Promoting Resilience in Nursing - 1487 Words

Promoting Resilience Resilience is defined as a person’s ability to weather adversity and come out of it with a stronger ability to deal with the next challenge (Mosby’s Medical Dictionary, n.d.). Resilience can be noted as a trait within an individual as well as a process through which a person undergoes during adversity (Jacelon, 1997). Measuring resilience can be done by assessing certain qualities within an individual and asking questions to elicit better understanding of their current psychological state (Wagnild Collins, 2009). Nurses must have a thorough comprehension of resilience and how to measure and promote this among individuals who are met with health challenges. By doing this nurses are better able to provide holistic client centred care and inform the nursing profession. Defining Resilience Resilience is a term that is often applied to those who have faced hardship and viewed the experience in a positive light as an opportunity to grow and change for the better (Wagnild Collins, 2009). The definition however seems to vary from place to place. Ungar et al. (2008) stated â€Å"definitions of resilience are ambiguous when viewed across cultures (p.174) which is why the understanding of resilience may be difficult to capture (as cited in Windle, Bennett Noyes, 2011). Although the literature agrees on several common themes about resilience there are many varying opinions on how to define the concept or the attributing factors. Earvolino-Ramirez (2007) andShow MoreRelatedPsychological Factors Affecting Social Isolation845 Words   |  3 Pagesdisease and mortality. Wells (2010) found that resilience levels were high in older adults despite whether they lived in rural, suburban, or urban areas and that strong social networks and good physical and mental health were important protective factors associated with high resilience levels across all locations. Resilience is an important concept that needs further study in the older adult population because it focuses on promoting wellness. Resilience is thought to moderate the negative effects ofRead MoreThe Problem Of Burnout Is Caused By Several Factors1049 Words   |  5 Pagesresponsibilities such as maintaining, promoting, preventing, and recovering the healthcare of patients. The career is filled with several personal responsibilities and collaborating interdependently with other health care professionals, and working independently. Although the profession/ career is filled with personal achievement and rewards, there are persistent mental, emotional, and physical challenges that come with the p rofession and that’s how nursing burnout can easily happen. According toRead MoreProfessionalism In Nursing1297 Words   |  6 Pagesno harm†. The history of nursing initially begins with Florence Nightingale. Before her era nurses had a tarnished reputation (Glasper, 2017). They were poorly educated and incompetent people. Nurses such as Mrs. Bedford Fenwick wanted to change the image of nursing. They did this by leading a campaign for professionalism. Which led to the culminated Nurse Bill receiving is royal assent in December 1919 (Glasper, 2017). July 27, 1921 was the official opening of the nursing register, there are currentlyRead MoreMy Personal And Professional Values Essay1137 Words   |  5 Pageslook like. Luckily, I was able to find a job that my values are in alignment with the values of my employer. Both, my employer and I encompass the value of caring. Which according to Burkhardt Nathaniel (2014) is integral to the profession of nursing alongside wit h the value of curing. As a healthcare provider, how do you need to consider your values, beliefs, cultural beliefs, and ethical core as you solve ethical dilemmas? I do know where I stand in my beliefs, and sometimes they are in oppositeRead MoreThe Principles of Mental Health Promotion in Relation to the Mental Health of Refugees2626 Words   |  11 Pagesinterventions. This paper discusses the principles of mental health promotion in relation to the mental health of refugees. The paper brings together feasible nurses intervention strategies that promote the mental wellbeing and develop emotional resilience of refugees and their families. Introduction Mental health promotion refers to the development of positive mental health for, and with communities and individuals, experiencing mental health issues (Wand 2011, p. 131). It entails a sustainableRead MoreThe Social Determinants of Health and Wellbeing1657 Words   |  7 Pageswellbeing have a domino effect; for example, depression may promote mental illness through stress. People become depressed due for a number of reasons including job loss, recently widowed, divorce, etc. Depression may lead to or increase bad habits not promoting physical health e.g. cutting oneself. Poor habits may eventually lead to a poor lifestyle. In a case study studied Hayleys health and wellbeing are being greatly affected by her lifestyle choices. She is socially isolated with very little helpRead MoreResilience Theory Applied For A Chance Essay1842 Words   |  8 Pages Resilience Theory Applied to A Chance in the World Anthony Shohan Bridgewater State University Resilience, in its simplest form, is the ability for someone or something to recover after an action has occurred against them or it, whether it be an emotional and/or physical action (Earvolino-Ramirez 2007; Dyer McGuinness 1996). Resilience is defined, more directly, as â€Å"the positive end of the distribution of developmental outcomes among individuals at high risk† (LutharRead MoreCultural Implications Of Dealing With Vulnerable Populations1530 Words   |  7 Pagesvulnerable populations Nursing is generally viewed as a simple profession were you learn to take blood pressure, temperature and smile. However in reality nurses are the most reliable people the vulnerable population trust during the time of need. 