Portfolio Project: You are the assistant to the Director at a large healthcare facility. The director would like to welcome the interns using a presentation. You have been tasked to compile information to provide the interns with an overview of leadership and management essentials within health care. 1. Explain what drives individual’s behaviors. Examine the importance of this, as it relates to health service managers. 2. Discuss the 9 habits of the mind and explain why they are relevant for managers. 3. Identify and explain, at minimum, three of the most important leadership competencies for healthcare service managers. 4. Describe best practice management and effective leadership techniques, which will help improve performances among employees and /or organizations. 5. Define strategic planning (healthcare services) and explain the five steps that it encompasses, which will assist a manager to explore and articulate an effective process. Due date is Monday March 21 6pm eastern time. APA format (original work) No page limit PERFORMANCE APPRAISAL 1 PERFORMANCE APPRAISAL 7 Performance appraisal; Two Styles Of Evulation Chelsea Mattingly UMUC Organizations’ want to ensure that they work towards success to achieve all the set goals such as a healthcare facility. An organization’s major purpose is to make profits based on the investments and activities it carries out. Therefore, it uses various techniques and methods to enable it to reach a level of success which is done by keeping a close control and supervision of the activities of the organization. Hence, it is its duty to maintain high productivity and production of quality products and services in the workplace. It is clear that employees are the major contributors to high productivity and increase in the quality of goods and services. Therefore, it is important to ensure that the performance of employees is closely checked and examined for the benefit of the organization. Performance appraisal according to Deb (2006) refers to the process and technique by which the performance of a given employee is periodically evaluated so as to note any changes that may arise. It refers to the situation where employees are monitored and supervised by encouraging them to provide quality work which benefits both the employees and the organization. This is because once profits increase, employees are in a better position to receive better pays and also the organization will succeed leading to existence in the future. Performance appraisal mainly focuses on developing the employees’ performance in the workplace which leads to better ways of production and increased levels of productivity. It aims at using new ways of productivity and improving the skills and experiences of the employees. Employees perform different activities in organizations based on their difference in skills and experience. This leads to a process where an organization can allocate .

1. Portfolio Project:
You are the assistant to the Director at a large healthcare
facility. The director would like to welcome the interns using a
presentation. You have been tasked to compile information to
provide the interns with an overview of leadership and
management essentials within health care.
1. Explain what drives individual’s behaviors. Examine the
importance of this, as it relates to health service managers.
2. Discuss the 9 habits of the mind and explain why they are
relevant for managers.
3. Identify and explain, at minimum, three of the most important
leadership competencies for healthcare service managers.
4. Describe best practice management and effective leadership
techniques, which will help improve performances among
employees and /or organizations.
5. Define strategic planning (healthcare services) and explain
the five steps that it encompasses, which will assist a manager
to explore and articulate an effective process.
Due date is Monday March 21 6pm eastern time.
APA format (original work)
No page limit
PERFORMANCE APPRAISAL 1
PERFORMANCE APPRAISAL 7

2. Performance appraisal; Two Styles Of Evulation
Chelsea Mattingly
UMUC
Organizations’ want to ensure that they work towards
success to achieve all the set goals such as a healthcare facility.
An organization’s major purpose is to make profits based on the
investments and activities it carries out. Therefore, it uses
various techniques and methods to enable it to reach a level of
success which is done by keeping a close control and
supervision of the activities of the organization. Hence, it is its
duty to maintain high productivity and production of quality
products and services in the workplace. It is clear that
employees are the major contributors to high productivity and
increase in the quality of goods and services. Therefore, it is
important to ensure that the performance of employees is
closely checked and examined for the benefit of the
organization.

3. Performance appraisal according to Deb (2006) refers to
the process and technique by which the performance of a given
employee is periodically evaluated so as to note any changes
that may arise. It refers to the situation where employees are
monitored and supervised by encouraging them to provide
quality work which benefits both the employees and the
organization. This is because once profits increase, employees
are in a better position to receive better pays and also the
organization will succeed leading to existence in the future.
Performance appraisal mainly focuses on developing the
employees’ performance in the workplace which leads to better
ways of production and increased levels of productivity. It aims
at using new ways of productivity and improving the skills and
experiences of the employees.
Employees perform different activities in organizations
based on their difference in skills and experience. This leads to
a process where an organization can allocate different tasks to
different individuals who can provide more quality work. This
is called the division of labor where an organization divides the
whole process into various subsections and assigns different
employees in each section. However, the departments are
always related which requires coordination so that the
organization’s goals and objectives can be achieved in an
expected manner.
Performance is mainly measured based on factors such as
leadership abilities, output, the quality of output, cooperation in
the workplace, skills and knowledge of the workers. Test are
carried out based on the past performance and the current
performance to influence future performance. An organization
measures the requirement in each job and looks into the
strengths and weaknesses of the individual assigned to that job.
The major objectives of performance appraisal are to analysis
how current the employees are and focus on coming up with
various training and development programs whose aim is to
improve the skills of employees and come up with new ways of
performing activities. It also aims at increasing the levels of

