The plan for evaluation of collaboration between 2 person team of dog walkers in the Happy Dog Organization can help in enhancement of performance management. The management of the organization can undertake collaborative evaluation procedure in three diverse stages that includes getting underway, full engagement and wrapping up. In particular, the first phase of “getting underway” includes the stage in which the theory of action can be developed. During this phase, the management of “Happy Dog Organization” can develop an evaluation team that can actively engage with the program staff to provide answer to provide answer to different questions, provide clarification to details of different programs that in turn can guide the overall assessment design of the 2 person team of dog walkers (Armstrong & Taylor, 2014).
Thereafter, the management of the organization “Happy Dog Organization” can carry out “full engagement” that refers to the stage of designing tools for collection of data, acquired data as well as important reported findings on collaborative performance of the 2 person dog walker team. In the subsequent stage, the management of the corporation can carry out collaborative evaluation that can enhance the overall quality of communication along with the level of trust with the clientele that contributes considerably to the procedure of ongoing execution. In this process of collaborative evaluation, the management can design appropriate data collection instrument as well as program staff to make it certain that the tools can appropriately measure the overall implementation along with the influence of the specific program of encouragement and assessment of collaboration between 2 person team of dog walker. Essentially, the evaluation team can therefore share assessment as well as content expertise with different member staff of the program. Again, the program staff can share knowledge as regards their work as well as the context in which it is carried out (Beardwell & Thompson, 2014). Collaboration in the procedure of carrying out data collection can essentially help in building capacity for conducting ongoing procedure that can again monitor using different instruments beyond the end of the formal assessment study.
Subsequently, the management of the corporation can undertake the process of “wrapping up” that indicates towards the stage where an action plan be generated to utilize the assessment outcomes. The final phase includes laying the groundwork for specific program staff to develop and continue to utilize diverse evaluation outcomes (Sparrow et al., 2016). The management need to use evaluation outcomes, facilitate data-informed action planning, track and monitor the ongoing implementation and develop and at the same time sustain learning culture.
The plan for evaluation of encouragement and collaboration between 2 person team of dog walkers in the Happy Dog Organization is important for maintaining the well-being of the animals. The performance of the 2 person team can be evaluated by using the method of peer evaluation. In this case, opinion of one dog walker regarding the other need to be collected from the other. In this case, it is important to gather information regarding performance from one another. In essence, they can be honest about the evaluation of the performance of the team members, especially since it associates to interpersonal relationships with the other member of the team (Marchington et al., 2016).
In addition to this, the Happy Dog Organization can also utilize the 360 degree review where each member of the two person walker team can assess their own performance along with the performance of other team members. The comparative evaluation mechanism therefore requires collection of information from each of the two dog walkers (Aswathappa, 2013).
The performance of the two person dog walker team can also be assessed using the graphic rating scale, a scale that can aptly illustrate the competency, proficiency as well as productivity of the two dog walkers. The two member team of dog walker can be rated on a specific area on a particular scale ranging between (1 to 5). In this case, it is important to collect information from the supervisor regarding their performance on specified areas (for example, amount of time spent walking with the dog, provision of support, companion ship, increased sense of safety during walking). In addition to this, information regarding these specified areas can also be acquired from the medical data of the dog that can bear proven records of health benefits as well as low risk of injury (Nel et al., 2014). Thus, the employer “Happy Dog Organization” can utilize the information obtained from the average score of the graphic rating scale for encouragement as well as assessment of the performance of the 2 person dog walker team.
Feedback can be provided to the walkers of the organization “Happy Dog Organization” for improvement of their performance. Effective along with timely feedback can be regarded as a critical element of a successful performance management program. This need to be utilized in conjunction with establishing specific performance objectives. Management of the corporation can ask ten dog walkers regarding how they are performing as they outdid their objective by around 10% is more effective than only saying “carrying out a good job”. Again, the employees also need to receive specific information whether they are carrying out their task of walking timely (Stredwick, 2013). Again, feedback can be delivered in a way that can help in improving overall performance.
The walker who is performing well as a collaborator can be motivated to perform better by using both psychological motivation as well as material rewards.
The walker who is performing poorly as a collaborator can be motivated to improve their performance by referring to the performance of other members operating in the team. Survey on a daily basis on the employees regarding the satisfaction level can help in motivating the employees to perform well. Again, professional enrichment can also help in enhancement of their performance.
The walker who is performing extremely well as a collaborator can be motivated to retain their proper standard by maintaining the existing positive environment, setting of goals, provision of incentives as per the industry standards and recognition of their achievements.
Management of “Happy Dog Organization” can foster collaboration in the workplace by delivering team based rewards. In essence, accolades can help in reinforcing both the two 2 person dog walkers to have a common interest, encourage both the individuals to function effectively. Nevertheless, management can also carefully design effectual rewards that can often fail to recognize that even though the team is necessarily a single body, it comprises of exclusive individuals (Beardwell & Thompson, 2014). The rewards that can be offered include additional vacation days and throw party. In addition to this, management can also recognize all the individual members of the team by (providing perks, cash and kind benefits, and many others) without affecting the overall atmosphere of trust that is necessarily the backbone of the collaborative work carried out by the 2 person team.
References:
Armstrong, M., & Taylor, S. (2014). Armstrong’s handbook of human resource management practice. Kogan Page Publishers.
Aswathappa, K. (2013). Human resource management: Text and cases. Tata McGraw-Hill Education.
Beardwell, J., & Thompson, A. (2014). Human resource management: a contemporary approach. Pearson Education.
Marchington, M., Wilkinson, A., Donnelly, R., & Kynighou, A. (2016). Human resource management at work. Kogan Page Publishers.
Nel, P. S., Werner, A., Botha, C., Du Plessies, A., Mey, M., Ngalo, O., … & Van Hoek, L. (2014). Human resources management. Oxford University Press Southern Africa.
Sparrow, P., Brewster, C., & Chung, C. (2016). Globalizing human resource management. Routledge.
Stredwick, J. (2013). An introduction to human resource management. Routledge.
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