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The nurses apply the ethicalRead MoreCultural Implications Of Dealing With Vulnerable Populations1419 Words   |  6 Pagesvulnerable populations Nursing is generally viewed as a simple profession where you learn to take blood pressure, temperature, and smile. However, in reality, nurses are the most reliable people the vulnerable population trust during the time of need. The vulnerable population includes the mentally challenged, the unborn, those with few financial or social resources and those with cases as the incarcerated and the immigrants. The nurses also play an important role in promoting social justices. The

Autism Spectrum Disorder ( Asd ) - 2228 Words

What Is Autism? Autism Spectrum Disorder, (ASD) is a development disorder and affects the brains normal development in social and communication skills. ASD is now defined as a single disorder and includes disorders that were previously considered separate such as Childhood Disintegrative Disorder, Asperger’s Syndrome, and Persuasive Developmental Disorder not otherwise specified. There is no exact cause of ASD, but scientists believe that a variety of factors both genetic and environmental may play a role. Scientists believe that several genes are involved in the development of ASD. â€Å"There is a genetic susceptibility to ASD. This was initially determined by twin and other family studies. Although many chromosomal and gene abnormalities have been associated with symptoms of ASD, none of these are present in all affected children† (Errol, 2014). Scientists believe that some genetic problems seem to be inherited, while others happen randomly. Although genetics do not fully explain the occurrence of ASD, researchers looked at the additional environmental causes such as prenatal and perinatal factors, early toxin exposure, viral or bacterial infections, vaccinations, and autoimmune concerns. Scientists are studying how environmental factors affect certain genes. By studying how environmental factors affect genes, it provides many new ways to study how ASD develops and changes over time. ASD affects a child’s ability to interact and communicate with others. No child is the sameShow MoreRelatedAutism Spectrum Disorder ( Asd )1722 Words   |  7 Pagesin every sixty-eight births are diagnosed with the Autism spectrum disorder in other words (ASD), which is about one percent of the world’s population. And that more than three point five million people in America live with a person who has the Autism spectrum disorder. We all know that Autism is a spectrum disorder in which an abnormality is developed in the brain. It is a long life condition that has no cure for itself. People who have Autism face many difficulties in their communication and theirRead MoreAutism Spectrum Disorder ( Asd )1441 Words   |  6 PagesIntroduction Autism spectrum disorder (ASD) is a hereditary neurodevelopmental disorder. Like many other psychological disorders, it is commonly misunderstood in popular culture. Many allude to it casually, often equating it with crippling social awkwardness and disability when it is in fact a spectrum disorder with many degrees of severity. It is somewhat of an enigma within the scientific community as well; there are many things we do not know about ASD and there is ongoing research to learn moreRead MoreAutism Spectrum Disorder ( Asd )1535 Words   |  7 PagesHow Autism Influences the Interactions with Others There is a little boy that gets up every morning and goes to school. He goes home to his parents after school each day. He eats, sleeps, and plays just like any other child. There is one difference. He sees the world in a unique way than most other children not affected by Autism Spectrum Disorder. The boy’s life and actions are a bit different and can be challenging for him. He needs understanding parents, family members, and teachers. Autism SpectrumRead MoreAutism Spectrum Disorder ( Asd )1444 Words   |  6 PagesAutism Spectrum Disorder Dustin S. Staats University of Central Oklahoma â€Å"Autism Spectrum Disorder (ASD) formerly known as just Autism, is a disorder that affects about 1 in 68 children here in the United States.† (Facts about ASD) This is a pretty high prevalence and the number is continuing to rise. â€Å"Autism is a developmental disability that can cause significant impairments in behavioral, communication, and social aspects of everyday life.