Improving Organisational Performance

This report explores the concept of high-performance working and its impact on organisational performance, employee well-being, and competitive advantage. It discusses the barriers to high-performance working and the performance management cycle. It also highlights the importance of performance reviews and how they contribute to organisational improvement.

Improving
Organisational
Performance

INTRODUCTION
High-performance work organisation refers as a conceptual framework for enterprises
that leads to enhanced and sustained business performance. These type of organisations are
customer focused, flexible and capable to work highly and effectively within teams. HPWO is a
concept that proposes greater involvement of employee in decision making process (Abubakar
And et. al., 2017). In this workers have capability to control their reward structure which lead to
much more efficient workplace. For this report, Morrisons is a chosen supermarket chain which
headquartered in Bradford, England, UK. This company was founded by William Morrison in
1899. Company mainly specialise in selling of clothing, magazines, books, food and drink, CDs
and DVDs. Main purpose of conducting this report is to identifying the importance of high
performance working in improvement of organisational performance, well-being of employees
and achievement of competitive advantages. This assignment is based on three different tasks
which covers concept of HPW and its impact in creating of high-performance work organisation.
Along with this, contribution of performance management to upper level of performance and
effective role of line managers will also include in this report. At last, different ways of creating
and sustaining a community of practice will also cover in this study which will be beneficial in
building a high-performance culture.
TASK 1
1.1
Concept of HPW
High-performance working introduces as a general approach to managing or handling
organisations that motives to stimulate more effective involvement and commitment of employee
towards achievement of high level performance. HPW is an effective tool which helps
Morrisons in development of its performance and improvement of its employee productivity. In
addition, HPW is an useful system in which an enterprise has best possible fit between their
technical and social system (Alosani, Al-Dhaafri and Yusoff, 2016). In Morrison, people and
their interaction mainly related with the social system of an organisation. On the other side,
equipment and processes are related with technical system of company. These systems have
important role in the success and growth of company.
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Components of HPW
It is a set of management practices which is design to develop an effective atmosphere
where the worker has greater responsibility and involvement. High performance working have
different components which are leadership, employee reward, organisational development,
training and development, technology etc. These are main elements of HPW which will be
beneficial for growth and development of an organisation. These components will be explain as
below in detailed manner:
Leadership: One of the most essential element of HPW is people. In order to motivate
and engage people, there are certain essential tools which are leadership and resources. These
are effective tools which helps workers to feel motivated and also support Morrison to
accomplish the desired results (Ardestani, A. and Amirzadeh, 2014). Main role of leader within
an organisation is to develop an effective environment where employees can be more successful.
Along with this, another role of leader is to develop a high-performance working environment
and shape organisational culture. This is attained via vital behaviour of leader which are develop
a clear inspiring vision, communicate an inspiring vision, provide support to accomplish vision
and continuously challenging people to remain emphasised on the vision. As it is beneficial for
higher performance of employees as well as organisation also.
Employee reward: It is an effective component of HPW which will be beneficial for
Morrison to motivate and engage their employees towards achievement of better results. It will
helps employees by increasing its work performance and also support an organisation in
attainment of long term goals. Morrison provides reward to workers on the basis of their work
and performance within an organisation. Through this, company can retain employee for long
time and also achieve competitive benefits
Organisational Development: It introduces as the practice of planned, systematic
variation in the attitudes, values and belief of workers for company as well as an individual
growth. It is a part of HPW which helps employees to work with full dedication and give their
full efforts towards achievement of long term objectives. There are certain benefits of
organisational development as a component of high-performance working such as continuous
improvement, increased communication, employee development, product and service
enhancement and increased profit (Ayers, 2015).
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Training and development: This is important and useful element of high-performance
working which assist employees by increasing its understanding regarding the business process,
product and services. For this, Morrison must focus to provide training to their employees then
they work with higher quality which will be beneficial for performance and success of company.
1.2
Sustainable organisation performance, high performance working, competitive advantage
and employee well being are liked with each other and together helps in developing HPW culture
within organisation. There is an important relationship in between the two terms as with the help
of High Performance of Work of employees will make the organisation to be sustained and work
for the long period of time in a sustained way. In addition to this, it will also make possible to
achieve the goals ad objectives of the organisation in an effective way. This association
cultivates flexible individuals who free elite with regards to association reason and change,
ecological test and individual prosperity (Bertram, Blase and Fixsen, 2015). Solid and
commonly remunerating connections are sustained with all partners. Individuals and groups skip
over from major hierarchical misfortunes. At the point when we accomplish the zenith of
reasonable superior, this outcomes in a steady culture with pioneers and staff investing more
energy in stream, a state where we easily accomplish significant levels of well-being, bliss,
execution and commitment.
