Good Example Of Employee Performance Management. Research Paper

Employee performance management is the process by through which an organization establishes a workforce by evolving employees as a member of one group aimed at achieving the organization's goals and missions. For effective performance, every organization motivates its employees, which translates into their success and the fulfillment of goals of the organization. It involves the planning of work and expectations among employees, with frequent monitoring of their performance, developing their capacity and ability to perform, grading their performance and giving rewards for their work, input and good performance.
Every theater seeks to maximize its staff productivity, customer loyalty and growth in sales. The responsibility of the movie theater managers is to oversee the effective running of the staff operations that include customer services and the daily operations of the theater. Excellent communication skills is a basic requirement for all movie theater managers and should be able to work towards the positive promotion of customer experiences.
The number of people working in a movie theater ranges and varies greatly in both the size and the type of the theater. The movie theaters can be either producing or presenting theaters but either way they require good employee management who should also be able to perform the tasks he/she assigns to the staff in cases of any inconveniences.
Like in every organization challenges arise in every movie theater when the employee performance is not properly managed which results in failure. For effectiveness, movie theater managers are expected to be of high performance and should be able to act swiftly so as to mend the required performance issues. They should also have the capability to transform the issues into growth opportunities and should have the required skill set to preventing problems from escalating which, on the other hand, preserves the growth of the movie theater.

Steps followed in disciplining employees by the management.

Every movie theater needs to discipline the employees to ensure high-performance rate but before it takes place the expectations and goals of the organization have to be well explained to the employee so that they have a clear acceptance of what they are expected to do or achieve. In the job description, employee’s goals that are reviewed annually should be well written and documented to provide expectations. Undesired behavior should be documented without biases by only stating the facts and its effects on other employees in the theater. The disciplining should be in a progressive manner beginning with verbal advising and canceling. At this stage, the manager of the movie theater haves a conversation with the employee about the seriousness of the issue based on facts and clarifying the organization expectations. The conversation should be aimed at the behavioral change of the employee.
The second step is of disciplining is through a written warning that describes the behavior and the managers expectations. The employee is then given a copy of a written document. The next step involves suspending the employee and coming up with an improvement plan after the suspension that is reviewed by the manager and making of adjustment. If all the other three steps, the fourth step comes in which is the termination of the employee with the inclusion of a document to ensure the success and effectiveness of the termination.