Order Now

Employees Performance


It is known that one of the key elements of organizational success rests on employees’ performance. Employee performance criteria are considered to be the standards for employees’ behavior at workplace. Moreover, employees’ performance means how well the employees of this or that organization perform their duties. All employees are rated on how well they perform their duties and the results are compared with a set of standards which is determined by the employer. Of course, employees’ performance depends on different factors including managers’ supervision, health and safety environment in the workplace and promotion opportunities. That is why it is very important for any employer to pay attention to different situations which can cause negative affect on employees’ performance. (Amsler, 2011, p.16)


One of the most important factors which affect employees’ performance is manager’s supervision. The major tasks of supervision include the following ones: to ensure that the task is performed in a proper way, to make an appraisal of organizational performance, and to motivate employees to work harder and “to display citizenship behaviors”. (Amsler, 2011, p.16)

Today managers use different supervision techniques including automated surveillance, direct observation, inspection of completed work, inspection of work in progress, checklists, performance indices, on-on-one reviews, and others. (Amsler, 2011, p.18)

Besides, it is known that any competent and effective manager is the key to employees’ productivity. Any manager should exhibit high level of enthusiasm and determination in order to inspire others in the workplace. Moreover, employees want their manager to guide them on the job tasks and provide assistance in career development. That is why the manager’s response to the employees’ needs and expectations can have a great effect not only on employees’ productivity, but also on their morale and retention (Anderson, 2011, para.1)

In this case, continuous feedback from managers about the employees’ performance is of great importance. Any inspired manager who has a positive relation and an optimistic approach to each situation in the workplace will provide the employees’ motivation and job satisfaction. Managers can provide suggestions to subordinates on what he or she can do to improve performance. (Anderson, 2011, para.3)

Employees’ performance appraisal plays a significant role in supervision and managing of human resources in any organization (Yee & Chen, 2009, p.231). In this case, it is necessary to develop special performance appraisal system which will give an opportunity to evaluate the quality of individual’s performance in the workplace. The experts offer to use such appraisal methods as ranking, trait scales, critical incident and others. (Yee & Chen, 2009, p.232) According to the statistical data, “more than 90% of private sector organizations use some type of performance appraisal system” because they consider that the systems are effective. (Richardson, 2011, para.8)


It is known that health and safety environment that employees are required to work in has a great impact on the employees’ ability to perform their duties in a proper way. (Chandrasekar, 2011, p.1)

Moreover, health and safety can affect the total productivity and the employees’ health and well-being. It is clear that poorly designed workplaces, inappropriate lighting, lack of ventilation and some other factors can decrease the employees’ performance to a great extent. (Chandrasekar, 2011, p.2)

According to the statistics, accidents mostly occur in many manufacturing companies. The experts state that the most significant factors that influence the occurrence of accidents in the workplace include health and safety environment, employees’ job satisfaction, stresses in the workplace, types of work procedures, role clarity, and others. (Kim et al., 2000. p.63)

It is known that in police, safety and health factor is of great importance because “police officers face a wide range of risks” including homicides, communicable diseases, serious injuries during car crashes, assaults and so on. (Mayhew, 2001, p.1)

According to the statistical data, “in the United Kingdom more than 14% of officers are assaulted each year”. In the USA, many officers are killed off-duty, in most cases after intervention in robberies and other crimes. That is why it is recommended to implement effective prevention strategies to reduce these risk factors in police. (Mayhew, 2001, p.5)

Moreover, the results of the survey among 2,000 workers in the USA proved that 90% of the survey respondents consider that better health and safety workplace design result in better overall performance of employees. (Chandrasekar, 2011, p.9)

Many companies in the USA take care of their employees’ wellness because this factor influences the organization’s productivity. For example, Lincoln Industries has made wellness as one of the components of its employees’ performance reviews. It is known that the company employs more than 400 people, who are in 24/7 operations. The company spends about $400,000 a year on special wellness programs for the employees in order to provide high performance metal finishing. (Davis, 2011, p.54)


Most organizations use promotion systems in order “to both identify and control the mobility of individuals through an organization”. (Ferris et al., 2002, 27)

It is clear that the advancement of employees from one job position to another job position with a higher salary range influences their performance to a great extent (Heathfield, 2011, para.1)

