Importance Of High Achievers In The Workplace

Improved Essays
With this article, most organizations would welcome employees of this nature. High achieving performance employees view the quality of work as a precedence in the workplace. These individuals concentrate on doing their best job to please the organization. Their goal is to improve their skill set and have a take charge mentality in decision making. These traits complement their abilities that provide originality and new development for the organization. Autonomy is the main element of high-achievers in the workplace. Their time management is stellar in completing their task because they have learned to plan ahead because of their autonomy. Research and survey findings suggest they have the flexible schedule than other employees. In the workplace, …show more content…
Current research suggests they seek a meticulous report concerning their quality of work; they actively pursue an evaluate about their job performance. A high-performance employee maintains knowledge of the interworking’s of the organization. These individuals have regular contact with management of other departments to develop new ideas for the organization. They are aware when to take the “lead, follow and get out of the way” method constructively. However, a self-directed style lets these individuals direct their own professional development and assists the organization to be successful. They always remain motivated, ready to take on new tasks, and are self-initiated. High-achievers conduct research about matters within or spend a substantial about of time in training and development programs. They may seek new duties for the opportunities for learning purposes. High-achievers continue to gain knowledge and seek new responsibilities to excel their career. They are enthusiastic about the challenges that put them in a position to advance in the workplace. However, these individuals are very rare (Kelleher, …show more content…
Using a performance management approach such as evaluations to assess employee performance has their own unexpected challenges. When employers employ a complicated evaluation program, that is when they become aware the problems associated with an employee. Job satisfaction is a concern for the employer and will affect performance evaluation and jeopardize the “employer-employee relationship” by creating conflict between the worker and the manager. However, employers can use questionnaires, surveys, feedback from employees, and the manager’s appraisal describes what issues exist between job satisfaction and performance evaluations (Piening et al., 2013). Effective consulting management strategies will increase motivation and workplace

Related Documents

  • Improved Essays

    Peak Performance Essay

    • 818 Words
    • 4 Pages

    They are motivated and stay confident and resilient. Peak performers strive to do the absolute best that they can in everything they do. Businesses and companies need peak performers as employees because it would generally cause growth within the company therefore increasing revenue and overall success for said company. If people didn 't strive to be peak performers there would be no motivation or great success. Also people would be lazy and would care…

    • 818 Words
    • 4 Pages
    Improved Essays
  • Improved Essays

    " Peak performers are those who become masters a creating excellence by focusing on results." (Bethel University, p.6) In order to be a peak performer you have to make sure you are applying yourself in the best way possible. Taking steps in order to be where you want to be, or reaching your short-term or long-term goal. When you are a peak performer you know that you may not learn the same way as others, with that being said you know how your format of learning and you know how you can learn more.…

    • 681 Words
    • 3 Pages
    Improved Essays
  • Improved Essays

    Essay On Peak Performers

    • 888 Words
    • 4 Pages

    To be a peak performer, it means setting goals and developing appropriate attitudes and behaviors to achieve the results they want. Peak performers are those who become masters at creating excellence by focusing on results they want. Peak performers are those who become masters at creating excellence by focusing on results they want. (Bethel University, n.d.p.6) Peak performers knows how to change their negative thoughts into positive and realistic affirmations. Peak performers focus on long-term goals and how to break down goals into daily action steps.…

    • 888 Words
    • 4 Pages
    Improved Essays
  • Improved Essays

    I am writing to you today to inform you about my recent experience at the Degree in Three Industry Panel session, which was held on the Southern New Hampshire University campus on Tuesday November 8, 2016. I intend to talk to you about my overall experience at the panel, including the key speakers, the topics discussed, and some important discussions questions that were asked. Prior to attending the event I took steps to ensure my own success and the success of the event. I researched the panelist and their industries/companies, identified some potential questions for each, and ensured that my attire and my behavior would be professional and appropriate for the event.…

    • 520 Words
    • 3 Pages
    Improved Essays
  • Improved Essays

    People who have learned to live the life they want and to do the work that fuels their passion. People who that tend to excel in their chosen fields. In Search of the Secrets of Peak Performers. (2005). T+D, 59(2), 78-80.…

    • 1013 Words
    • 5 Pages
    Improved Essays
  • Improved Essays

    As the retiring CEO, I propose that the Board of Directors consider electing a high performance leader as my replacement. As a high performance leader myself, I consider the associated qualities of such a leader to be most advantageous in our line of business. Additionally, it is essential for the prospective candidate to not only have the capability to manage but also to lead. Leading others is a skill that is honed through first-hand experience and facilitated through the transformation from an “I” to a “we” leader. An authentic high performance leaderhas the ability to unite the employees of an organization around a shared purpose and the determination to empower them.…