†(Facts about ASD). The intellectual functioning ofRead MoreAutism Spectrum Disorder ( Asd )1569 Words   |  7 Pagesdiagnoses for autism spectrum disorder (ASD) occur has seen a dramatic growth in numbers. With diagnoses for ASD increasing, more siblings are also being found to have grown up with a sister or brother with autism spectrum disorder. Previous studies have shown no consensus on whether or not siblings of persons with ASD are at risk for negative effects. However, patterns of anxiety among these siblings are being examined to see if characteristics of a child with autism spectrum disorder and their parentsRead MoreAutism Spectrum Disorder ( Asd )1369 Words   |  6 PagesAutism Spectrum Disorder (ASD) Introduction I don t think people understand how unique children with Autism are or the demands of caring for a child with Autism is. In order to grasp the effect of this disability has on a child or their family it is important to understand the characteristics of a child living with Autism. So for you to understand I will be talking about Autism Spectrum Disorder (ASD) or Autism in a childs life. I will be talking about what autism is, the history and descriptionRead MoreAutism Spectrum Disorder ( Asd )1587 Words   |  7 Pages Topic: Autism Spectrum Disorder  (ASD) Purpose: My audience will learn the importance of recognizing early signs of Autism Spectrum Disorder in children. Thesis: It is important to understand the early signs of Autism Spectrum Disorder, and why early intervention is the best treatment. Introduction: Gain/maintain attention There is a television show I like to watch called â€Å"The Big Bang Theory, maybe some of you have seen it. This show focuses on the relationships between a group of friends, someRead MoreAutism Spectrum Disorder ( Asd ) Essay1168 Words   |  5 PagesAutism Spectrum Disorder, as defined by the National Institute of Neurological Disorders, refers to a group of complex neurodevelopment disorders characterized by repetitive and characteristic patterns of behavior and difficulties with social communication and interaction (ninds.nih.gov). Autism Spectrum Disorder (ASD) is a very complex developmental disorder and the term ‘spectrum’ was added to the original term simply known as ‘Autism’ due to the wide range of symptoms associated with the disorderRead MoreAutism Spectrum Disorder ( Asd )1852 Words   |  8 PagesThe following paper is going to cover the topic of Autism Spectrum Disorder (ASD). Using research and data collected from various authors and journalists the paper will describe the different variations of autism and discuss the impact autism has on a person- in society, at home, in the classroom, and in their careers. Beginning at infancy, autism has a major impact on not just the child but their family’s life as well. The child’s lack of ability to interpret social cues, gestures, and expressionsRead MoreAutism Spectrum Disorder ( Asd ) Essay1240 Words   |  5 PagesAutism Spectrum Disorder Autism Spectrum Disorder (ASD) is a range of conditions grouped under the neurodevelopmental disorders in the Diagnostic and Statistical Manual of Mental Disorders (DSM-5) published in 2013 (Kress Paylo, 2015). Those who are diagnosed with autism spectrum disorder must present two types of symptoms: 1) Deficits in social communication and social interaction and 2) Restricted, repetitive patterns of behavior, interests or activities (APA, 2013). The DSM-5 merged all autism

Strategy and Implementation Performance Management at Heinz Australia

Question: Explain Performance Management at Heinz Australia. Answer: Introduction: Performance management is one of the major factors for organizational growth in the global market. It facilitates in evaluating the productivity and contributions in the business. In recent years, the global industry has been focusing on the performance management in order to enhance the business in an appropriate manner. By analyzing the beneficial aspects of the performance management, it can be assessed that the particular process allows in obtaining organizations objective and goals in a systematic process. On the contrary, the performance management often discourages the creativity in the business. In this particular case study, the researcher has investigated the performance management at Heinz Australia. Fair work Australia (FWA) has evaluated that the dismissal of a sales manager called Moretti have triggered an issue in performance management at Heinz Australia (Van Dooren, Bouckaert and Halligan 2015). According to the Fair work Australia (FWA), the dismissal of an employee depends on some factors including unsatisfactory performance. However, the organization often dismisses employees unfairly. Consequently, it reduces the organizations values and position in the global market. Hence, it can be assessed that the performance management processes have become more common issues in employment contracts within the private sector. Performance management process is involved in the process for identifying the key performer of the business. In recent years, organizations focus on the performance management in order to uphold a proper business process management in the particular i ndustry (Rabl et al. 2012). In this context, the researcher has highlighted the performance management process conducted at Heinz. Moreover, the researcher has investigated the sales managers dismissal case through a detailed discussion. The researcher has also investigated the reinstatement policy conducted by Fair work Australia (FAW) for former WA sales manager called Moretti. Research: Rolstadas (2012) has argued that performance management is a key factor for experiencing organizational growth in the market. With the involvement of the performance management program, the senior authority identifies the potential performer in the business. On the other hand, De Waal (2013) has highlighted the fact that proper implementation of the performance management program is