When you think about workplace diversity, what springs to mind? Mostly, employees of different demographics, but honestly there is a lot more to it. Substantially many people discourage diversity in a workplace and appreciate uniformity but the important artifact is that heterogeneity is directly interlinked with progressiveness and positive productivity.

Every company has specific criteria to measure the overall performance and company’s renditions. The criteria include five key elements; the first one is planning and expectation setting. The upper management assigns the task to the workers with set of distinguished rules of accomplishing the assignment promptly. The second element is monitoring, in this phase the management well understands that it’s vital to keep a check on employee’s work to analyze and judge his or her abilities and capabilities. The third factor constitutes about development and improvement. The supervisors are not only to monitor what the worker is doing but also to guide them throughout; they should elaborate the features that are salient and also convey their expert suggestions and specifications for improvement. The fourth element emphasizes on periodic rating system. Firms forge for specific rating system to gauge and determine the performances of an employee and on the basis of their representation, they are rewarded and compensated.

Competition may increase productivity, it’s true. Sometimes competition can help light a fire under a workforce. The idea of regularly being compared to your peers is a strong motivator to work harder and longer to keep your position. Competition does not imply any negative and abhorrent impact but instead it brings out the best in a person. People have various threshold of completing the task, not everyone is prompt and responsive in fulfilling chore timely. So it is fair that the efficient employee should be praised and rewarded, whereas the other employees should be motivated to excel more in their work and seek for better results. Another salient factor to discern is that no one is in competition with another, the struggle is with yourself. You only challenge to beat yourself.

There is this famous saying that anytime you find someone more successful than you are, especially when you’re both engaged in the same business, you know they’re doing something that you aren’t. Nobody is born talented, you grasp a lot of features and inherent them by many tough experiences.

An organization which has defined performance criteria and rewards the workers according to their hard work tends to be more efficient in growing in today’s fast paced time. Improvement in individual, group, or organizational performance cannot occur unless there is some way of getting performance feedback. Feedback is having the outcomes of work communicated to the employee, work group, or company. For an individual employee, performance measures create a link between their own behavior and the organization’s goals. For the organization or its work unit’s performance measurement is the link between decisions and organizational goals. Performance Management is a holistic management discipline which needs to connect many relevant dots to involve development, enablement, and enhancement.