In this case, employees get a higher level job title and responsibilities. Promotion opportunities give employees a chance to show their best traits of character and to apply those skills and abilities which they have developed on the lower position (Heathfield, 2011, para.1)

Moreover, any promotion can raise the status of the employees and increase their motivation and job satisfaction. (McNamara, 2010, para.6)

Moreover, employees’ promotion is considered to be a form of recognition for employees in the organization as they make significant contributions in to the total development of the organization. (Heathfield, 2011, para.3)

Today many organizations that value career growth of their employees create special promotion policies which have the major goal – to encourage employees to pursue their developmental opportunities. These promotion policies can effectively develop the process of moving qualified employees into more responsible and well-paid positions within the organization. (Odina, 2011, para.1)


In conclusion, it is necessary to say that employees’ performance plays an important role in any organization. It guarantees organization’s productivity and can help the organization to take the leading position in the competitive market. However, employees’ performance is influenced by a number of factors including supervision, health and safety, and promotion opportunities. That is why it is very important for employers to take the above mentioned factors into consideration.



Amsler, G., Findley, H., Ingram, E. (2011) Performance Monitoring. Guidance for the Modern Workplace. National Research Bureau. Retrieved from:<http://dentist.freeyellow.com/system/freelance/uploads/3699/perfor&supervi.pdf>
Anderson, A. (2011) How a Manager’s Behavior Can Affect the Productivity of His or Her Workers. Ehow.com. September 2, 2011. Retrieved from:http://www.ehow.com/info_8217259_managers-productivity-his-her-workers.html
Chandrasekar, K. (2011) Workplace Environment and its Impact on Organizational Performance in Public Sector Organizations. International Journal of Enterprise Computing and Business Systems. Vo.1(1). January 2011. Retrieved from:< http://dentist.freeyellow.com/system/freelance/uploads/3699/N4Jan2011.pdf>
Davis, A. (2011) Employer Achieves Health Accountability with Performance Reviews. Success Stories. Employee Benefit News. February 2011. Retrieved from:<http://dentist.freeyellow.com/system/freelance/uploads/3699/EMPLOYEE&HEALTHANDSAFETY.pdf>
Heathfield, S.M. (2011) Promotion Is Often a Reward to an Employee for Work Contributions. About.com. September 12, 2011. Retrieved from:http://humanresources.about.com/od/glossaryp/g/promotion.htm>
Ferris, G., Buckley M.R., Allen, G.M. (2002) Promotion Systems in Organizations. Human Resource Planning. Vol.15. November 3, 2002. Retrieved from:<http://dentist.freeyellow.com/system/freelance/uploads/3699/Ferris(1992).pdf>
Kim, C., McInerney, M., Alexander, R. (2000) Job Satisfaction as Related to Safety Performance: A Case for a Manufacturing Firm. The Coastal Business Journal. Vol.1(1). Retrieved from:<http://www.coastal.edu/business/cbj/pdfs/safety.pdf>
Mayhew, C. (2001) Occupational Health and Safety Risks Faced by Police Officers. Australian Institute of Criminology. February 2001. Retrieved from:<http://www.aic.gov.au/documents/E/D/9/%7BED946A67-E4C8-4C46-A294-9B982325EF4D%7Dti196.pdf>
McNamara, C. (2010) Roles and Responsibilities of a Supervisor. How to Ensure Strong Employee Performance Management. Field and Guide to Leadership and Supervision. Retrieved from:http://managementhelp.org/supervision/roles.htm
Odina, R. (2011) About Promotion Policies in HR. Ehow.com. June 3, 2011. Retrieved from:<http://www.ehow.com/facts_7185966_promotion-policies-hr.html>
Richardson, M. (2011) Effectiveness of Performance Appraisals. Ehow.com. October 23, 2011. Retrieved from:<http://www.ehow.com/about_5365859_effectiveness-performance-appraisals.html>
Yee, C., Chen, Y. (2009) Performance Appraisal System Using Multifactorial Evaluation Model. World Academy of Science, Engineering and Technology. 53. Retrieved from:<http://dentist.freeyellow.com/system/freelance/uploads/3699/v53-36.pdf>