responsible for achieving the goals and objectives of the business in an effective manner. In this context, Fair work Australia has found that Heinz Company Australia has unfairly treated with sales manager called Moretti. The dismissal of the sales manager was done intentionally. Moynihan and Lavertu (2012) has discussed that performance management is a systematic process it needs to be executed through several approaches. On the other hand, the senior authority of the organization is not allowed to dismiss any individual without showing any valid reason. In this context, Heinz management provided the tr ibunal for insisting on a distinct performance management plan for Moretti, who has a low score in his annual review. However, this low score was not an individual performance rating, but Companys wide rating given by all employees. Ultimately, the sales manager has a contract that says Moretti has to sign the performance management plan or be dismissed from the company. Hence, it can be assessed that Heinz Australia has pressurized on the sales manager for conducting a particular thing. Mone and London (2014) has argued that the organization should not create pressure on the employee for executing certain things, which is not ethical. Moreover, the senior authority should not utilize their power to dismiss any individual from the business. On the contrary, Taticchi, Balachandran and Tonelli (2012) have argued that decision-making needs to be executed from both organization and employees perspective. Pollitt (2013) has highlighted the fact that forcibly decision-making is a harmful approach for the business, as it may create challenges for employee retention. Consequently, it indicates the vital issue of the business. Heinzs approach to performance management is a controversial context, as the senior management of the organization has dismissed sales manager without providing any valid reason. Performance management is one of the key factors that enable organization experiencing profitable outcome from the business. In this context, Heinz has continuously forced to Moretti for signing up the performance management plan. Moreover, the organization was not ready to explore the performance management plan to Moretti. Hence, it indicates the unethical method of managing performance in the business. Ates et al. (2013) have argued that Although the performance management is a key factor for achieving organizations goals and objectives, senior management is not allowed to hide any terms and condition from the employees of the company. According to Fair Work Act 2009, the senior management needs to consider some facts before the dismissal of an employee from the company. Moreover, Fair Work Australia (FWA ) has discussed that the management should identify whether the dismissal of the employee is conducted based on unsatisfactory performance or not (Aguinis, Gottfredson and Joo 2012). Hence, it can be assessed that performance management process has become common challenges for the global industry. In this scenario, Moretti, the sales manager of Heinz, has undergone a performance review in May 2011. Later that month, Mr. Moretti has reported allegations about one of his subordinates to his line manager. The sales manager was informed that the matter would be dealt by the head office. However, the organization has not properly investigated the matter. According to the sales manager, Heinz has taken a sudden decision about the termination of his employment from the company (Lee Rhodes et al. 2012). On the contrary, Heinz has argued that the sales manager was given feedback about the performance management and was told that advice would be given from the human resource management. Hence, the incident contradicts with each other conversation. Mr. Moretti has asserted that he has asked several times to his senior management about the identification of his performance lacking areas (Sutiyono 2012). However, the sales manager has a strong belief that there was no lack of his performan ce. In spite of that, Heinz has terminated his employment from the organization. By analyzing the significance of the strategic performance management, it can be assessed that the management could able to achieve the organizational objectives through the implementation of the performance management plan within the business. However, the performance management program needs to follow some guideline for conducting in an appropriate manner. Hvidman and Andersen (2014) has discussed that the Performance management system sets criteria for identifying worker contribution and productivity. It allows the business to establish organizations activities and requirements. In this context, Heinz has dismissed the sales manager without showing any valid reason. Although the main criterion of Heinz is to manage performance within the organization, they have been focusing on the other things including employment dismissal. In this scenario, the management has not tried to identify the performance lacking areas of the sales manager. The organization could have arranged a proper discussion with Moretti about the performance management plan. However, the management has forced him to sign up a performance management plan without discussing it in a proper manner. Hence, it indicates managements issues in conducting the performance management plan in an effective manner. As per the FWA, performance management program should