4. competency in the workplace and improves the communication
skills of the organization.
Communication is one of the important factors in an
organization that helps it reach its goals and objectives in a
short period. It also leads to the evaluation of the various
human resource programs which is done by viewing how limited
resources are effectively allocated to the different departments
that exist. Resources are limited thus requires close check up on
how to allocate resources to the alternative uses that exist in the
organization. Performance appraisal also aims at receiving
feedback and any complaints from the employees, customers,
management, suppliers and the stakeholders of the organization.
The methods of performance appraisal are divided into two
major groups that are traditional and modern methods.
Traditional methods comprise of methods like the checklist,
rating scales, forced choice method, forced distribution method,
field review method, and performance tests and observations
methods. The modern methods consist of management by
objectives, subjective appraisals, assessment centers and 360-
degree feedback. However, there are differences that exist
between these processes that differentiate every single method
from the other. We can, therefore, compare and contrast
between checklist traditional method and 360-degree feedback
method which is modern.
Checklist refers to that process that focuses on the various
traits of every employee in the organization. It comprises of
preparation of yes or no questions that answer the traits of these
employees. The person in charge only mainly focuses on coming
up with reports by checking the employees. It is the
responsibility of the human resource department to conduct an
evaluation of the employees. Its advantage is that it requires
limited training which leads to low costs and there are increased
levels of standardization. Its disadvantages are that it may
comprise of rater biases and the human resource may use
ineffective measurements. Also, in some cases, statements are
framed in the wrong way.

5. 360-degree feedback refers to that process that includes
collecting all the available performance data on a particular
individual team which mainly focuses on stakeholders.
Stakeholders comprise of customers, team members, supervisors
and also other peers. Appraisers refer to any person who has
important information and data concerning how a particular
employee conducts a particular task. This technique is important
because it leads to self-development and there is an existence of
a wide range of information which can be compiled to come up
with practical solutions to the problems facing various
employees. This appraisal is important because it weighs
interpersonal skills, skills that lead to an efficient team and also
leads to a situation where customers are fully satisfied.
However, since it requires feedback from various appraisers it
may be a little bit intimidating and tiresome because you are
forced to go through the information provided by many people.
This is sometimes tiresome and also, time-consuming.
There are differences that exist between these two methods
which are explained below. The first difference is that in
directional checklist process of leadership style is used. The
method mainly focuses on evaluating an individual according to
strengths and weaknesses. Once this is done it is upon the
employee to make the changes that are needed. In 360-degree
feedback, once a problem is discovered the organization comes
up with various methods to guide the operator to change. The
organization uses coaching method of training and development
which is conducted by practically showing the employee the
various steps, moves and processes required for a particular
change (Bohlander, & Snell, 2010).
Another difference is that in checklist appraisals are
conducted on various occasions that are it is done after an
extended period while in 360-degree feedback, evaluation of the
employees’ performance is frequently performed and the
various changes are made. Also, in the checklist, there exists a
high level of formalities. The process requires various strict
rules and regulations that govern the conduction of appraisal

6. while in 360-degree feedback only a few formalities exist that is
the process is not always complicated but requires little and
simple rules. Another difference is that in the checklist it aims
at influencing the values of an individual which in 360-degree
feedback it affects the whole organization. Checklist aims at
building controls while 360-degree feedback aims at developing
the performance of the organization. The other difference is that
the rewards of the checklist are mainly focused on individuals.
This is where the individuals primarily benefit from the process
by impacting on their personal traits while in 360-degree
feedback it focuses on helping a group and the whole
organization.
However, these methods are similar because they both aim
at analyzing and evaluating the performance of employees and
individuals. The both result to some existence of changes that
bring about positive effects. They all lead to the realization of
the various problems that exist in the organization set up. They
result in increased communication skills and also increase
incompetence in the workplace. They both result in the analysis
of how productive an employee is to the organization and what
changes to be made. They both aim at analyzing the allocation
of limited resources to various departments (Daley, 1992).
Therefore, it is clear that organizations should ensure that
they invest on the best performance appraisal methods that will
help it work towards achieving all the set goals and objectives.
The modern methods are more beneficial than traditional
methods of performance appraisal.

7. References
Bohlander, G. & Snell, S. (2010). Managing human resources.
Mason, OH: South-Western Cengage Learning.
Daley, D. (1992). Performance appraisal in the public sector :
techniques and applications. Westport, Conn: Quorum Books.
Deb, T. (2006). Strategic approach to human resource
management : concept, tools and application. New Delhi:
Atlantic.