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Health Care At Australi Industry Overview - 997 Words

INTRODUCTION Aged Care in Australia – Industry Overview Population ageing require more health care services. Australian Aged care system is comprises of public, private and community institutions that provide services to old people. The Australian aged care system is globally recognised for high quality services, regulations, government funding and co-operation between government, community and service providers. Aged care services in Australia available to people, both in the form of residential services and home based services (The Australian trade commission 2015). Residential care is provided at the aged care facility, it is provided to those people who need high care. It provides living†¦show more content†¦In recent years, the number of residential care places has increased; this is just because of increase the provision by profit providers, especially in major cities. Economic opportunities and challenges of this industry in future:- This section will outline the opportunities and challenges facing a firm in aged care Industry by using Population, Productivity and Participation, which are key drives of economic growth. Table 1. Population Projection ( Millions) Age range 2014-2015 2054-2055 0-14 4.5 6.9 15-64 15.8 23.8 65-84 3.1 7.0 85 and over 0.5 1.9 Total 23.9 39.7 1. POPULATION According to Intergenerational report (2015), Australia’s population will grow and change over next 40 years. There will be increase in population of old people and less number of young people in coming future. Table1. Shows that there will be increase in total population and people aged 65 above will more than double as compared to current period. Table 2. Life expectancy ( Years) Male 91.5 95.1 Female 93.6 96.6 Above table shows the increase in life expectancy of male and female in next 40 years. Expansion in aged care services and places There will be more demand for aged care

Performance Appraisal and Employee Motivation Free Essays

1. 1. INTRODUCTION: Organization is run and steered by people. We will write a custom essay sample on Performance Appraisal and Employee Motivation or any similar topic only for you Order Now It is through people that goals are set and objectives are realized. Today’s working culture demands a great deal of commitment and effort from the employees, who in turn naturally expect a great deal more from their employers. The development of much more participative style of management in many organizations is a positive step towards meeting such heightened expectations. This participative style can be expressed in a variety of practical ways. For e. g. work teams, quality circles, and of course regular performance appraisals. The performance of the organization is dependent on sum total of the performance of its employees. Thus the success of the organization will, therefore depend on its ability to measure accurately the performance of its members and use it objectively to optimize them as a vital resources. Performance can be measured by some combination of quantity, quality, time and cost. Performance thus refers to the degree of accomplishment of the tasks that make up an individual job. It indicates how well an individual is fulfilling the job demands. And on the other hand success of any organization can almost always be tracked back to the level of motivation among its employees to whom its success can be accredited to, without a doubt. Motivation is must for the employees, because it converts ability to work into will to work or in other words contributes to high level of performance. Presence of effective motivational policies in the company leads to job satisfaction and consequent benefits of higher commitment and loyalty. Keeping in mind the growing attrition rates and the employee dissatisfaction among the employees, the HR professionals are approaching and using the performance appraisal as a fuel to motivate employees. The latest trend being followed by the HR professionals is to use the performance appraisal and review process as a motivating mechanism. Various surveys and studies have testified the relationship between performance review, pay and motivation. Other than the traditional goal of accessing the performance of the employees, Performance appraisals and reviews can be used as a tool to reinforce the desired behavior and competent performance of the employees. Performance appraisal can have a profound effect on levels of employee motivation and satisfaction for better as well as for worse. Performance appraisal provides employees with recognition for their work efforts. The power of social recognition as an incentive has been long noted. In fact, there is evidence that human beings will even prefer negative recognition in preference to no recognition at all. One of the most motivating factors for the employees, in the performance appraisal processes is to receive a fair an accurate assessment of their performance. Inaccurate evaluation is one reason because of which most employees dead going through performance appraisal. An employee always expects his appraiser to recognize and appreciate his achievements, support him to overcome the problems and failures. The discrepancies and the inaccuracies in the performance review can demotivate the employees, even if there has been an increase in the salary. Such inaccuracy can kill the innovating and risk taking enthusiasm and spirit in the employees. Similarly, inaccurate reviews with no hike in compensation can increase the attrition rate in the organization, forcing the employees to look out for other options. An employee prefers an accurate