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Performance Management in the modern dynamic business environment is of ultimate importance to productive organisations to help increase positive employee motivation and encouragement and finally overall business productivity. As articulated by Mamun, & Khan (2020), a timely and effective performance management system in an organisation ensures that the goals and objectives are met and closely aligned with the growth of the business. Consistency in performance management leads to employees feeling wanted and recognised in their working firm and thus they work with increased engagement and less absenteeism (Turner, 2019).

Purpose of the Research

Contextual to the benefits of proper performance management adopted in a business, the concerned research paper focused on the study of “Performance Management Consistencies Needed for Global Organizations”, will prove to be beneficial to the current professionalism and businesses to understand the why and how of the performance management consistency to be implemented. The given study will help the readers understand the diversified concepts, challenges and benefits that can be gained with the help of implementing an effective performance management system. This, in turn, will help in increasing both the competitive advantage and growth rate of the professionals and businesses at the current time.

Review of the Literature

Based on the argument placed by Rahmadani et al., (2020), today’s business world demands employees to work with complex and multi-level activities requiring innovative thoughts and ideas at the individual level. Take, for instance, the Human Resource Managers in current-day businesses need to work at multiple handling the needs of not only the recruitment and selection process but also managing the employee needs, policies and procedures, employee pay-out, rewards and others. In this connection, managing consistency and effectiveness in the performance management system helps a business to ensure that the employees are positively motivated to handle the work pressure without any feeling of burnout (Gabriel, & Aguinis, 2022). Concerned with the goal-setting theory of management, the literature can be supported by stating that positive performance management in a business helps foster innovation at the individual level while ensuring the consistency in working practices of the employees.

Furthermore, as argued by Tzenios, (2019), creating healthy and friendly workplaces helps in gaining higher employee performance and retention. For this purpose, the implementation of effective performance management is deemed to be a key component. This is because the performance notion is of significance to both the employees and the business. Performance is directly associated with the employees' existence in a business with the ability of them to perform and manage tasks according to the expectations of the job target (Riyanto, Endri, & Herlisha, 2021). Therefore, performance is investigated as the positive contribution of the employees to the need to manage productivity in a business. Therefore, the empirical research highlights that performance and performance management in a multi-scale concept are to be managed. To ensure that the performance of the employees is positive and "work enthusiasm" is followed, consistency in performance management is the key for a business to help increase the attention of the employees towards the needed work. As opined by Li et al., (2022), when an organisation positively renders rewards and recognitions to the employees in return for the efforts and productivity rendered by them, the employees feel positively motivated about their workplace. On the other hand, negligence and lack of performance management wherein the employees are made to work rigorously and are not gaining anything in return, creates a negative sense among them and they feel burnout (Cook Castaño, 2022). This, in turn, might result in increasing employee absenteeism and turnover further leading to a decrease in productivity and profit-earnings ratio of a business. Thus, the importance of consistency in positive performance management is highlighted here wherein the concepts of employee motivation, workplace stress, and burnout as well as rewards management are the key components to be considered

Considering the Maslow Hierarchy of Needs Theory, there are different levels which help in understanding the motivation for employee behaviour at work (Trivedi, & Mehta, 2019). The model precisely signifies that there is a five-level pyramid that works to motivate the employees. The five pyramids are the physiological needs, safety needs, need for love and belongingness, esteem needs as well and self-actualisation needs. These needs are a part of the performance management system since the same would need to be fulfilled by the business for positive encouragement of the employees. Take, for instance, an employee in a specific organisation holds the demand for self-esteem needs to be fulfilled. In this connection, it turns out to be the responsibility of the working firm of the employee to look after the needs and manage the same through the help of effective performance management. The use of an intrinsic form of motivation can be adopted in this concern to help motivate the concerned employee positively by rendering important decisions and work to the employee. This will help the employee gain encouragement and thus increase self-esteem. Specifically, the performance management system in this scenario can be used to deliver a sense of confidence in the employee with the help of rendering important responsibility which will help in fulfilling the esteem need of the same.

Practical Application

The findings from the above literature can help improve the professional practices of managers and leaders along with the success rate of current-day businesses with the help of applying the concepts and theories into real-time consideration. Take, for instance, the use of rewards and recognition concepts can be done by the organisational professional such as the Human Resource Manager to help boost the level of employee engagement and motivation (Ari et al., 2020). The rewards and recognitions can be done with the help of both intrinsic and extrinsic kind of motivation for the employees to perform better and above their scheduled target. The intrinsic motivation would include rendering the employees with non-monetary benefits such as a certificate of appraisal, promotion, an opportunity for working from home, an extra week off and others (Adesoye, 2023). Extrinsic motivation can be rendered as an additional bonus, paid holiday, promotion with an increase in basic pay-out, surprise appraisal and others (Good et al., 2022). This approach will help current-day managers and businesses to increase the positive motivation amongst the employees. This is because the employees would understand that they are paid back by their working organisations for the efforts being rendered and thus the productivity level of the employees would increase with the urge to gain better rewards and recognition.

