This intensive course will consist of one brief introductory session followed by 5 days. The course will provide students with an opportunity to reflect upon and improve their management of people in public organisations. Performance management occurs at multiple levels: organisational, inter-personal and personal. The context for performance is critical but we can often make the most profound differences at the personal level. So this course is designed to start at the organisational level, narrow to the personal and inter-personal, before broadening out again to consider the organisational level in a new light. Day 1 will focus on performance and performance management. What is performance in public organisations? Why should we manage it? Are there models of best practice for public organisations?  What are your experiences? Day 2 will examine the critical importance of effective conversations in public management. We will explore and practice having effective conversations even when they are inter-personally challenging. Day 3 will focus on the personal, self-regulatory factors in performance, with a particular emphasis on the key issues of emotional intelligence, stress management and time management. Day 4 will explore employee motivation from a variety of perspectives. To what extent can a manager motivate an employee in a public organisation? What is the difference between intrinsic and extrinsic motivation and what role might rewards play in motivating people?  How can goal-setting be used effectively? Day 5 will be designed during the course in response to the needs of the class but will most likely include consideration of issues of power and influence and organisational change towards creating learning organisations focused on continuous improvement.  During class, students can expect to be called on to discuss readings, participate in class exercises, and report on progress on their assignments.

At the end of this course, participants who participate actively in the course should be able to:

• Discuss the nature of performance in different public organisational contexts and critically evaluate the likely effectiveness of different approaches to performance management in context.
• More effectively communicate to increase learning, trust, respect and motivation.
• Reflect upon their approach to managing their own performance, particularly under stress.
• Apply people management theories and concepts to their own people management challenges including motivating people.

• 1. Class Quiz (30%)
• 2. Presentation report (30%)
• 3. Reflective Learning Journal (40%)

Delivery Mode:

Intensive/on campus