Topic & Outcomes of the Project
The project’s topics and outcomes are based on the analysis and the detailed discussion of the impact of the performance appraisal in the UK textile industry. Furthermore, the section unearthing numerous benefits the UK textile industry is getting by utilizing this management practice and the detailed description of how the organization can move forward with it.
The topic of the Project
The selected topic for the analysis for this project is Identifying Impact of Performance Appraisal On Work Commitments in the UK Textile Industry”. The UK’s textile industry is one of the most developed and renowned sectors of the United Kingdom. Therefore, its management regarding the practice of performance appraisal and its impact on employees’ work commitments is the well-debated topic in several magazines and reports due to its significance in the industrial sector. The selected topic intended to classify all the positive impacts of the practice mentioned above concerning the UK textile industry…
Outcomes of the Project
In the UK textile industry, the performance appraisal system is the most argued topic when the discussion moved on to the high-performance levels of employees due to the quality work obligations. There are many articles, reports, journals, and magazines that have elucidated this matter due to its importance in the United Kingdom’s utmost revenue generation industry. The data collected by a thorough analysis of these reports and articles fulfill the requirements of the project.
The results or the outcomes have been determined after an in-depth inspection presented in the below-mentioned paragraphs.
Impacts of performance appraisal on work commitments in the UK textile industry
Improved extrinsic and intrinsic motivation.
When employees in the UK textile industry have a feeling of fair assessment and responsibility, they struggle to do much better than their previous performance to get a fair relative reward. Moreover, this approach upsurges the motivation level of the employees in both extrinsic and intrinsic manner. This approach results in the performance of the employees and comparatively higher scores on the assessment chart than other contemporaries, which has an immensely positive impact on the productivity of the organization.
The improvement in organizational Loyalty
The notion of work commitment is based on the loyalty level of the workers, which are aligned with the vision and mission of the organization. Therefore, the fair assessment and the performance appraisal system created trust in the organization. This sense of trust brings loyalty to the employees toward their job and the goals of the organization. Moreover, it increases the level of work commitment, which is explicitly visible in many articles. This approach motivates employees to work for larger goals rather than working for their perks and benefits.
Constant feedback
The feedback plays a pivotal role to surge the performance of the employees efficiently and effectively. Feedback is the tool to evaluate the employees’ strengths and weaknesses to fill the gaps in their performance. The UK’s textile industry has a mechanism to give constant feedback to the employees and formulate particular goals and directions for the improved level of job satisfaction. Therefore, the improved level of employee motivation and performance appraisal leads to better work commitments. The reality is when the employees are deeply engaged with their jobs, they perform much better, and their goals are not only based on the remuneration packages.
Decreased Turn over
In the UK textile industry, the turnover rate of the employees is very low. This happens due to employees’ willingness to stay in the companies as they are motivated and well satisfied with the performance appraisal system. Moreover, the trust factor plays a primary role as employees trust the concerned authorities about their performance’s fair judgment. This is the main reason for their long term stay and positive outlook toward the work.
The development of bias-free atmosphere and trust-building
The UK’s textile industry gives confidence to the employees about the fair distribution of rewards, which is grounded in a bias-free and non-favoritism approach. Moreover, the industry develops a feeling of trust, which results in the creation of an atmosphere of strong accountability in terms of employees’ performance. When the employees feel that they have importance in the organization’s eyes, they work harder to achieve the organizational goals.
Improved individual and organizational performances
The employees’ motivation is grounded in the given directions and leadership that help them easily achieve their goals. This kind of direction is an impart factor for the improved performance in the employees, particularly ion the UK textile industry. The supervisors of the UK textile industry set short term goals for the employees, which help them to examine their weaknesses and strengths, which become the reason for the improved employee individual performance. The short-term goals for the employees become the reason for the organization’s productivity in terms of achieving big goals. Hence, it is proved that the goal setting’s mechanism is important for the improved performances in both individual and collaborative manner.
Conclusion
The project is based on identifying the impact of performance appraisal on work commitments in the UK textile industry. This is the conduit to create a productive atmosphere for the employees in order to increase their commitment toward the work, loyalty, and willingness to stay to fulfill the long term goals. Furthermore, the performance appraisal system guarantees a fair reward system that stimulates employees’ motivation. In the UK textile industry, the fair performance appraisal system is the assurance of the employees’ positive outlooks toward their work.
When the motivation toward the work increases, the employees put the organizational goals before their own goals, because of their loyalty and dedication to their work. It has a direct effect on the performance of the employees, which is grounded in the level of job satisfaction. Therefore, it strongly affects the work commitment, which is the primary reason for the low turnover rate in this industry.
Moreover, the bias-free and non- favoritism aspects build the trust factor and nurture than the loyalty of the employees and motivate them to work on a long term basis. This project finds that the performance appraisal system is an important factor in improving employees’ performance and the organization’s productivity.
The through mechanism if the feedback becomes the reason for the employees’ efficient and effective performances. The reason for the feedback is to educate the employees about their strengths and weaknesses. When employees know that they will get the benefit after the hard work, they strongly focus on their goals by filling the gaps in their performance. The constant feedback is the perfect medium for motivating employees by highlighting their strengths and weaknesses; this approach allows employees to think about their productivity. Continuous feedback leads to constant improvement in the performance of the employees, leading to the organization’s pro.
The UK’s textile industry must develop a strategy to surge the positive impacts of a fair performance appraisal, so the job satisfaction level of the employees will get better. The textile industry of the UK is one of the greatest contributors’ toward the GDP as it comprises a high number of manufacturing of fabric and exports. Therefore, to improve the other sectors of the industries, the textile organization should share the performance appraisal strategies in order to benefit other industries.