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MANCOSA INTRODUCTION TO BUSINESS MANAGEMENT PAST PAPERS
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FINAL ONLINE SUMMATIVE ASSESSMENTBachelor of Business Administration
Bachelor of Commerce in Accounting
Bachelor of Commerce in Digital Marketing
Bachelor of Commerce in Entrepreneurship
Bachelor of Commerce in Retail Management
Bachelor of Commerce in Project Management
Bachelor of Commerce in International Business
PROGRAMME Bachelor of Commerce in Financial Management
Bachelor of Commerce in Marketing Management
Bachelor of Commerce in Corporate Communication
Bachelor of Commerce in Supply Chain Management
Bachelor of Commerce in Human Resource Management
Bachelor of Commerce in Tourism and Hospitality Management
Bachelor of Commerce in Information and Technology Management
MODULE Introduction to Business Management
YEAR One (1)
INTAKE July 2023 Semester 1
DATE 20 November 2023
TOTAL MARKS 100
, SECTION A [100 MARKS]
Read the case study below and answer the questions that follow.
What is performance management?
Performance management is a strategic approach to creating and sustaining improved performance in
employees, leading to an increase in the effectiveness of companies. By focusing on the development of
employees and the alignment of company goals with team and individual goals, managers can create a
work environment that enables both employees and companies to thrive. Based on the definition of
performance management, a system is built within an organization to measure and improve the
performance of the people in that organization. In practice, performance management means that
management is consistently working to develop their employees, establish clear goals, and offer
consistent feedback throughout the year.
In contrast to other systems of reviewing employee performance, such as yearly performance appraisals,
employee performance management is a much more dynamic and involved process with better
outcomes. For the Human Resources department, performance management is an important system for
onboarding, developing and retaining employees, as well as reviewing their performance. It is
increasingly understood that a yearly performance appraisal system does not effectively engage
employees, fails to consistently set and meet company objectives, and does not result in a strong
understanding of employee performance.
The importance of performance management
Talent management is an important part of every organization. Three of the main problems that
organizations face are:
1. Keeping employees engaged
Engagement of employees is a focus of any management team. In a yearly appraisal system, goals would
be given at the beginning of the year and then revisited 12 months later to see if they had been met. This
long stretch of time without feedback or check-in is an almost certain engagement killer.
In fact, 94% of employees would prefer their manager gives them feedback and development
opportunities in real-time, and 81% would prefer at least quarterly check-ins with their manager Studies
show that employees do best with feedback on a monthly or quarterly basis, with regular check-ins
serving as a zone to problem solve, adjust goals as necessary, and to refresh their focus on the goal. In
fact, companies where employees meet to review goals quarterly or more frequently are almost 50%
more likely to have above-average financial performance.
When surveyed, employees had some negative feelings about a yearly appraisal system:
• 62% of employees feel that their performance review was incomplete.
• 48% did not feel comfortable raising issues with their manager in between performance reviews.
• 61% feel that the process is outdated.
• 74% feel that they would be more effective with more frequent feedback.
• 68% of executives don’t learn about employee concerns until the performance review.
All of this adds up to a lot of missed opportunities to solve problems and increase employee performance
and engagement. As employee engagement rises, nine key performance indicators show successful
outcomes. Absenteeism, turnover, shrinkage, safety incidents, patient safety incidents and defects in
quality are lessened by at least 25%, and often more, across the board. Customer experience,
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