Ilm Level 3 M.12
ILM LEVEL 3 Award in first line management
M3.12
Motivating to Perform in the Workplace
by
Alison Smith Hull Training
2012
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Table of Contents
Introduction ……………………………………………………….. 1
1. The value of formal and informal performance assessment…………………..1
2. Ways that could ensure that fair and objective formal assessment…………..2
2.1 Factors that influence how people behave at work……………………………..3
2.2 Application of one basic recognised theory of motivation……………………… 4
3.1 Importance of feedback to improve communication………………………. 5
3.2 Effectiveness of different types of feedback is compared……………………… 6
References……………………………………………………………………………… 6
Appendices…………………………………. 7
Introduction
Psychological Medicine is made up of a number of teams including Perinatal, general liaison, A & E liaison older people’s liaison and chronic fatigue service. As part of the admin team I work as medical secretary to the Older People’s Team and Consultant. This consists of four nurses, one team leader (on long term sick) and one Consultant.
The Value of Assessing Performance
1. The value of formal and informal performance assessment
The formal system of assessment/appraisal within my organisation is a Performance Appraisal and Development Review which is carried out annually and monthly supervision sessions.
In preparation for the appraisal the appraiser and appraise review the previous 12 months objectives and consider if they have been met, what has been successful or not, how they are performing and objectives for the next year.
During the review the above will be discussed in line with the KSF (Key Skills Framework) competencies. Not all of the KSF dimensions need to be discussed at every review but focus should be placed on the most important dimensions. Outstanding learning and development needs together
M3.12
Motivating to Perform in the Workplace
by
Alison Smith Hull Training
2012
[pic]
Table of Contents
Introduction ……………………………………………………….. 1
1. The value of formal and informal performance assessment…………………..1
2. Ways that could ensure that fair and objective formal assessment…………..2
2.1 Factors that influence how people behave at work……………………………..3
2.2 Application of one basic recognised theory of motivation……………………… 4
3.1 Importance of feedback to improve communication………………………. 5
3.2 Effectiveness of different types of feedback is compared……………………… 6
References……………………………………………………………………………… 6
Appendices…………………………………. 7
Introduction
Psychological Medicine is made up of a number of teams including Perinatal, general liaison, A & E liaison older people’s liaison and chronic fatigue service. As part of the admin team I work as medical secretary to the Older People’s Team and Consultant. This consists of four nurses, one team leader (on long term sick) and one Consultant.
The Value of Assessing Performance
1. The value of formal and informal performance assessment
The formal system of assessment/appraisal within my organisation is a Performance Appraisal and Development Review which is carried out annually and monthly supervision sessions.
In preparation for the appraisal the appraiser and appraise review the previous 12 months objectives and consider if they have been met, what has been successful or not, how they are performing and objectives for the next year.
During the review the above will be discussed in line with the KSF (Key Skills Framework) competencies. Not all of the KSF dimensions need to be discussed at every review but focus should be placed on the most important dimensions. Outstanding learning and development needs together
References: Motivation is: the art of helping people to focus their minds and energies on doing their work as effectively as possible. Veniard (2004) Within my workplace with have a very varied mix of staff members