how individual would want to move forward on his career path, then the achievement
level will always be high.
Step: 2. Orient or Communicate
At this stage the individuals are introduced to organizational culture and value system
and how he/she is expected to take up his role. This is the stage the individuals try to find
a fit between their value system and the organizational value system. And if both the
value systems are compatible then they decide to continue with their work. Now once he
decides to stay if the organization is able to draw relationship between its value system
and the individual career success then the new employee or newly promoted employee
does not have to struggle to adjust to that new position and he could easily relate himself
to the new environment.
Step: 3. Observe Performance
At this stage certain expectation are set and communicated to the employees, the
expectations are normally tasks goals which the newly placed employee has to achieve.
In the process he/she makes efforts to make use of his/her capabilities to be able to
achieve those goals. In the process, the management and the individual both are able to
identify the weakness and strengths of that individual. It helps in the process of self
assessment by individual also by the organization. Based on the observation of
performance feedback is provided to the individual.
Step: 4. Manage Performance
Performance management is primarily viewed as the management task in which the
management emphasizes on positive aspect of the individuals’ performance and ensures
its continuity through a reward system. Although individuals are responsible for their
performance given that all other factors remain constant but the organization is directly
affected by how the individual performs. At this point the management takes up the