    • 1312 Words
    • 6 Pages
    Improved Essays
  • Improved Essays

    Performance Evaluation Performance evaluation is a mechanism for giv¬ing feedback to employees, both new and expe¬rienced. In addition to new employees receiving ongoing evaluation during their onboarding by an assigned preceptor/coach, they are expected to re¬ceive an initial performance evaluation within the first 60 to 120 days, depending on the policies of the organization. This feedback is directed at the in¬dividual employees' progress relative to their on-boarding program (formative evaluation). During this evaluation, the employee and managerial staff also should take the time to evaluate the employee's "fit" with the organizational and departmental cul¬ture (summative evaluation). Strategies to address further needs and/or employment status should be decided at this time.…

    • 559 Words
    • 3 Pages
    Improved Essays
  • Improved Essays

    Jim Collins said, "get the right people on the bus and the wrong people off the bus". This quote says it all about the importance of performance evaluations for any organization. For example, every organization has a certain number of employees that it requires or has budgeted to meet its demands. Including my prior organization, the United States Navy (USN) which utilizes various methods to employ and promote the right people. I have been fortunate to be on both sides of this process throughout my 20-year military career and understand how the method works.…

    • 212 Words
    • 1 Pages
    Improved Essays
  • Superior Essays

    Building Cohesive Teams According to Bruce Tuckman’s research into group dynamics, he developed ‘Tuckman’s Stages of Group Development’, wherein concluded that there are five stages that teams experience during either the lifespan of the team, if it is a temporary team, or the task, if it is a permanent team. The theory relates to how teams become less formal and more focussed as the team progresses towards goals and members gain focus. These stages are as follows:…

    • 1465 Words
    • 6 Pages
    Superior Essays
  • Improved Essays

    The approach that we will be using is the 360-degree feedback approach which is done to collect the perceptions of the conduct of the department members from several sources such as peer, direct reports, managers, and supervisors also known as multi-rater feedback (Society for Human Resource Management, 2011). “Measuring employee engagement is a strategy to improve productivity and attain business objective” (Society for Human Resource Management, 2011, p.7). The results of the appraisal gave KPI’s showing that the…

    • 529 Words
    • 3 Pages
    Improved Essays
  • Improved Essays

    There are several factors to consider when managing the way people perform. Firstly, plans and potential can count for little unless they are used to deliver something meaningful. In a work-based performance management cycle, this must relate to the needs…

    • 1527 Words
    • 7 Pages
    Improved Essays
  • Decent Essays

    John Holland’s career-related personality types are six different personality types that one can categorize themselves into. Like most individual I found that after reviewing the types I fall into multiple personality types. I felt I most related to social, conventional and artistic. Mr. Holland concludes social individuals as humanistic, responsible and concerned for the welfare of others. These individual enjoy group activities, healing and counselling others.…

    • 487 Words
    • 2 Pages
    Decent Essays
  • Improved Essays

    A peak performer has several different meanings in regards to all that the term concerns in an individual’s life. Some qualities that would be seen of a peak performer would be that the person is goal oriented, self-reliant, determined, and aware of their skills and intellect concerning their personal growth (Bethel University, 2013). The criteria of a peak performer are one that has a well-defined and disciplined nature concerning their goals. The person meeting this standard would have the exceptional insight of their own skills and when and how to use them. This person would also choose life goals to reach and would pursue them with small tangible goals that enable the performer to achieve higher goals at a different pace.…

    • 272 Words
    • 2 Pages
    Improved Essays
  • Superior Essays

    According to (Obisi. Chris , 2011) “Organizational performance and its resultant efficiency and effectiveness can only be achieved when individuals are continuously appraised and evaluated. Appraisal outcomes are analyzed to explain strengths and weaknesses and set agenda for better future performance. Organizations should stop giving less attention to the evaluation of their employees and recognize that organizational training needs can only be identified from performance appraisal outcomes”. On the other hand employee evaluations should show employees where improvement is needed.…

    • 1153 Words
    • 5 Pages
    Superior Essays
  • Improved Essays

    Hoppock (1935) was the first who brought forth the concept of job satisfaction in limelight. He held that job satisfaction was a combination of psychological, physiological and environmental circumstances that caused a person to say that "I am satisfied with my job". To a society as a whole and from the individual employee's standpoint, job satisfaction, in and of itself, is a desirable outcome. However, from a pragmatic managerial and organizational effectiveness perspective it is important to know how, if at all, this variable relates to outcome variables. Various questions such as: does the job employee having high job satisfaction perform better?…

    • 716 Words
    • 3 Pages
    Improved Essays

Related Topics