Furthermore, consistency in performance management as determined from the above literature can be shaped by the organisations with the help of rendering the employees with a healthy and friendly working environment. For this purpose, the use of techniques such as leveraging an anti-discriminated working environment, taking feedback from the employees and working with appropriate actions on the feedback, and involving employees in important decision-making processes can be implemented. This, in turn, will help the employees to feel wanted and appreciated at their workplaces. As opined by Brunner et al., (2019), when employees are rendered with a healthy working environment, their urge to work without absenteeism increases and vice-versa.

In addition, the use of motivational theories such as Maslow's Hierarchy of Needs Theory highlighted in the above literature can also help in improving the current practices of businesses and professionals. The adoption of the theory can be done to understand the needs of the employees through the help of the five diversified pyramids. The pyramids will help the business managers and leaders to understand the needs of the employees by taking feedback accordingly (Trivedi, & Mehta, 2019). This will prove fruitful to know the needs of the individual employees and thus fulfil the same based on which pyramid the need is. For instance, if the employee feedback reflects the demand for self-actualisation need, the business leader can work by allowing the employee to get involved in important decision-making to help showcase the creativity level and thus the actualisation need can be fulfilled. Furthermore, if there is an employee with a demand for love and belongingness need, the same can be managed with the help of ensuring that the team leader is passionate and empathetic towards the employees and helps the same communicate with others as well. Fulfilling these needs of the diversified employees will help manage consistency in performance needs since the employees' performance will improve with their demands being looked after. Thus, with an increase in employee engagement and productivity, the success rate of the businesses will be shaped positively as well.


The above study helps in concluding that performance management is a key component for any productive business in the current day to help increase the productivity and growth rate of the same. However, it is mandatory to ensure that a profound level of consistency is managed in performance management to ensure that negligence and delay in the same are not practised. This is because the study helps in noticing that positively managed performance systems help increase the productivity of the employees and thus the organisation and vice-versa. The study highlights a major factor that the performance notion is of significance to both the employees and the business. Performance is directly associated with the employees' existence in a business with the ability of them to perform and manage tasks according to the expectations of the job target.


Adesoye, I. (2023). The impact of Non-Monetary, Finance and Working Conditions towards Job Effectiveness of Employees in Bangkok.

Ari, E., Karatepe, O. M., Rezapouraghdam, H., & Avci, T. (2020). A conceptual model for green human resource management: Indicators, differential pathways, and multiple pro-environmental outcomes. Sustainability, 12(17), 7089.

Brunner, B., Igic, I., Keller, A. C., & Wieser, S. (2019). Who gains the most from improving working conditions? Health-related absenteeism and presenteeism due to stress at work. The European Journal of Health Economics, 20, 1165-1180.

Cook Castaño, S. (2022). The emotional invalidation from performance management and measurement tools in organizations.

Gabriel, K. P., & Aguinis, H. (2022). How to prevent and combat employee burnout and create healthier workplaces during crises and beyond. Business Horizons, 65(2), 183-192.

Good, V., Hughes, D. E., Kirca, A. H., & McGrath, S. (2022). A self-determination theory-based meta-analysis on the differential effects of intrinsic and extrinsic motivation on salesperson performance. Journal of the Academy of Marketing Science, 50(3), 586-614.

Li, M., Jameel, A., Ma, Z., Sun, H., Hussain, A., & Mubeen, S. (2022). Prism of employee performance through the means of internal support: a study of perceived organizational support. Psychology Research and Behavior Management, 965-976.

Mamun, M. Z. A., & Khan, M. Y. H. (2020). A Theoretical Study On Factors Influencing Employees Performance, Rewards And Motivation Within Organisation.

Rahmadani, V. G., Schaufeli, W. B., Stouten, J., Zhang, Z., & Zulkarnain, Z. (2020). Engaging leadership and its implication for work engagement and job outcomes at the individual and team level: A multi-level longitudinal study. International journal of environmental research and public health, 17(3), 776.

Riyanto, S., Endri, E., & Herlisha, N. (2021). Effect of work motivation and job satisfaction on employee performance: Mediating role of employee engagement. Problems and Perspectives in Management, 19(3), 162.

Trivedi, A. J., & Mehta, A. (2019). Maslow's Hierarchy of Needs-Theory of Human Motivation. International Journal of Research in all Subjects in Multi Languages, 7(6), 38-41.

Turner, P. (2019). Employee engagement in contemporary organizations: Maintaining high productivity and sustained competitiveness. Springer Nature.

Tzenios, N. (2019). The Impact of Health Literacy on Employee Productivity: An Empirical Investigation. Empirical Quests for Management Essences, 3(1), 21-33.

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