consist of proper methods for obtaining profitable outcome of the process. In recent years, most of the businesses have been facing challenges in executing the performance management program due to lack of management planning and execution. Bianchi (2012) has argued that the unethical dismissal of employees could create major issues in the business, and it affects the business productivity. Consequently, it could hamper the businesss growth in the global platform. In this scenario, Heinz has dismissed the sales manager without clarifying the performance lacking areas. Consequently, it is responsible for diminishing the brand values of the bu siness in the global market. With the involvement of the performance management planning, the organization could enhance the business opportunity in the global market (Bianchi and Rivenbark 2012). The sales manager has refused to be performance managed, as he feared that the entire program was designed to trigger his dismissal by the company. Hence, it can be assessed that Heinz has planned to terminate his employment from the company. It indicates the improper performance management process executed in the organization. Consequently, it indicates the risk factor for the business and the organization may lose its brand image in the global market. By analyzing the case scenario, it can be assessed that the employees performance management conducted at Heinz is quite unreliable. Heinz has dismissed an existing sales manager of the organization without showing real issues of the employee. In this context, the higher management has terminated the employment without providing the clarification to the employees about the identification of the performance lacking areas. Performance management is one of the major factors for experiencing the profitable outcome from the business. Taylor and Baines (2012) have identified the fact that the unreliable performance management is responsible for reducing the organizational growth in the global platform. On the other hand, Yadav and Sagar (2013) has discussed that the performance management has huge impacts on the strategic human resource management. It can be assessed that the strategic human resource management is one of the key factors for the enhancement of the work design at the workpla ce. In this context, Heinzs approach towards the sales manager was not acceptable, as the management was not ready for identifying the performance lacking areas of the sales manager. Moretti has asked several times to the higher management for evaluating the key lacking areas. Yadav and Sagar (2013) have argued that the employees performance management program must be followed through a guideline in order to enhance the entire process in an effective manner. The relationship between strategic human resource management and performance management is that it defines personal development goals along with setting organizational objectives in an effective manner. Moreover, it manages the change and provides enhanced training to the employees in order to obtain profitable outcome from the business (Jelali 2012). By discussing the employees performance management at Heinz, it can be assessed that the organization is not liable to provide a valid reason for terminating the employment of an employee in the business (Vuki, Bach and Popovi  2013). For example, Moretti has asserted that the management has forced him for signing up a performance management plan without clarifying it properly, and Heinz has threatened that his (Moretti) unwillingness could cause the termination of his employment from the company. Hence, it can be evaluated from the above discussion that the performance management plan at Heinz was not reliable for employees. It directly affects the strategic human resource management and organization performances. Strategic human resource management is one of the important factors for enhancing the organizational performance in an effective manner. In recent years, the organizational performance has been facilitating the company to enhance the financial performance, customer service, social responsibility, employee stewardship and the performance measurement systems. In this context, Heinz could have provided a detailed discussion of the performance management plan to Moretti. However, the organization has ordered him for signing up performance management plan or be dismissed from the organization. Hence, this behavioral approach of the management has indicated the bias in the process. Ahmad (2012) has discussed that organizational performance consists of several components of the business, and it must be executed in an effective manner for obtaining positive outcome from it. By investigating the case scenario, it can be assessed that the managements unreliable decision on the performance management has created difficulties for Heinz in managing performance plan. Brenden McCarthy, the deputy president of Fair Work Australia (FWA), has said that the performance management plan must rely on the management and Heinz has executed the process imperfectly. Although Heinz has argued on the dismissal of Moretti, McCarthy has protested against that decision. Heinz has shown the reason that the sales manager had a low score in his annual review (Poister, Pasha and Edwards 2013). However, they have not shown him the exact areas of performance lacking. Consequently, the management has failed in conducting the performance