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VALUE AND USEFULNESS OF PERFORMANCE COACHING

VALUE AND USEFULNESS OF PERFORMANCE COACHING

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250-300 words APA format 3 scholarly sources in response to the following
Value and Usefulness of Performance Coaching
 
            Performance coaching can play a critical role in establishing and enhancing interpersonal relationships in departments.  Managers who have been promoted primarily on the basis of their technical abilities need to focus on this as it may not come as naturally to them.  Performance coaching consists of “ongoing, sometimes spontaneous, meetings between managers and their employees to discuss their employee’s career goals and development” which has been proven to increase the employee’s productivity levels while allowing the manager to advance as well (Gomez-Mejia, Balkin, & Cardy, 2016, p. 276).  The communication between the manager and their employees is critical.  Managers who do not understand the role that communication plays in effective performance coaching need to understand that communication skills have been cited to be one of the most valued and sought after qualities in a potential employee (Choren, 2015).  Communication is one of the bases upon which performance coaching in built upon.  Many studies that have been conducted conclude that coaching often enhances the skills and abilities of both the employee and manager while leading to improved performance (Coaching, 2008).  If managers are unable to see the value in both communication and performance coaching, the company could offer seminars or training sessions that demonstrate the benefits of each of the mentioned topics being effectively integrated into the way the employee manages their subordinates.  One article cited that managers need to take their roles as coaches seriously and companies need to develop a sense of urgency for the managers to be coaches that display concern for the employee, observe the employee’s behavior or performance, align the standards with the job expectations and employee abilities, communicate with the employee in a constructive manner, and help the employee improve their overall performance while making them feel appreciated (Longenecker, 2010).  Another method to accomplish this is to require one-on-one meetings between the manager and their subordinates on a regular basis.  An evaluative tool, such as benchmarking, could be utilized to assess how frequent these meetings are occurring and how the subordinate feels about the meetings with their managers over a set period of time.
 
Policies for Healthier Lifestyles
 
There are many reasons why employers are implementing policies that require employees to adopt healthier lifestyles.  Some of the reasons include, but are not limited to the overall well-being of their workforce, a potential reduction in the company’s medical costs, an increase in the productivity rates within the organization, and an increase in the overall retention rates of employees within the company.  By implementing certain policies, it would not discriminate against individuals that are living unhealthy lifestyles, rather it would reward individuals that are or are making efforts to live healthier.  One article discusses the various implications of implementing a smoke-free policy.  The study concluded that this type of policy can affect the targeted group and individuals who are not apart of this group while reducing organizational attractiveness for smokers and increasing organizational attractiveness for ex-smokers (Paul, Lee, Hong, Cherry, Kang, Yun, & Klautke, 2010).  1 Corinthians 6:19 says, “Do you not know that your bodies are temples of the Holy Spirit, who is in you, whom you have received from God?  You are not your own” (New International Version).  This verse demonstrates why these policies are good for a company.  The policies would be in place primarily to promote the well-being of the employee.  By improving their overall well-being, the employees would be better honoring their temples.


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