High Performance Work Culture

This presentation explores the concept of high performance work culture, including its essential characteristics, effective leadership strategies, and the impact of management development programs on organizational culture and staff development processes.

HIGH PERFORMANCE
WORK CULTURE

TABLE OF CONTENT
Introduction
High performance work cultures and their essential characteristics
Ways of effective leadership
Management development programmes
Impacts organisational culture and staff development processes
CONCLUSION
REFERENCES

INTRODUCTION
Company culture is the set of actions that identifies how task get
accumulates and get done in the management. It develops the
engaged features, productivity ratio and possession for further
outcome in the management for high performance.

HIGH PERFORMANCE WORK
CULTURE
High performance work culture helps the
management to their growth and development
to increase their performance and achieve their
task. It is a major objective for many
organisation to identifies the extent of a
common concept. As there are various
characteristics of high performance work
culture in the management that are as follows:
Strong leaders : Leadership is the base of every
management that holds the team and their
performance. Leaders set the goals and task in
the management to holds the individual
performance in a variety of manners.

CONTINUE…
Empowered and engaged employees at every level : High
performance work cultures includes the respective who are have
the skills to make the key factor decisions by their own perspective
to increase the profitability ratio in the management (Bellucci,
2019) . Leaders as organisation with high performance culture
perform more task and terms to ensures the individual for
necessary ability and sense of knowledge to use good judgements
as between decision making

WAYS OF EFFECTIVE
LEADERSHIP
Leadership is an art of encouraging a group of individuals to enact
towards achieving a common objectives. In a business it may based
upon the thought of idea to be effectively communicated to others
in a manner that engaged them to perform as the leaders in the
management of business.

CONTINUE…
Self- assessment: It is an important issues in the management to ensures
the practices in organisation between individuals. Its necessary to have
confident and abilities to reduce the work load or stress and eliminate the
fear and uncertainties. It enables the group of an individuals to evaluate
them and make correction as importantly to improve them in the respect
of their skills and sense of knowledge(Lee, Jang, 2020). As it also ensures
the skills buildings that helps executives to select the best and suitable
individual for their management.
Sharp perception : Leaders in the management should have the sharp
perception and orientation for dealing with the issues and problems in the
management. It also ensures the management to receive their feedback
and also set up a environment of honest and open communication that
able to revive the good qualities and area of improvement.

CONTINUE…
Knowing the organisation : Effective leaders who know the organisation's
total evaluation manner that enhance the targets and objectives. It also
valued the strategies to achieve these goals as in a team spirit to set the
goodwill to help the issues in the management for its growth and
development as per regular basis .
Communication : Good communication skills are definitely requires in the
management for evaluating the various field of sections to enhance the
targets and objectives as effectively in the management.
Motivating teams : By motivating or encouraging other in the
management of team, it determines the good sign of an effective leader.
It is a best accomplished example and content to be the manner of the
organisation that relates in the favour of guidance and learning not in a
favour of perusing commands and orders.

MANAGEMENT
DEVELOPMENT PROGRAMS
Management development
program is a systematic procedure
to handle the organisational
growth and development in the
sectional field of area. It can be
offer by giving appropriate training
through which individuals in the
management might increase the
knowledge, ability, modality and
position to deal their managers
and subordinates or group of an
individuals to work as more
effectively in the management.

IMPACTS ORGANIZATIONAL
CULTURE AND STAFF
DEVELOPMENT PROCESSESThe main orientation of the training
and consulting the management
team as per it relates with the
development and growth of
organisation as on regular basis. It
encompasses the organisation
manner to involves the work
performance work culture that
change the work to develop the
nature of work environment that
will substitute to it(Rich, Rich, Hair,
2018) .

CONTINUE…
It revived it to inform the manner of the action of plan and
their task and policies to implement it in a planning culture to
determine the development and growth. It also provide faculty to
their team of the management to ensures the sections that
provides the terms in the leadership to improve the sections as per
the values and terms that facilitates the source of information that
flows with the constant flow in the management of business(Saba,
2017). Leaders in the management broadcast it at various level to
initialise the segment that is important for the management

CONCLUSION
From the above report it has been concluded that, high
performance work culture have learned to dealing with the
academics by their performance in a adequate way. Management
culture is progressively interpreted it to part it as critically that
builds a sense of state, continuity and commitment. It is the frame
of acknowledgement through which various individuals creates the
behaviours and norms that are severely aligned to the sections in
respect of achieving the organisation goals and targets as per
consumer needs and individual priority that the company are
possessed to handle it.

REFERENCES
Alfaqeeh, K., Hossan, C. and Slade, B.W., 2019. Influence of Arab
culture on managing an innovative work environment: an
exploratory study in the United Arab Emirates. International Journal
of Business Innovation and Research. 19(2). pp.232-250.
Bellucci, D., and et.al., 2019. SBF assays, direct and indirect cell
culture tests to evaluate the biological performance of bioglasses
and bioglass-based composites: Three paradigmatic cases. Materials
Science and Engineering: C, 96, pp.757-764.
Khan, N., Ahmad, I. and Ilyas, M., 2018. Impact of ethical leadership
on organizational safety performance: the mediating role of safety
culture and safety consciousness. Ethics & Behavior. 28(8). pp.628-
643.