performance review with no increase in the salary over inaccurate performance review with an increase in salary. Employees, who receive both accuracy and a pay increase during their performance review, are likely to be the most motivated. Therefore, performance appraisal (review and its consequence in the form of compensation adjustments) has the potential of motivating employees and increase their job satisfaction. Inaccurate performance review + Increase in salary Decreased Motivation Accurate Performance Review + No Increase in salary Decreased Motivation Accurate Performance Review + Increase in salary Increase in motivation If nothing else, the existence of an appraisal program indicates to an employee that in the organization is genuinely interested in their individual performance and development. This alone can have a positive influence on the employee motivation, sense of worth, commitment and belonging. The strength and prevalence of this natural human desire for individual recognition shouldn’t be overlooked. Absenteeism and turnover rates in some organizations might be greatly reduced if more attention were paid to it. Regular performance appraisal, at least, is a good start. In an organization it is necessary to measure the performance of their employees and success of any organization can almost always be tracked back to the level of motivation among its employees. So the study was done to measure the impact of motivation after performance appraisal. 1. 2. NEED OF THE STUDY: Performance appraisal is the important aspect in the organization to evaluate the employee performance. It is needed for an organization to take decision regarding salary revision, confirmation, promotion, transfer and demotion. It gives feedback information about the level of achievement and behavior of subordinate. This information helps to review the performance of the subordinate, rectifying performance deficiencies and setting new standards of work, if necessary. It provides information which helps to council the subordinate. It also helps in understanding the employee work culture, involvement and satisfaction. It helps to diagnose the deficiencies in employee regarding skill, knowledge, determine training and development needs and to prescribe the means for employee growth. It has many other uses in the human resource management, namely, determination of the training and development needs of the personnel, creating organizational effectiveness, cross functional transfers, job enrichment exercises, and so on. For all this to happen, it is essential that the performance appraisal system should suite the organizational culture and is in alignment with other human resource systems in operation in the organization. The main purpose of conducting appraisals is to identify and removing factors responsible for employee’s discontent would motivate them for better work performance. This study gives the clear picture regarding the appraisal system regarding the appraisal system and its impact on motivation. 1. 3. SCOPE OF THE STUDY: The scope of the study is to understand that the performance appraisal system and employee motivation activities provided by the organization make any changes or improvement in the performance of employees. Satisfied employees are the asset of the organization. This study helps the organization to understand to what extend the employees are satisfied with the present performance appraisal system and employee motivation prevailing in the organization. On the basis of that the organization makes necessary changes in the existing system. This will help the organization to improve the overall performance. This study will enable to understand the positive and negative aspects of performance appraisal system and employee motivation 1. 4 . OBJECTIVES OF THE STUDY: Objectives of the study have been divided into primary and secondary objectives. Primary objective: * To study whether the employees are motivated with the performance appraisal system. Secondary objective: * To know whether the employees are given proper feedback regarding their performance. * To understand the rating methods used for performance appraisal. * To understand the superior and employee relationship. * To provide suggestions for improvement, if any. * To study about performance effect on employee motivation. * To know he factors that motivates the employees. * To study the employees opinion about the performance appraisal system. 1. 5. RESEARCH METHODOLOGY: This area deals with the research design, data collection methods, sampling techniques used; field work carried out by the researcher and also explains the tools used for the data analysis and interpretation. Research design A Research Design is a logical and systematic plan prepared for directing a research study. It specifies the objectives of the study, the methodology and the techniques adopted for achieving the objectives. It is a planned structure and strategy of investigation conceived so as to obtain answers to research questions and constitutes the blue print for the collection, representation and analysis of data. In short, it is the logical and systematic plan prepared for directing the research study. A good research design should consist of, * Clear statement of research design. * Procedure and techniques to be followed for gathering information. * Population to be studied. * Methods to be used in processing and analyzing data. Type of research The type of research done is descriptive research. Descriptive research includes surveys and fact-finding enquiries of different kinds. The major purpose of this research is description of state of affairs, as it exists at present. It is very simple and more specific. The main feature of this type of research is that the researcher has no control over the variables. He can only report what has happened or what is happening. The descriptive research is a fact finding investigation with adequate interpretation. The descriptive study aims at identifying the various characteristics of a problem under study. How to cite Performance Appraisal and Employee Motivation, Papers

