High Performance Work Culture: Features, Management Attribution, Development Strategies, Coaching and Mentoring Techniques

This report explains the importance of high-performance work culture in an organization. It covers the features of a high-performance work culture, management attribution, development strategies, and coaching and mentoring techniques. The report emphasizes the significance of open communication, customer-centric mission, and employee empowerment. It also discusses the role of leadership, effective performance management, accountability, expectations, and leadership capability. The report provides insights into strategies for recruiting the right individuals, focusing on client requirements, and celebrating accomplishments. It also explains coaching and mentoring techniques such as setting clear goals, time management, framing feedback, positive attitude, problem-solving, risk-taking, and setting confidence.

HIGH PERFORMANCE WORK CULTURE

INTRODUCTION
 High-performance work culture is
derived to be the standard up to
which employees in the organisation
and performing according to the
norms of the company.
 Work culture is important because it is
not until when the employees of the
organisation are abide by the rules
and regulations of the organisation
 This is one of the important valuation
because people are often taking
advantage over the work culture and
that seriously will impact organisation
in enormous ways.

Features of a high-performance
work culture
 Open communication: open
communication is often necessary
because it is not until when the
expectations of the organisation are
known to the company employees
 Customer centric mission: the
mission of the organisation will have to
be oriented in such a way that they will
have to address all the liabilities of
customers
 Empowered employees: employee
empowerment is one of the biggest has
to accomplish because taking care of all
the employee satisfaction

MANAGEMENT ATTRIBUTION TO
HIGH PERFORMANCE WORK
CULTURE
 Role of leadership: leadership is one
of the important criteria in the
organisation
 Effective performance
management: effective performance
management can be taken care about
by inculcating certain processes that
will include training
 Accountability: there will be certain
accountable situations that are
pertaining in the organisation and they
will have to be taken care because the
responsibility towards work will have to

 Expectations: expectations are
regarding the objectives as well as
the employees at a performing in
the organisation.
 Empowerment and authorities:
the empowerment and authorities in
the organisation is nothing but the
works that are being taken care
about by the management.
 Leadership capability: leadership
capability is nothing but how far the
leaders are being able to help the
other members of the team in order
to work for high performance work
culture.
CONTINUATION…

DEVELOPMENT STRATEGIES BY
MANAGEMENT
 Recruiting right individuals: it
is always a necessary fact that
the right candidate with a good
skill and that which can fit the
organisation will have to be
recruited.
 Focusing on clients
requirement: client requirement
is one of the important
formulation in a business because
every organisation will work for
the client satisfaction and that
can only be portrayed upon the
output which is derived in

WORKING STRATEGIES
 Coaching and mentoring a defined to be
one of the stable components that will
have to be highlighted in the
organisation
 Mentoring: mentoring acts as a
guidance that is necessary for people to
move ahead with corporate goals and
the settings
 Feedback: feedback with respect to the
work is necessary because it is not until
when the loopholes are identified that
they get to incorporate all the new
policies

CONTINUATION…
 Celebration and awards: it is necessary to
celebrate the success of every project because
the new project will have to inhibit a kind of
enthusiasm that can only be possible once the
work is celebrated.
 Cultural barriers: in an organisation there
are certain cultural barriers and something will
revolve around communication differences
(Moghadas and et.al, 2018).
 Gender roles will also sometimes contribute to
be the barriers of culture in the organisation.
this will affect the working atmosphere
because the work that will have to be
combinedly carry forwarded will therefore be

COACHING AND MENTORING
TECHNIQUES
 Setting clear goals: Goals are often
termed to be the milestones in the
organisation because a particular goal can
bring about a variation
 Time management: time management
is an essential factor and this will have to
be taught in the initiation stage.

CONTINUATION…
 Framing feedback: all the loophole that
are identified in the path of working
process
 Celebrate accomplishments: it is an
important factor to celebrate
accomplishments
 Positive attitude: positive attitude is
compulsory in order to move ahead with
the positive approach towards the work.
 Problem solving and risk taking:
problem solving and risk taking are the
potential measures
 Setting confidence: setting confidence

CONCLUSION
 The entire report concludes upon explaining about high performance work
culture. Through this report one can easily access the value of high
performance work culture in an organisation.
 The appropriate Framework in regard to understand the high-performance
work culture is portrayed. Coaching and mentoring techniques in the
business context are explained in this report.
 The theory of organisational practices are also explained in this report. A
complete understanding regarding the effective research is also built in
this report.
 Confidence and skills are portrayed upon the workforce and also the
mentoring techniques are explained with regard to high expectancy of
growth prospects.
 This will also help to empower employees at all levels of their work with
the problem solving ability.

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