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PLAGIARISM SCAN REPORT

Date 2021‐03‐25

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Case Study#02
Answer to Question 1:
The state of Georgia implemented a performance management system. It enables workplace to watch and track
performances of its respective employees supported various indexes placed on a scale. The respective performance plans
produce the high performance scores. The reward system that exists in Georgia has a number of positive characteristics.
The reward system and therefore the performance management program function an efficient retention tool. The
organization can actively engage its employees and retain those that are talented enough to receive awards supported
their performance previews. The individual talent and skill become one among the key organizational assets required to
form sure that objectives become attainable. The varied rewards and talent programs may raise engagement levels. Various
employers may adopt it so as to answer the staff’s needs. Employees who are motivated to keep their jobs and careers
through the reward system have higher levels of engagement. They show their willingness to travel the additional mile,
resilience, and adaptively embrace the prospect to be outstanding.
The reward system facilitates the identification and correction of areas that require improvement. It serves as a testing
ground for various interim performance reviews. In the maximum amount as a corporation has stated its main goals and
objectives of operation, it becomes important to preview performance across different levels of the organization. The
method is extremely important because it identifies all sorts of challenges that happen at initial stages of progress and
addresses them appropriately. It becomes a serious step since majority of the organ/izations fail to spot flaws in their
systems. They'll discover it too late, when the bulk of the processes have affected the operation and therefore the objective
of the organization remains underachieved.
The reward system ensures an honest individual affiliation between the highest administration and therefore the workers.
The success of the state of Georgia is reliant on the potential of the manager to understand the potential of the worker
and his or her ability to understand the expectations of the employer. Particular interactions enable employees to maximize
their output and supply quality work. It is rated outstanding by the Interim Performance Review Commission. During this
particular case, performance evaluation and therefore the rewarding system exist on two levels, a private employee level
and a departmental level.
Employees and departments' strengths are often recognized and encouraged through the reward system. The workplace
can recognize the strengths in several ways. Therefore, the state of Georgia uses a variety of performance reviews to
support their productivity. It are often a solid basis of inspiration to the bulk of the individuals; hence boosting their morale
and attitudes towards work.

Answer to Question 2:
Negative aspects exist within the reward system of the state of Georgia. Supervisors, who could also be subject to biasness,
unfairness or unequitable mannerisms, do the Performance Management Process components monitoring and
development.
Some employees would feel uncomfortable with various evaluations, documentations, and performance ratings done by
the supervisors thanks to variety of reasons.
Various interactions and relationships they need with the supervisors may influence the judgment and supply a source of
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negative energy to diligent employees. Supervisors may ignore key elements during the performance recognition,
assessment, coaching, and planning processes, resulting in incorrect outcomes. The method takes a really short time span
and should not evidently produce the accurate results for adoption as matrixes to measure the employee’s performance.
Generally, the reward system acts as a demotivating factor if those employees who have made noteworthy enhancements
in their particular areas of operations aren't recognized.

Answer to Question 3:
The current system that exists within the state of Georgia is performing well. It's used various performance management
processes as variables of assessment of the worker performance. However, there are a couple of issues that, if properly
addressed, will cause the adoption of a really efficient rewarding system. The performance evaluation process should be
frequently scheduled, as against annually. The most reason for this particular recommendation is that the success of the
State of Georgia may be a continuous daily process. Therefore, it's important to review employ progress and passed
milestones frequently, so as to form corrections and alterations in due time, before it affects the operations of the agency.
The agency should also invest in external supervisors who don't have any contacts with any of the workers within the
company. When the organization adopts their suggestion concerning performance previews, it'll make all the workers
stand on an equivalent level when it involves performance previews and avoid biasness. It'll result into a positive energy,
since the workers have an accurate assessment from a neutral party. The management should encourage frequent
interactions between it and therefore the employees, using them as how of building skills and that specialize in greater
company objectives.
The state of Georgia's agency should also host a series of training seminars where employees can learn and improve
different skills that are needed in their jobs. It might end in the rise in quality output; hence contribute to the event of the
organization. The reward system should recognize the efforts made by all the individuals within the organization and
encourage those that are still coping. A system that's recognizes only the simplest may discourage others who have always
recorded remarkable improvements and haven't gotten the prospect to be appreciated.
The agency should also promote interdepartmental performance analysis. The power of departments to compete may
favorably promote overall productivity of the organization. It's going to also act as a check to work out whether the entire
agency function aims at achieving the stated goals and objectives.

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