...High Performance Organizations “Ten Golden Rules of High Performance”: Not in agreement with 2. Cater to every need – make it easy, not hard, for people to perform” After reading the assigned text, there were some agreements and disagreements which came up from my professional experience, as well as understanding of leadership versus management. Being a Human Resources professional, mid-level manager and business owner, it is my belief that “catering to every need, making it easy, not hard, for people to perform”, is very borderline, to the point I disagree with it. When humans are in a sense of comfort, many times full productivity is not going to take place. It is times of being uncomfortable we regain focus and push to achieve goals and greatness. There is a difference with making an environment challenging to produce results and creativity, instead of making it easy. When employees are in an overly relaxed atmosphere the lack of concentration will raise its ugly head, causing low performance. Meeting ADA requirements is completely different. When being in leadership there is an expectation of performance and efficiency to meet company goals. This is why there is an important need of thorough screening, interviewing and possible skillset testing before hiring employees. Putting this measure in the talent attraction and management side will give a higher performance rating of employees who come into a role understanding fully what is expected of them, as well as the...
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...HIGH PERFORMANCE ORGANIZATIONS By Jojo Sams A high-performance organization is one which has adopted a set of working practices deemed to change its context, focus, priorities and goals to allow for enhanced individual and organizational performance, an emphasis is placed on employee empowerment and teamwork in which workers are empowered to make decisions both at the point of production and at the point of customer contact, it also employs a more participative rather than authoritarian management style to build support systems that are designed to serve the servers and producers, not the management and the bureaucracy. I think people should work with you and not for you because this means that the people under you are not simply followers who blindly go where you go, but rather are a group of people who are supportive of collaboration in order to achieve a common goal, the organization's success. When people are empowered to take risks and encouraged to have a "say" and offer their input regardless of their official "status" in the company, there is a high level of human satisfaction and commitment to the success of the organization, this is vital to high performing organizations. High performance organizations are intentionally designed to bring out the best in their people, employees or consumers, with policies that bring about improvements in performance, focus on customer satisfaction and in enhancing the quality of working life. In essence...
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...Breakthrough in organization performance: competitive advantage through employee-centered management. Sustainable competitive advantage can best be achieved through employee-centered management which encourages widespread participation and contribution of employees in problem-solving and decision-making. This article describes the experience over a six-year period at Ault Foods, Ltd. of Canada, which implemented a structured seven-step strategy for improved organization performance through employee-centered management. A significant change in the condition of the human organization resulting from the intervention was shown to be correlated with a 66 percent increase in profitability. More and more companies in the U.S. are taming to employee-centered management to enhance productivity and quality, and to gain the competitive advantage of a workforce fully committed to the organization's goals. Organizations are increasingly recognizing that efforts to improve productivity and quality must include attention to the human organization - its motivation, commitment, and morale. For example, a major component of the scoring system for the Malcolm Baldrige award involves accounting for the state of the human organization. Increased attention is therefore being paid to developing tools for analysis and strategic management of the human organization. These tools may be used for measuring the condition of the human organization, evaluating its performance, and initiating corrective...
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...Organization Citizenship Behavior For Organizational Performance BUS2010 Organizational Behavior Term Members Section 2 Group 5 Date of Submit: 29th April 2013 Date of Presentation: 17th May 2013 CONTENTS PAGE ✓ Introduction……………………………………………………………………….…1 ✓ Low Organizational Citizenship Behavior for Organizational Performance…….….2 ✓ Excessive Organizational Citizenship Behavior for Organizational Performance….4 ✓ Suitable Organizational Citizenship Behavior for Organizational Performance ...…6 ✓ Conclusion……………………………………………………………………….…10 Recommendations……………………………………………………...…..…11 ✓ Group Learning Refluences………………………………………………………….11 ✓ References LIST OF ILLUSTRATUIBS TABLE PAGE 1. Ordinary Least Squares Regression Parameter Estimates for Work Crew OCBs on Quantity and Quality…………………………………………9 Introduction Nowadays, the growing number of companies and researches have focused on and had the argument about the organization citizenship behavior for the organizational performance, especially the way of organization citizenship behavior affecting organizational performance. Some of them believe it in an easy way that the more attention is paid on organization citizenship...
