Investigating Relationship of Sustainable Supply †MyAssignmenthelp

Question: Discuss about the Investigating Relationship of Sustainable Supply. Answer: Introduction: Coles always tends to follow some of the major features in performance management in order to motivate an individual employee who is currently underperforming at the workplace. After evaluating the entire case scenario of Coles it has been analyzed that use of autocratic leadership style at the workplace has de-motivated the employees towards reaching the business goal. In this kind of situation the business managers of Coles have decided to implement some of the major strategies of human resource development for enhancing the employee performance. In order to be an efficient store manager an individual has to keep a control on overall process of store management (Aguinis, Gottfredson and Joo 2012). Customer management, maintaining a balance between product supply and demand, making database on the overall sales growth of this particular store are the necessary role of a store manager. It has been analyzed from the case study that the store manager of Coles is currently underperformi ng to manage the entire responsibility at a store. Therefore, employee motivation has been considered as one of the most effective features of performance management (Kerr and Hayward 2013). In order to motivate the employees, the HR department of Coles has decided to maintain effective communication with the store manager in order to know necessary problems facing the workplace. How HRD function integrates with the organizations performance management function? The performance management practice is highly dependent on human resource department. In order to manage the performance level of employees the human resource managers of Coles have decide to implement employee motivation, taking unbiased decision, maintaining interpersonal communication, arranging reward ceremony for encouraging the employees for providing good services to the customers. It is inevitable that while motivating the organizational employees the human resource managers have to play the major role. By maintaining an effective interpersonal communication the HR managers come to know the necessary problems that the store manager of Coles has faced at the workplace (Nielsen 2013). After communicating with the employee business managers tend to provide necessary solutions based on which employees can get the scope to perform well. On the other hand, it is also undeniable that with human resource department the entire performance record of employees cannot be maintained to ev aluate the performance level. From the organizational case study of Coles it has been observed that the employee who has underperformed as store managers have face some of the major issues that is as follows. Due to the lack of communication fluency the manager was unable to give proper instruction to the store executives (Rausch, Sheta and Ayesh 2013). As a result, the internal executives could not maintain a balance between supply and demand. In this kind of situation customers of Coles failed to get proper services from the employees. On the other hand, it has also been observed that the store manager intended to take biased decision towards the employees of specific cultures and beliefs. Every single executive within the organization is not treated with equal respect and dignity (Schlfke, Silvi and Mller 2012). As a result, the internal relationship in between the store manager and employees was not strong enough. In order to overcome this kind of situation the store manager failed to maintain organizational behavior and discipline within the workplace of Coles. How reward management strategy fit into the solution While conducting an effective case study on the performance management practice of Coles it has been evaluated that employee motivation is the only factors that highly affect the performance level of existing staffs of Coles. As already discussed, linguistic barriers, cultural barriers, religious barriers are the necessary reasons due to which employees of Coles failed to perform well for meeting the business target (Van Dooren, Bouckaert and Halligan 2015). As per the reward management strategy, it has been noticed that employees are getting appreciations for performing well in terms of rewards. Every end of the year, Coles business employers tend to arrange an award ceremony for motivating the employees who have performed well throughout the year. This particular reward function is the means of motivation and encouragement for the employees who have performed remarkably well. On the other hand, good performers become the role model of motivation for those employees who are underper forming currently. Therefore, reward management strategy is highly effective for performance management system of Coles. In order to maintain the performance management practice of Coles, the human resource managers have decided to follow motivational theory at the workplace. As per the concept of motivational theory employees need an enthusiasm for performing well towards the business process. Providing necessary benefits and facilities to the employees, maintaining strong interpersonal communication between the employers and the employees, providing good salary and remuneration packages are the significant ways of employee motivation that Coles tend to follow at their workplace (Wang and Sarkis 2013). In order to enhance the performance level of store manager Coles strictly uses motivational theory at their workplace based on which the necessary issues facing at the workplace can be resolved. Reference List: Aguinis, H., Gottfredson, R.K. and Joo, H., 2012. Using performance management to win the talent war.Business Horizons,55(6), pp.609-616. Kerr, E.A. and Hayward, R.A., 2013. Patient-centered performance management: enhancing value for patients and health care systems.Jama,310(2), pp.137-138. Nielsen, P.A., 2013. Performance management, managerial authority, and public service performance.Journal of Public Administration Research and Theory, p.mut025. Rausch, P., Sheta, A.F. and Ayesh, A. eds., 2013.Business intelligence and performance management: theory, systems and industrial applications. Springer Science Business Media. Schlfke, M., Silvi, R. and Mller, K., 2012. A framework for business analytics in performance management.International Journal of Productivity and Performance Management,62(1), pp.110-122. Van Dooren, W., Bouckaert, G. and Halligan, J., 2015.Performance management in the public sector. Routledge. Wang, Z. and Sarkis, J., 2013. Investigating the relationship of sustainable supply chain management with corporate financial performance.International Journal of Productivity and Performance Management,62(8), pp.871-888.