High Performance Work Culture

This presentation discusses high performance working culture, effective leadership, management development programs, coaching and mentoring models, and their impact on organizational culture and staff development process. It focuses on the case of Marks and Spencer, a fashion retail company, and provides insights into creating a positive and healthy workplace environment to achieve organizational goals.

High Performance Work
Culture

Table of content
■ Introduction
■ High performance working culture
■ Characteristics of high performance working culture
■ Effective leadership contribute
■ Management development programmes
■ Coaching model
■ Mentoring model
■ Impact on organisational culture & staff development process
■ Conclusion
■ References

Introduction
High performance working culture tends to successfully attainment of organisational goal.
For this it is important to maintain positive and healthy workplace environment. As it
motivates employees to conduct practices in efficient and effective manner for the
accomplishment of organisational goal.

Continued…
The following presentation is based on Marks and Spencer firm. This company is dealing
with fashion retail sector and offers high quality services or products to consumers. This
company was founded by Michael marks and Thomas spencer in 1884. The presentation
includes discussion about high performance working culture along with its characteristics.
Different modes of effective leadership has been assessed. In addition, various management
development programme has been also analysed. Models of monitoring and coaching is
discussed. Lastly, impacts on organisational culture and employee development process is
depicted.

High performance working culture
High working performance can be defined as a norms or behaviour that is set by the entities of
company for achieving the predefined goal in effective manner. The respective company need to create
and maintain high performance working environment culture for the successful execution of all
planned strategies and tactics.

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With the help of this, overall efficiency and capabilities of employee will enhanced and they got
motivation to perform the assigned roles/ task in significant manner. High performance working
culture creates competitive working environment among staff members and for competing that
competition they use their full potential and ability. For the same, company need to formulate clear,
oriented and measurable objective that help in improving the overall performance and operation
efficiency of corporation.

Characteristics of high performance working culture
High performance working culture supports corporation to compete with competitive edge and
gives strength to accept all challenging and complex task to attain all predefined objective.
Various characteristics of high performance working culture are as follows:
■ Strong leaders
■ Empowered and engaged employees
■ Flexible to change

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■ It is important for subordinates of company to motivate their employees on continuous basis for
improving their performance and enhancing efficiency. So that they will perform their task in effective
manner.
■ Strong leaders: leaders within firm plays vital roles as they motivates their team mates and boost up
their energy level for performing the task in significant manner. Also encourage them for well
performance and this helps them to create high working performance culture.
■ Empowered and engaged employees: High, positive and healthy working environment could only be
possible with the help of employees as they are the responsible to complete their task in effective
manner. For which it is necessary that marks and spencer empower their employees and engage them by
assigning their roles, task and responsibility for creating high working culture.
■ Flexible to change: It is important to opt changes within operation for gaining competitive advantage &
for this, it is essential that employees of company are flexible towards adopting of changes management.
This puts huge impacts on overall performance of staff, if they are not openness to changes. Openness to
changes offers opportunity to gain innovative ideas to conduct business significantly.

Effective leadership contribute
Leaders plays significant roles within company as they motivate and lead their team mates
for the accomplishment of common goal. Number of ways are available by which leaders
can contribute towards high working culture and some of are as follow:
■ Leaders of respective company motivate their team mates in order to increase their
overall working efficiency and carry out some practices as per business requirements.
■ Leaders are those individual who provides instruction and guidance to workers in order
to perform the task in successful manner.

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It is important for organisation to address strong and effective leader
who have potential to lead their members and effectively instruct them
to about task and roles as well as show them right direction for
successful implementation of task or goal.
• Encouragement, performance appraisal also motivate employees to
effectively performing business activities.
• They lead them to follow the right path and avoid all uncertainties
which can affects their performance. Therefore, all these performance
improvement factors assist them to create the high working culture
environment

Management development programmes
Within an organisation, it is crucial to conduct effective development programme as these are
required to increase the performance level of business unit. Management development
program assist employees and provides them right direction to reach the goal in significant
manner.
Coaching: The term coaching refers to providing instruction and guidance in specific topic to
learner. It is a technique by which an individual gather information and knowledge related
with the different concepts.
Mentoring: Mentoring refers to those programs or practices which encourage individual and
assist them for maximizing their working potential with high efficiency.

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This majorly influences the capability, skills and ability of an individual and that is vital to opt
some innovative techniques and tool. It can be defined as a programme that strong the
relationship among mangers of all level. There are several management development
programmes. Few are as follows:
Coaching: Likewise, leaders of company providing coaching to their employees for improving
their efficiency and knowledge in specific field. So the respective company need to consider
this coaching practices as a manage get development program because this helps them to
devise right strategies and take appropriate decision for the betterment of company and their
workforce. Such programs creates training and learning environments for employees.
Mentoring : It helps employees in choosing right direction for performing the task and
business practices so that the desired goal will be achieved. Respective company will able to
increase the performance of employees by conducting such types of mentoring programmes.
Also this programme will helps mentors to analyse the performance and strength of their
employees towards assigned task and them helps then to combat with their weakness. This
majorly improves their working efficiency and helps them to achieve their pre-defined goal.

