Barriers to effective performance management

Performance has always been a decisive element to construe an employee’s worth in an organization. Researchers have given varied stand points as to how to extract the best performance from the individual employees up keeping the organizational objectives. However, most of the researchers focused on the organizations appraisal system in order to affect efficient performance. The responsibility to generate desired performance is shouldered by none. As employees have their own set of excuses of dependency on organizational resources and management find itself entangled in the cob-web of organizational complexities. An extensive study was done surfing through various research articles, which revealed that either the leader of the organization or the recruitment procedure is put forth on trial whenever an organization experiences a mismatch of desired and actual performance. In this research article, the middle level manager is viewed to shoulder the responsibility for generating appropriate performance keeping in mind the available organizational resources, skills, knowledge and organizational objectives. Secondly, an Operative model “Manager Accelerator Model” is devised by me enabling the manager to set the right flow of the work process, making right decision and thus ensuring efficient performance. Further the article gives an overview as to why and how the performance of the individual employees is affected.