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Integrity and ethics play a key role in organizations nowadays, due to the fact that they determine employee behavior. These factors are usually dictated by the company’s values and the major aim is to induce a fair conduct within the workplace, as well outside the company.
Performance appraisal is a process applied by organisations in order to evaluate and review performance at team or individual level. This type of review is generally scheduled to be performed once a year within the organisation and it is usually carried out by the employee’s direct managers. Its purpose is to identify employee training and development needs, and ultimately improve individual performance.
Individual responsibility comes together with an organizational culture that is based on values such as reliability, transparency and autonomy. These values imply open mindedness and open communication with employees, trusting them that they will successfully manage and finalize their projects without the need for constant monitoring and control from the management’s side.
The presentation “Relationship between Trust, Distributed Leadership and Job Performance in Health Care Context: Exploring the mediating role of Job Satisfaction” was offered, on the third day of the PMA 2014 Conference, by Ajay K. Jain, from the Department of Human Behavior and Organization Development, of the Management Development Institute Gurgaon, India and along with Franziska Guenzel-Jensen, of the Aarhus University.
All three concepts are nowadays generally known and used within organizations. In this context the question that arises most often refers to which one of them is the most effective. A relevant aspect to take into consideration is that there currently is no best choice between these processes. Each one can be the most suitable choice for an employee, depending on the organizational strategy, departmental goals and individual targets.
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