Coaching model
GROW model is one which is consider as the most effective coaching tool that is used in
conversation, meeting and in day leadership to unlock several possibilities and abilities.
This models is most famous for resolving problems goal setting and for performance
improvement. It mainly includes four stages and that are discussed below:
■ Goal setting:
■ Reality
■ Option:
■ Way

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■ Goal setting: This is the primary stage of GROW model, in which leaders and
employees of company set the goal as per their requirements. Therefore in
context of M&S their leaders assist employee to formulate SMART objective.
■ Reality: This is next step of GROW model, in which leaders monitor and track
their employees as per current condition. It is considered as the most effective
step as without knowing the performance of employees it won’t be able to
develop them. With relevance to M&S, entities need to understand the current
situation of employees and formulate strategies accordingly.
■ Option: This is third step of GROW model, in this leders explore all those
option which helps them to attain organisational goal. In case of M&S they
seeks to all that option which helps them to move forward for attaining goal.
■ Way: This is the last step of GROW model of assessing the requirement of
training programme. M&S decide to offer desired training programme and
helps them to attain high performance within workplace.

Mentoring model
CLEAR framework is used to attaining high workplace performance. This mainly focuses on
requirements of mentoring as per current situation related with competitive business atmosphere
in order to promote staff development. It includes five stage and all are as follows:
■ Contract
■ Listen
■ Explore
■ Action
■ Review

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■ Contract: With relevance to marks and spencer, their manger have to clarify the
usual scope of programme and mentioned all that process of mentoring which
would help them to avoid misunderstanding and confusion.
■ Listen: It has been found that is important step as it permits to manager of
company to challenge their own beginnings and motivating environments.
Further, it motivates and guide the instruction to employees in direction of
particular topic.
■ Explore: With the help of this step, entities of M&S will able to create an
emotional relationship with the changing behaviour.
■ Action: Respective Company will able to make and lead the path for their
employees with the assistance of this step as well as by acquiring all options
which affects them in professional or personal manner.
■ Review: In this stage, M&S track the progress of employees by taking feedback.
Further, this is important to measure the gap between progress and predefined
goal.

Impact on organisational culture & staff development process
Mentoring and coaching practices have major influences on overall performance and
efficiency of employees and their development process. Therefore, it is necessary for marks
and spencer to analyse and assess the impacts of management development programme for
performing all function and operation of firm in appropriate manner.
Coaching impact: Coaching practices plays an essential roles in the development of staff
performance and efficiency as it effectively increase the knowledge, skills and experiences
of an individual towards different aspects.

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Working culture of business unit also affects and influence over development
process of staff. It affects the overall performance and working efficiency of
individual by which they will effectively perform their assigned task/ role in
significant and effective way for the accomplishment of organisational goal.
Impacts of coaching and mentoring on staff development process with
relevance to Marks and Spencer Company are as follow:
Coaching impacts: This is vital to opting advancement in technologies and new
techniques for competing with other competitors of market. Through effective
coaching programs, M&S will able to improve staff development performance.
With assistance of this employee gain depth and huge knowledge that are
needed to reach the goal. Coaching practices are similar to classroom practices
as there is learning environment and encourages learners to effectively
perform all task and gain knowledge that is provided by the coach.

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For instance the coach of M&S guides their employees and instruct them about how to
conduct and use specific machines or operation for manufacturing specific product.
Also this creates positive and friendly environment so that employees will easily
communicate & ask their queries with their coach without creating any gap and
hesitation. This creates staff engagement practices for conducting business activities
in effective and efficient way. Through coaching practices, employees get information
and knowledge about various concepts that helps them to gain growth and
development.
Mentoring impact: Mentoring practices can be defined as a practices of business unit which helps employees
to follow right direction / path for the accomplishment of organisational goal.

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. This improves the overall working efficiency of employees for the
betterment of company. With help of such types of practices, employees
will also able to recognise their weakness and the gap, due to which they
are lacking to attain their goal. While this, mentors help out them to
overcome their weakness and gain success by performing with full
efficiency. Mentoring practices helps company to create positive and
healthy workforce environment so that employees will able to perform
their task in significant manner and attain goal successfully. Also from
these practices, employee focuses on their task and try to improve their
overall performance level. This implies to have major influences on
development process of staff by increasing their capabilities and
performance.

Conclusion
From above discussed points, it can be concluded that high working performance culture is
vital within company to accomplish the organisational goal successfully in stipulated
timeframe. As it enhance the efficiency, motivation level, encouragement in employees for
performing challenging and complex task in efficient & effective manner.
Further, leaders and mangers are those entities who helps company to
create positive, healthy and high performing culture by motivating,
encouraging and enhancing their capabilities. Lastly, mentoring and
coaching are two practices which boost up and helps employee to
develop and grow for attaining the goal.

References
■ Al-Musadieq, M., and et.al., 2018. The mediating effect of work
motivation on the influence of job design and organizational culture
against HR performance. Journal of Management Development.
■ Barr, S., 2017. Prove it!: how to create a high-performance culture
and measurable success. John Wiley & Sons.
■ Braund, D., Hall, E. and Wyles, R. eds., 2019. Ancient Theatre and
Performance Culture Around the Black Sea. Cambridge University
Press.
■ Raharjo, K., and et.al., 2018. The influence of organizational culture
and job design on job commitment and human resource
performance. Journal of Organizational Change Management.

Thank you