Leadership for Luxury Hotel of Melbourne †MyAssignmenthelp.com

Question: Discuss about the Leadership for Luxury Hotel of Melbourne. Answer: Introduction Leadership is one of the most effective qualities of a person which is either gifted or is achieved after a prolonged period of hard work. Leadership in business refers to the capability of the management of the company to bring out the best performance out of the people to meet the goals of the business organization by taking difficult challenges and make sure that the organization can outperform the other rivals of the market easily. As said earlier the leadership abilities of the people or a niche group of people in the organization helps to motivate the employees which leads to a positive growth of the organization as well as lead to the overall development of the person. The following report is based on successful leadership capability based on a certain case. The general manager of an automobile company has been allotted the responsibility to provide a set of luxury cars for a new luxury hotel of Melbourne. The manager has a huge responsibility of forming a new team of able emp loyees who will be under him and will be involved in the implementation of the project. Training Employees Training the employees involved in the project is the first priority of the manager in charge of the entire project[1]. If the automobile company signs the agreement with the new hotel to provide a set of luxury cars of different brands on lease to the hotel. The luxury brands will be selected based on a number of different factors like the performance, fuel efficiency, carbon emissions and most importantly the amount of comfort that these cars will provide. The employees would be trained under expert guidance of the car manufacturing companies. The employees will also be trained with the maintenance of the cars as well. The different training programs will be helpful for the employees to provide a great service to the hotel. The employees can also deliver some useful training to the drivers and the people who will be in charge of the cars in the hotels[2]. The management of the company must also formulate a specific set of rules that are needed to decide on the financial aspects, risk aspects as well as the work place health and safety measures. The finance manager of the company has to decide on the amount of money needed to finance the total project. He must also calculate an approximate amount for the maintenance and service of these cars. On the other hand the management must also formulate a risk management policy in case these cars suffer any form, of temporary or permanent damage. All the cars must be insured by the company so that such damages do not turn into huge losses for the company. Thus they are well protected against any case of safety violation. The model codes of practice in the WHS Legislation are practical guides to achieve the standards of health and safety to protect the workers from any kind of risk that are associated with the workplace. Therefore it is mandatory for the company to ensure the safety of the emplo yees working under this project and make sure that the employees are well protected. This in turn will increase the employee loyalty and can help the organization to deliver better services to the clients. Meeting Minutes Objective of the Meeting- Discussion of the new Bid Location- Conference room Date- 6/11/2017 President of the Meeting- CEO of the automobile company Time- 3 PM Attendees- Managers Basic considerations and preparation of the bid Responsible Person Time General Manager 20 minutes Financial considerations Finance Manager 30 minutes Costs involved in sales and revenue Sales Manager 20 minutes After sales considerations After Sales Manager 15 minutes RESPONSIBLE PERSON ROLES General Manager Preparing a competitive bid Finance Manager Projecting a achievable finance budget Sales Manager Amount involved in the sales of the car After Sales Manager Projecting an approximate service and maintenance cost GAP Analysis STRATEGIC OBJECTIVE CURRENT STANDINGS DEFICIENCY ACTION PLAN 1. To Supply the Hotel with the best in class cars within a stipulated period After winning the bid Earlier acquisitions were slow which led to delays Establishing an efficient team and ensuring meeting the deadline 2. Proper maintenance and service of the Cars after its supply Skilled automotive engineer ensures the proper service of the cars None SMART Analysis Specific-The goal of the management is to ensure smooth delivery of the cars to the hotel Measurable- The amount of cars supplied and the total cost involved along with the total charge for the lease must be well known to both the parties. The goals set by the organization must be measurable and performed in a simple yet efficient way. Achievable- The managers in charge of the project, the workers as well as the stakeholders are provided with achievable targets to make sure that the project is carried out smoothly. Relevant- It is highly recommended that the goals that are set up by the manager must be set out by the values and needs of the managers. The managers are in constant communication with the management of the hotel to make sure that the deal is signed with the best possible goals. Time Bound- The