This will help the company to achieve competitive advantage over their competitors as
the performances of the employees of Morrisons is high and the company is also providing their
employees with different incentives and rewards which will provide the company with better
sources of opportunity and growth in the business environment. Further, Morrisons will be able
to look over the big issues faced by the company as the employees talent has made the company
to feel free regarding their working and to focus over the other issues. So for increment in the
performance of employees, it is important that the organisation is required to work ethically and
behave in a good manner such as by providing them with rewards and incentive continuously
focusing on their needs and preferences so that the employees could look over the issues which
have been faced by their employees.
The consideration made by Morrison regarding the needs and demands of their
employees will provide the company with positive prospects and results from the employees
side. It will also help in betterment in between the relation of respective organisation with the
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employees as they both understand the concern of each other. The most ideal approach to
encourage social change is to have senior pioneers working with elevated levels of awareness,
displaying different practices and showing others how its done. Strong sponsorship by this
gathering is fundamental, and thought must be given to both hierarchical and framework
empowering agents for economical execution just as the basic job of initiative and administration
style. Task Oriented Leadership Styles should be offset with other sympathy based and empathy
based authority styles including training, affiliation and visionary styles that take care of self-
improvement, recuperation and reason (Birasnav, M., 2014). So the cultural changes in an
organisation could be dealt good with the help of providing the employees with different types of
incentives and rewards so that the employees could make their mind to adopt the changes for the
development of their own skills and also to ensure about the growth and development of
organisation as well.
1.3
There are different barrier to High-performance working faced by Morrison and its
employees within a workplace. Some main barriers are explain as below:
Barrier of Communication : High performance teams members should work with each
other and be emphasised towards accomplishment of a common goal and objectives. These roles
or responsibilities are so interdependent, that without a regular interaction or proper coordination
among the employees, workforce will fail to understand the business objectives and goals.
Therefore, by having poor communication, Morrison will suffer in terms of productivity, quality
and the entire efficiency.
Barrier of Leadership: It is another barrier which have negative impact over high-
performance of employee or teams members. In the absence of a capable leadership,
performance of workforces is bound to suffer. Main role of leader within Morrison is to give
strategic direction as well as set an effective vision for workforces which the cooperative efforts
are oriented by the team members. Therefore, without leader an organisation not able to enhance
high performance working among team members (Green Jr And et. al., 2014).
Lack of trust: The success of high-performance teams mainly relay on the extent of
confidence and trust which the group members have for together. Lack of trust is the major
problem in the success and growth of high-performance groups as the employees will fail to
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work with each other in a common purpose. In the absence of trust, team probability, quality,
productivity and efficiency will be negatively affected.
Inefficiently Designed Performance Management System and Incentive Structure: It is
another main barrier and issue that create due to high performance working. A poorly planned
and developed performance management metrics, employees of company lack the motivation of
confidence to provide their best and cater in unhealthy competitiveness internally with the
individual colleagues. Along with this poor incentive structure will also create conflict among
team members which reduce their performance (Huang And et. al., 2016). As it will negatively
impact on profitability and productivity of business enterprise.
Absence of a Proper Feedback Framework: This is another barrier that effect on high
performance of employee. Constructive feedback facilitates in improvement of performance and
supports the workforces to reduce their limitations and enhance work on continuous basis.
Feedback play important role by guiding framework for the employees to perform effectively
learn from their past performance and avoid mistakes in future. Apart from this, in absence of
feedback framework, the team members of Morrison will not able to deliver better outputs and
act on their performance (Wang and Huynh, 2014).
Politics: It is another main issue which directly impact on high performance working of
team members. High performance teams face some issues due to the unfair decision and internal
politics which are developed as the output of undue pressure level from the team members and
leaders with vested individual interests. Therefore, politics among team members will have
negative effect on employees as well as an organisation performance (Karimi and Rafiee, 2014).
TASK 2
2.1
Performance Management cycle refers to as continuous process of communication among
employer and employees which helps in attaining strategic objectives of the firm. Whereas,
communication process involves, setting goals, identifying objectives, providing feedbacks,
clarifying expectations and reviewing results. Reviewing is the best tool in order to develop
career graph of staff members in an organization. Morrison adopts performance management
cycle for productive results in cut throat competitive world. There are various stages involved in
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such as, planning, monitoring, reviewing and rewarding. However, performance management
cycle is categories into four strategic phases which are explained follows:
Stage 1 Planning: In this particular case top level management of Morrison formulate
performance expectations and objectives in order to judge the overall performance of co-workers
on this criteria. By scanning all the minor to macro aspect effective planning is done for
productive results. In this complete strategy of the business is explained in details including
particular task, targets, actions, development goals and behaviour (Kong and et. al., 2015).