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...Performance Management: Its Definition and Benefits for Organizations and Its Employees Jelissa Edwards Management 0100 Sasha Chatar October 24, 2014 Performance management is understood to be an ongoing process that manages employees and staff performance in alignment with the organization’s overall goals and performance. It is also understood that the aim is to help employees and staff members understand how their skills and efforts contribute to the organization. The management of performance within an organization can be of benefit to the organization and its employees in various ways. It can provide clear accountability and improve productivity for organizations as well as removing doubt by providing a clear understanding of expectations and motivating employees. THE DEFINITION OF PERFORMANCE MANAGEMENT Michael Armstrong, former Chief Examiner of the Chartered Institute of Personal Development (CIPD), defines performance management as “a systematic process for improving organizational performance by developing the performance of individuals and teams. It is a means of getting better results from the organization, teams and individuals by understanding and managing performance within an agreed framework of planned goals, standards and competence requirements.”1 PERFORMANCE MANAGEMENT BENFITS FOR ORGANIZATIONS AND EMPLOYEES Organization Benefits Performance management is carried out through the use of performance assessments— also known as performance...
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...Social Performance of Organizations National Football League (NFL) Diallo Jones Dr. Antoinette Bridges BUS 475 – Business and Society Nov 2, 2014 Corporate social responsibility in professional sports first emerged from the idea that charitable endeavors and community outreach programs could help boost fan support and increase revenues. Today, many professional leagues and franchises use their social responsibility efforts as a way to improve their public relations and marketing strategies ( “Sports Philanthropy”, 2009). Increasingly, teams see social responsibility as critical in bridging the gap between athletes and fans as a result of astronomical player salaries and continued occurrences of player misconduct both on and off the field (Knecht,2007).More than ever before, sports franchises are using their athletes‟ celebrity-like status appeal to generate impact in the community, while leveraging these efforts to promote the image of their league and its teams. The recent rise in CSR activities illustrate that professional sports franchises fully realize importance of image and reputation. According to Public Relations Quarterly, there is a positive and linear relationship between reputation and organizational success (Gibson,Gonzales&Castanon, 2006). Consequently, reputation is the single most valued asset of an organization (Gibson, Gonzales&Castanon, 2006). While positive reputations are beneficial to the success of individuals and organizations, negative...
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...information so important in a learning organization as compared to an efficient performance organization? Discuss how an organization’s approach to information-sharing might be related to other elements of organization design, such as structure, tasks, strategy, and culture. Shared information is so important in a learning organization as compared to an efficient performance organization because in a learning organization it promotes communication and collaboration so that everyone is fully engaged in identifying and solving problems, enabling the organization to continuously experiment, improve and increase its capability (Daft, 2010, p.31). A learning organization follows a horizontal structure which disbands the vertical structure by flattening the distance between managers a the top of the organization and putting emphasis on self-directed teams which include members from several functional areas creating less boundaries (Daft, 2010, p.31). In a learning organization, employees play a role in the team or department and roles may be continually redefined or adjusted. There are few rules and knowledge and control of tasks are located within the group. Information within a learning organization serves a distinct and separate purpose. Information is widespread and ensures that all employees are aware of the information. They maintain open lines of communication with everyone, including customers. The culture within a learning organization encourages openness, equality, continuous...
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...Abstract Visionary leadership, culture of accountability, affinity for risk, and strategic agility are all key characteristics of a High Performance Organization (HPO). A visionary leader is one who inspires the team to move towards the vision and creates strategic momentum through connection between strategy and those who deliver it on the front line. In a High Performance Organization, leaders are aware and realize how accountability must be paired with authority for maximal results. Outstanding leaders that have the ability to orchestrate organizational change often utilize a high degree of motivation. The president of K.I.S.S. Entertainment was a new leader who lacked the knowledge on how to successfully lead and motivate her team. The company developed great concepts and implemented new ideas where it was expected for the company to generate a sufficient amount of revenue. As time progressed and the work became overwhelming, the team began to become lackadaisical resulting in deprivation of execution. This paper inspects K.I.S.S. Entertainment as a company, identifies the problems with their leadership, and suggests solutions to rectify the issues with becoming a High Performance Organization as the outcome. K.I.S.S. Entertainment is a small event planning, marketing, and promotional media company based out of Chicago, IL. Since existence, K.I.S.S. Entertainment’s main focus has been to deliver important messages to the youth and African-American communities’ byway...