management plan in an effective manner. With the involvement of this incident, Heinz could realize the lack of organizational performance in the business. Moreover, the strategic human resource management has failed to provide proper clarification fo r the termination of an employment form the business. Lack of transparency in the strategic human resource management plan could create the risk factors for enhancing organizational performance at Heinz in an appropriate manner (Hawke 2012). There is always space for improvement in the organization for obtaining competitive advantages in the business. By investigating the case scenario, it can be assessed that Heinzs employee performance management process is unreliable. Moreover, the higher management of the organization did not bother to take a serious decision on employment termination in the business. As per the Fair Work Australia (FWA), the organization must follow a certain regulation for executing the performance management plan in an appropriate manner (Ahmad 2012). The deputy president of FWA, Brenden McCarthy, has argued about the dismissal of the sales manager from the company, as he thought that the management at Heinz could have provided valid reason for terminating an employment form the organization. Hawke (2012) has discussed that the performance management can be enhanced through following several strategies in the business. The higher management of the organization needs to provide detailed discussion on the planning of performance management. In recent years, most organizations have been facing several challenges in executing employees performance management plan in the business. In this context, Heinz could enhance the performance management planning at the organization through the implementation of different steps as follows: Step 1: At the initial stage of the performance management program, Heinz could have communicated their expectations to the sales manager called Moretti. On the other hand, they could have emphasized the personal accountability. Taylor and Baines (2012) have argued that the organizations are responsible to provide adequate knowledge to each employee about their overall performance analysis. In this context, Heinz, in spite of providing performance analysis, terminated employment of the sales manager. Moretti have asked several times about identification of lack of performances. However, Heinz did not provide any valid clarification to him about the dismissal of employment. Hence, it can be assessed that the organization has not been communicated its expectations to employees properly. Step 2: Monitoring is another important part of the performance management. Heinz could have implemented the proper performance management plan in the business to evaluate the key performer. Although Heinz has a process of reviewing annual performance of employees, the higher management did not monitor the process properly (Bianchi and Rivenbark 2012). Consequently, it reduces the possibility of obtaining positive outcome from the performance management plan. In this context, the organization has provided annual performance management review to Moretti. However, the review planning has not been explored properly. Moretti has asked several times to the higher management about identification of his performance lacking areas. Step 3: Heinz could have created administer a fair and consistent management system of acknowledging merit in the business. Most organizations have been facing challenges in accessing the performance management plan in an effective manner (Sutiyono 2012). In this context, Heinz has shown the unreliable performance management at the organization. Deputy President McCarthy has said that there was no valid reason for the dismissal of Moretti. As per the FWA, organization needs to accomplish the performance management plan through following certain guideline. However, Heinz has shown invalid reason for the dismissal of the sales manager. He was given a condition where he had to sign up for a performance management plan or be dismissed from the organization. However, Heinz has failed to explore the performance management plan to Moretti. Hence, it can be identified that the Heinz consists of opaque management system in the business and it has created challenges for obtaining positive outcome from the business (Pollitt 2013). Step 4: Heinz could have investigated the performance management of Moretti in order to uphold a transparent management process in the business. Heinz has avoided clarifying the performance management plan to their sales manager. The organization has shown annual performance review to Moretti and the performance score was low. However, the organization has not provided any clarification of his low performance. It indicates the unreliable performance management program for the employee. Heinz could have established good example of the performance management process by executing the dismissal of an employment with valid reason. On the contrary, the management was least bother about discussing the lack of performance management areas of the sales manager. Lack of transparency in the management decisions has created difficulties for Heinz to achieve organizational goals and objectives in an effective manner (Rolstadas 2012). Conclusion and recommendations: It can be concluded that performance management is one of the major factors for experiencing organizational growth