Stage 2 Monitoring: This plays a significant role in accomplishing set standards set out in
planning stage. Monitoring is a never ending process and goes on and on. Along with this for
challenging outcomes it is important to byforgate the goal into monthly sub-goals so that
Morrison skilled and potential staff members can easily achieve them in the set time frame.
Stage 3 Reviewing: To gain competitive advantages in open market place it is mandatory to
review the results attained with the set standards. By this healthy relation is build with sub-
ordinates in the working premises (Vermeeren, Kuipers and Steijn, 2014). Whereas, the more
they get indulged in performance management cycle more they will be encouraged to perform
better as compare to other. This is the stage where enhancement can be done easily in this stage.
Stage 4 Rewarding: It is the most essential stage that can not be overlooked in any condition in
an organization. Staff member who worked day and night are awarded with monetary(cash
amount, cheques etc.) and non-monetary (holiday, gifts, vacation with family in foreign country
etc.) incentives in order to boost them up for next year. By this act over the years co-workers
work hard to accomplish set goals and objectives in the stated deadline. By rewarding the staff
members for their performance it is beneficial for both employees and employer for longer time
duration in neck to neck competitive world (Leekha Chhabra and Sharma, 2014).
There are numerous ways to collect review performance of staff members such as,
through suggestion box, feedback, regular employee surveys, continuous employee performance
on-going staff members performance reviews and so on. By this ways both positive and negative
feedback can be attained and top level management can easily examine each members
performance from every aspect. It is very important to review the performance of employees so
that loop holes in overall performance can be overcomed easily. Here, Morrison top level
management is accountable to study al the feedbacks and reviews on serious note so that
deserving candidate is nominated for its best performance in work despite of discrimination in
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caste, gender, religion, colour etc. However, deserving candidate is awarded without any
discrimination. Additionally, this motivates other teammates to work hard day and night to be
the next list of best performance. Within organization by analysing performance of employees
strategies can be formulated to raise their weak part in order to compete with competitors.
2.2
Performance review process is sated as examining day to day working of all the co-
workers in an organization in order to make improvements for better outcomes. This involves
capturing qualitative and quantitative reviews and turning them into actionable insight. It plays a
significant role in enhancing the overall performance of employees in positive manner. Line
manger refers to as an employee who is accountable to handle and manage other co-workers and
operations activities at the time of reporting to high positioned manger. On the other hand it is
said that line manger is called as reporting manger .They are responsible for companies part of
resources (Mahmood and Ahmed, 2015). In Morrison the various types of line manger are,
service delivery. Logistics. Production, marketing, sales and so on. The various ways to involve
line managers in the performance review process are:
Evaluating the feedbacks: Line manger in Morrison can be motivated to take part in examining
feedbacks and reviews given by the employees side. By this their interest towards performance
review process will be raised and gradually they will be participating in this process. Also, they
will be sharing their view in context on performance review.
Training: By training all the line mangers which are service delivery, Logistics. Production,
marketing, sales their mind set can be changed and can be assured that how much valuable their
presence at the time of performance review process. By this line manger will be taking part in
this activity which directly or indirectly results in taking best decision. As per the requirements
experts are hired and training is provided to them so that benefits of performances review
process can be explained to them clearly.
Appraisal: Line manger can be motivated to take part in performances review process by
appraising them within organization. Those who are voluntary taking part in this process are
appraised by Morrison manger which directly build positive image in the eyes of both employer
and employees (Oyemomi and et. al., 2016). All this activities motivates other line mangers
such as, service delivery. Logistics. Production, marketing, sales and so on to actively take part
in performance review process. Line mangers participation is a positive mark for the
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organization as their views are counted while reviewing the feedbacks. This helps to take better
and correct decision in an enterprise.
2.3
Performance management process introduces as a systematic process of monitoring and
managing performance of workers against their core performance goals or parameters. This
process involved 6 phase which are pre-requisitesal, performance planning, performance
execution, performance assessment, performance review, performance renewal and
reconstructing. These stages are effective and useful for Morrison to promote challenges,
capability or recognise and reward talent (Sajid and et. al., 2015). Process of performance
management helps Morrison to retain workers for long time by providing rewards, incentives
and many other benefits. Stage of performance planning helps an organisation to reward talent
and accomplish better results within given time duration. Along with this, in order to promoting
challenges, capability or recognising and rewarding talent, there are some key principles such as
Fairness, Equality and so on. These will support an organisation in development of its
performance and success. Company must treat their employees equally which will support them
in development of its future growth and success. Performance management process support an
organisation to measure performance of their employees and gain better outcomes easily (Ratna
and et. al., 2014). It will further assist an enterprise in accomplishment of competitive
advantages. Therefore, performance management process is more essential and important for
business organisation to promote challenges, capability as well as recognise and reward talent. It
will support an organisation to retain employees for long time and also assist them to accomplish
long term goals and objectives within given time duration.