goal of the project can also be completed within the fixed time of the project. Key Performance Indicators General Manager- The performance of the General manger must be measured on the following grounds namely; Customer Satisfaction Employee Satisfaction Financial Performance Index Internal Process Quality Sales Manager- The key performance indicator to be used by a sales manager is; Increase in the contact Rate Customer Acquisition Rates Sales volume per location Satisfaction rate of the employees Present Rate of client engagement Finance Manager- The key performance indicator to be used by a finance manager includes; Gross Profit from the transaction with the hotel Return on Investment Earnings before interest and taxes Current Ratio Net Earnings from the financial deal Automotive Engineer- The KPI that must be used by the automotive engineer is; Knowledge of maintaining the luxury cars Performance index Proper service and maintenance of the cars Workshop Manager- The KPI that must be used by the workshop managers includes; Human Resource Management Workshop Management Communication between the parties involved Proper Knowledge of the parking of the cars After Sales Manager- The KPI that must be used by the After Sales Manager are; Total revenue from leasing out the cars Measuring the results of the sales Operational objectives determination Issues of KPI The common issues that were identified during the project were; Timing can be inappropriate monthly and quarterly basis reports were not submitted The inspection of cars must be systematic Duties were assigned to too many individuals and when problem raised there could be dilemma as to who would solve it. The company will be maintaining a weekly report which has to be submitted before the managers and approved. An inspection team will be there to inspect the facilities and will also provide necessary changes or requirements to properly maintain the cars. The duties will be assigned to a small group of individuals and each and every person duty will be specified. Communication Policy and Procedure The management team of the automobile company will establish a separate communication plan that has to be approved by both the organization and the hotel to ensure a smooth professional relation with such a deal[3]. The new policy will ensure that all the management committee members, staffs, people related with the implementation and integration of the following deal will be accurately informed about each and every relevant activities, policies and other issues to be enable them to be as effective and sure about their role. The management of both the companies must provide information using different options like; Social Media Policies Notice Boards E mail Notices Electronic diary The managers of both the company and the hotel should be in constant touch with each other through telephones or e-mails and should be well informed about any new developments. Such a proper communication plan will be helpful for the hotel to use and maintain the cars easily. Instructions on Project Tasks Task Responsible Person Due date Car Supply Sales Manager 2 Month prior to the winning of the bid Car Maintenance After Sales Manager Time when problem arises and service after every 1 months Collection of Lease Amount Finance Manager 1 Year after leasing out the cars to the hotel Objective of the Meeting- Discussion of the new Communication Policy Location- Conference room Date- 6/12/2017 President of the Meeting- Project in charge Time- 3 PM Attendees- Managers and Members Basic considerations and preparation of the Communications Policy Responsible Person Roles General Manager Execution of the Project Member 1 Communicating the policy to the members Member 2 Incorporating all the details of the policy Other Members Keeping an update on the developments Meeting Minutes Objective of the Meeting- Discussion of the new Bid Location- Conference room Date- 20/12/2017 President of the Meeting- Project in Charge Time- 3 PM Attendees- Managers and the project members Basic considerations and preparation of the bid Responsible Person Time Project in Charge 20 minutes Communication Policy Project in charge 20 minutes Costs involved in sales and revenue Sales Manager 15 minutes Maintenance and Service Consideration After Sales Manager 15 minutes Corrective Action Policy The first choice of every supervisor must take a disciplinary action to modify the behavior of an employee and must also determine the seriousness of the situation and if they feel must terminate the employee immediately. The supervisor in charge of the team must take corrective action whenever the need arises[4]. Personal Contribution Plan The personal contribution plan will be set up by the project in charge to make sure that every employee and persons involved in the project gets a fair amount of return at the completition of the project successfully. References Chekwa, Charles, et al. "AN EXAMINATION OF THE EFFECTS OF LEADERSHIP ON BUSINESS ETHICS: EMPIRICAL STUDY."International Journal Of Business Public Administration11.1 (2014). Choi, Seung-Il, and Dong-Il Kim. "A Study on The Effect Business Performance of Leadership on Global Corporate."Journal of Digital Convergence12.10 (2014): 191-199. Choi, Seung-Il, and Dong-Il Kim. "A Study on The Effect Business Performance of Leadership on Global Corporate."Journal of Digital Convergence12.10 (2014): 191-199. Nahavandi, Afsaneh.The Art and Science of Leadership -Global Edition. Pearson, 2016. Pruzan, Peter, et al.Leading with wisdom: Spiritual-based leadership in business. Routledge, 2017. Storey, John, Jean Hartley, and Jean-Louis Denis, eds.The Routledge Companion to Leadership. Taylor Francis, 2016.