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...SOCIAL PERFORMANCE OF ORGANIZATIONS Tatyana Newton Strayer University BUS 475 Professor Kimberly Williams August 2, 2015 SOCIAL PERFORMANCE OF ORGANIZATIONS The current world economy is increasingly becoming integrated and interdependent; because of this, the relationship between businesses and society is becoming more complex. Let us take a look at Apple Inc. and its social performance of the organization. What makes Apple Inc. so unique and standout from any other company? Let us look at Apple Inc. nature. As many of us know, Apple first become known for its Macintosh computers. Apple was always considered as a hardware company but over the years it has become more of a platform company that specializes in software and technology that many of us use on a daily bases. The structure of the company is corporate based. Being a corporate based company means that it is a large company, that is worldwide and owned by a group of stockholder. Being a corporate based company like Apple is means that the corporations has the ability to raise capital by selling its own stock to the public. Apple is such a large company that they had to have multiple structures for the company to insure a smooth operating company. This includes a national operating structure and an off shore global operating structure. The types products and services Apple provides includes computer designs, computer developments, and sells consumer electronics, computer software, online services and personal...
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...Social Performance of Organizations Apple Inc. is an American multinational corporation headquartered in Cupertino, California, that designs, develops, and sells consumer electronics, computer software, online services, and personal computers (www.apple.com). Apple Company was developed on the 1st of April, 1976 by the co-founders named Steve Jobs and Steve Wozniak. The first 30 years of the company was named Apple Computer Inc. but later on January 9, 2007, the word “Computer” has removed (Business Insider, 2013). Apple is a very established and diversified company that offers consumers several choices in electronics that has the capability to simply our daily lives. In my opinion, Apple’s most successful product consists of their mobile devices with internet capabilities that allow you to access your information from any location that offers a wireless firewall (wi-fi). Apple has a unique organizational structure that follows the top-down model which influences accountability within the individual departments that create Apple products. Identifying and evaluating alternative strategies should involve many of the managers and employees who earlier assembled the organizational vision and mission statements, performed the external audit, and conducted the internal audit (Strategic Management Concepts, pg 22). Additionally, all other key players should be invited to attend the meeting to provide additional input to facilitate and recommend steps to improve their...
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...Social Performance of Organizations - Apple John Professor Steven Davis, Ph.D BUS 475- Business and Society 01/22/2016 Social Performance of Organization Due to public scrutiny, media and consumer protection advocate. It is imperative that these US company are responsible for their products, services and action. Social performance of an organization is the best way for companies to monitor and police themselves and act responsible to the consumer, government and share and stake holders. Apple the Organization The nature of Apple Organization is prominently known for its hardware, software, laptops, computers, iPods, computer operating systems, iPads, and iTunes of products and services. Apple is known for its innovative selling and marketing strategies that gives them a cutting edge over competitors. The nature of Apple is to provide innovative products and technology for their loyal consumers. The structure of the Apple organization starts with the founder and President Mr. Steve Jobs, he is in the middle of the circle all decision making goes through him. With this structure he is the back bone of the organization in managing the board of directors and the company. The inner circles that are closest to him are the vice president which reports to him personal. The circles around the vice-presidents are the executive team, they also reports directly to Mr. Jobs. He created this structure is for the benefit of keeping the company intellectual property secret....