in an effective manner. Fair work Australia has argued about the dismissal of an employment at Heinz. Heinz has terminated the employment of the sales manager called Moretti without showing any valid reason. Consequently, it has created a negative impact on the organizations brand image in the global market. Heinz has evaluated that Moretti needs to develop his performance management skills. In this context, the organization has provided the annual performance management review report to the sale manager. However, Moretti has alleged that annual report contains same score given to all employees in the organization. Hence, it can be assessed that the organization has planned to terminate an employment of the sales manager. On the other hand, Moretti has alleged that the organization was least bother to provide clarification of the low score performance management at Heinz . In this context, Heinz could have set a positive example of performance management plan by evaluating the low-performance area of employees. Fair Work Australia has also argued that the organization needs to follow a certain set of processes in order to execute the performance management planning in an effective manner. The transparent management planning could have facilitated Heinz to achieve the organizational goal and objectives in an appropriate manner. Monitoring technique is an effective process for identifying the key development area in the business. In this scenario, the hiring management of Heinz could have explored the rationale of employments termination from the organization. Moreover, the organization could have communicated their expectations to the sales manager in order to avoid such critical situation in the business. References: Aguinis, H., Gottfredson, R.K. and Joo, H., 2012. Using performance management to win the talent war.Business Horizons,55(6), pp.609-616. Ahmad, M.S., 2012. Impact of organizational culture on performance management practices in Pakistan.Business Intelligence Journal,5(1), pp.50-55. Ates, A., Garengo, P., Cocca, P. and Bititci, U., 2013. The development of SME managerial practice for effective performance management.Journal of Small Business and Enterprise Development,20(1), pp.28-54. Bianchi, C. and Rivenbark, W.C., 2012. A comparative analysis of performance management systems: the cases of Sicily and North Carolina.Public Performance Management Review,35(3), pp.509-526. Bianchi, C., 2012. Enhancing performance management and sustainable organizational growth through system-dynamics modelling. InSystemic management for intelligent organizations(pp. 143-161). Springer Berlin Heidelberg. De Waal, A., 2013.Strategic Performance Management: A managerial and behavioral approach. Palgrave Macmillan. Hawke, L., 2012. Australian public sector performance management: success or stagnation?.International Journal of Productivity and Performance Management,61(3), pp.310-328. Hvidman, U. and Andersen, S.C., 2014. Impact of performance management in public and private organizations.Journal of Public Administration Research and Theory,24(1), pp.35-58. Jelali, M., 2012.Control performance management in industrial automation: assessment, diagnosis and improvement of control loop performance. Springer Science Business Media. Lee Rhodes, M., Biondi, L., Gomes, R., Melo, A.I., Ohemeng, F., Perez-Lopez, G., Rossi, A. and Sutiyono, W., 2012. Current state of public sector performance management in seven selected countries.International Journal of Productivity and Performance Management,61(3), pp.235-271. Mone, E.M. and London, M., 2014.Employee engagement through effective performance management: A practical guide for managers. Routledge. Moynihan, D.P. and Lavertu, S., 2012. Does involvement in performance management routines encourage performance information use? Evaluating GPRA and PART.Public Administration Review,72(4), pp.592-602. Poister, T.H., Pasha, O.Q. and Edwards, L.H., 2013. Does performance management lead to better outcomes? Evidence from the US public transit industry.Public Administration Review,73(4), pp.625-636. Pollitt, C., 2013. The logics of performance management.Evaluation,19(4), pp.346-363. Rabl, T., Gmez-Villamor, S., Sadoghi, M., Munts-Mulero, V., Jacobsen, H.A. and Mankovskii, S., 2012. Solving big data challenges for enterprise application performance management.Proceedings of the VLDB Endowment,5(12), pp.1724-1735. Rolstadas, A. ed., 2012.Performance management: A business process benchmarking approach. Springer Science Business Media. Taticchi, P., Balachandran, K. and Tonelli, F., 2012. Performance measurement and management systems: state of the art, guidelines for design and challenges.Measuring Business Excellence,16(2), pp.41-54. Taylor, J. and Baines, C., 2012. Performance management in UK universities: implementing the Balanced Scorecard.Journal of Higher Education Policy and Management,34(2), pp.111-124. Van Dooren, W., Bouckaert, G. and Halligan, J., 2015.Performance management in the public sector. Routledge. Vuki, V.B., Bach, M.P. and Popovi , A., 2013. Supporting performance management with business process management and business intelligence: A case analysis of integration and orchestration.International journal of information management,33(4), pp.613-619. Yadav, N. and Sagar, M., 2013. Performance measurement and management frameworks: Research trends of the last two decades.Business Process Management Journal,19(6), pp.947-971.