Equality: Equality introduces as a fair treatment of employee regardless of their gender,
race, nationality, sexual orientation, disability, religion or age. In the workplace, equality means
making sure employee are provided equal chances, equal pay as well as are accepted for their
differences. As it will helps an organisation to manage and monitor performance of their
workers. It will further support business in development of its success as well as growth in
marketplace and in customer's mind. Equality within workplace supports brings each other with
employees from all differs backgrounds as well as puts entire perspectives on the table. It boost
inter-company or intra-company networking, builds cohesive teams emphasised on
accomplishing positive outputs for the organisation.
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Fairness: Fairness within the workplace is regarding respecting as well as advancing,
their employees rights - everywhere they operate, and in everything we do. Fairness will support
an organisation to manage level of employees performance and attain long term goals and
objectives within given time duration.
TASK 3
3.1
In today's competitive market environment, organisations highly emphasize on maintaining high
performance working culture within firm. For this, they implement various practices within
organisation that helps in motivating employees, gaining their trust, improve their commitment
and enthusiasm. Execution of high performance working at workplace provide various
advantages to employer like Morrisons Plc in terms of improved employee performance,
increased innovation, enhanced knowledge sharing, positive attitudes and high level motivation,
high productivity, reduced cost, less employee turnover etc. There are some ways to build trust,
commitment and enthusiasm among employees for maintaining high performance working
culture within Morrisons Plc. Some of the ways among them which can be utilize by company
are mentioned below:
Have clear mission, vision and value statement: To develop and sustain the culture of
high performance within the organisation, it is necessary for firm to have clear vision, mission
and value statements. Proper awareness of these statements among employees is very crucial as
it helps them in understanding organisational objectives which are endorsed the values that
company stands for and its vision statement (Rebentisch and Prusak, 2017). It promotes
commitment among employees to a certain culture. Clear value, vision and mission statements
requires to tap into the employee's emotions to promote enthusiasm as well as trust among them.
All this can greatly help Morrisons Plc to bring each each a employee together on the same
page thus, sustaining the culture of high performance at workplace.
High performance training: In order to develop and sustain culture of high performance
working, training plays a very crucial role. It supports in development of knowledge and high
level skills by engaging influential training programmes. For building trust, commitment and
enthusiasm among employees, it is crucial for Morrisons Plc to invest in high performance
training approaches as this will assist in enhancing the likelihood of skills decay and ultimately
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fosters HPW culture at workplace. This can makes it far easier for employees to remember and
implement all the learnings from training their daily routine work lives. Therefore, helps in
promoting confidence and enthusiasm among the workforce of Morrisons plc.
Reward and recognize employees: It is also the another way to develop trust among
employees. Organisation requires to reward employees for their good performance time to time
(Sabella, Kashou and Omran, 2014). This will helps in creating satisfaction among them and it
ultimately develop their trust in company. Manager or leader of Morrisons Plc can recognize
staff member and develop a culture in which employees feels comfortable in sharing feedback
with each other helps in developing confidence among them and they are more likely to trust
them.
Above mentioned are all the ways that helps company in developing trust among
employees and improving their confidence and enthusiasm. So, it is recommended to Morrisons
Plc to implement the above mentioned practices within organisation as this will result in gaining
trust of employees and supports in sustaining high performance working culture within firm
(Sabharwal, 2014).
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CONCLUSION
From the above mentioned information, it has been concluded significance of high
performance working for an organisation as well as employees also. Different components of
HPW have been introduced which will be beneficial for company to retain employees for long
time and achieve competitive advantages. Different issues to high performance working have
also determined which have negative effect over productivity of company and workers. Stages of
performance management process have also discussed which have different steps. As these steps
support an enterprise to reduce challenges and promote talent management. Talent management
within an organisation will be beneficial for business to achieve better outcomes easily. There
are various ways through which an enterprise can easily involve line managers in the
performance review process which are evaluating the feedbacks, training and appraisal. These
are effective for the growth and success of business in marketplace. Along with this different
ways of building trust, enthusiasm and commitment in support of a high-performance culture are
also described which are have clear mission, vision and value statement, high performance
training, reward and recognize employees.
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REFERENCES
Books and journals
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