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...employees. They have consciously tried to hire “the best of the best” but yet they are not willing to provide the salaries and benefits to get those individuals. In fact, ABC has really been focusing on cost-cutting measures the last couple of years. Employee recognition and rewards are very rare, bonuses were not given last year, locations in the US continue to get shut down, and layoffs are frequent in order to get headcount and employee expenses down. Purchases of new computers and other technology equipment are considered an unnecessary expense. Understandably, turnover is high and those who stay tend not to be satisfied. Many leave quickly; others just complain and talk about how much better the company used to be. ABC was the organization reviewed in my OCI paper. ABC’s highest style rating was conventional and their second highest style was approval. Most employees feel the need to conform, to not get involved in any disagreements, and to have superficial relationships with their co-workers so that everyone likes them and so that they can get promoted. ABC’s weakest style was humanistic or encouraging. Training, helping, and coaching other co-workers are infrequent because the focus is on everyone getting their own stuff done and letting other co-workers figure it out on their own. In summary, ABC needs to reduce their passive-defensive styles and increase their constructive...
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...Assignment 1: Social Performance of Organizations Janet Jackson Strayer University BUS475 May 1, 2014 Instructor: The De Beers Company is one of the wealthiest companies in the world. De Beers leads and dominates the diamond industry in diamond mining, diamond trading, and industrial diamond manufacturing. In 1871 a South African man named Cecil Rhodes created De Beers. Rhodes rented water pumps to miners then invested his profits by buying up small mining operations. In 2011 the De Beers Group sold their remaining stake to Anglo American for $5.1 billion in cash. (DeMarco, 2011). Before the sale the diamond company was owned by the Oppenheimer family. Now Anglo American own 85 percent of De Beers making them the primary stockholder while the Republic of Botswana owns the remaining 15 percent of the company. Mining diamonds involves a lot of factors that can effect a company’s external environment. In order for De Beers to operate it has to account for things such as: local and foreign governments, globalization and trade, the ethics of business and labor, the effect on the environment, the perception of society, and the importance of new technology. In the case of the De Beers Diamond Company the two most important factors to the organization’s external environment are globalization and trade, and the perception of society. Salient Stakeholders When producing a product as fragile such as diamonds, a company needs many factors to come in place. In actuality...
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...Keller Graduate University [2009] Final Project Proposal “How to make Natel Engineering become a High Performance Organization” GROUP MEMBERS: Anthony Gonzales (acgonzales@msn.com) Christopher Cerdon (ccerdon@gmail.com) Raymond Bucassas (raymond_bucassas@yahoo.com) Kathryn Weber (kweber777@gmail.com) Nancy Sanchez (nancysanchez1985@hotmail.com) [pomona, ca] INTRODUCTION Good employee relations are crucial to any work environment in order to perform at their maximum efficiency. Excellent work and ethical values are needed to ensure a high quality standard of treatment in all occupational situations. A company that does not know how to treat their employees as their number one asset is a company destined to falter. Target Company: Natel Engineering Co., Inc. Chatsworth, Ca Founded in 1975, a foremost, privately held, independent manufacturer of a wide variety of microelectronic products, providing mid to high volume production to defense, aerospace, fiber optics/optoelectronics, medical, space, RF microwave and telecommunication industries. According to Business Week magazine in 2007, Natel Engineering Co. has been ranked as the 9th largest aerospace manufacturer in the greater San Fernando Valley area based on the number of employees. Natel is founded and owned by Sudesh Arora, who has a very prestigious background in Electrical Engineering -- he developed an exceptionally complex sulfur analyzer which won him the popular IR-100 Award...
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...Becoming a High Performance Organization: A study of Alpha Newspaper Group. Introduction The subject of my course project is Alpha Newspaper Group. Alpha is a print media company that I worked for in 2009. They own regional newspapers throughout the country that are published on a weekly basis. Alpha operates two main headquarters; one in the north of the country, where the business was established and where the owners reside, and one in the midlands where I worked. Our office oversaw the publication of 5 newspapers in the local area with a staff of 30 or so journalists, editors, production designers, HR personnel and management. The print media industry is going through tough times. Technological advances and access to free information have had a negative effect on sales and revenue raised through advertising. It’s led to serious questions being posed about the future of the industry. The need to adapt like any other industry in today’s climate is present. Added to this the economic recession has not helped. Newspapers are a staple in people’s expenditure however value for money is still sought. There is plenty of competition and the product needs to maintain high standards. Whilst I was working for the company Alpha were looking down every avenue in order to reduce costs. Alpha had an organizational structure that placed a lot of power in the northern headquarters. The owners worked predominantly from there and had far less direct contact with the midland office. They...
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