative ways to get everyone enthused • Understanding of each individual’s part in the organizations mission and the motivation “Effective teamwork begins and ends with communication.”

4. Building Relationships

6. Communication • Adapt different communication styles and their interaction styles • Build confidence • Emotional intelligence • Evolving and changing workplace

7. You Tube Video: Motivation • Motivation? Do You Have Any?

8. Future of Leadership & Motivation • New Generation – Gen Y • Family Orientated • Achievement Oriented • Team Oriented • Attention Oriented

9. Future of Leadership & Motivation • Generation Y vs. Baby Boomers Communication in the Work Place

10. The Connection • Incentive Programs • Team Based Programs • Increase productivity by 44% • Increase of interest

11. The Connection • Performance appraisal can be used by leadership to motivate and reinforce desired behavior and competent performance • Various studies have discovered: • Inaccurate Performance Review + Increase Salary = Decreased Motivation • Inaccurate Performance Review + No Pay Increase = Decreased Motivation • No Performance Review + No Pay Increase = Decreased Motivation • No Performance Review + Pay Increase = Decreased Motivation • Accurate Performance Review + ___???___ = Increased Motivation

12. Performance Appraisal • 91% - The organization evaluates performance • 47% - The process is effective • 47% - Helps their organization to achieve strategic objectives • 30% - Employees do not trust the system • 28% - Managers regard process as an administrative headache

13. Performance Appraisal • Issue: lack of motivation and accuracy from leaders • Leaders may choose to point out flaws rather than congratulate for a job well done • Appraisals should be made specific to performance • Indicate their commitment to moving the organization toward its long term goals http://www.youtube.com/watch?v=09bp__4Muh8

14. Change • Develop a foundation for performance appraisal by creating a high performance CULTURE • Management • Employees • Stress the importance: • Promotion • Compensation • Training needs • Disciplinary action • Career goals

15. Every Dime Counts • If performance is not measured and tracked, it doesn’t get done. • This is face to face interaction

16. Performance Appraisal Systems • The system should be capable of documenting: • Daily tasks • Accomplishments • Goals • Anything that will contribute to employees performance

17. PeopleAdmin • http://www.youtube.com/watch?v=MVWop21ja6o&feature=youtu.be • http://www.youtube.com/watch?v=fDDMHeykMz8&feature=share&list=ULfDDMHeykMz8

18. Conclusion