High Performance Work Culture

This presentation provides an analysis and understanding of high-performance work culture, including the concept, value, and impact on business operations. It also explores effective leadership and coaching and mentoring techniques using emotional intelligence. The GROW model of coaching and mentoring is discussed, along with the barriers to coaching and mentoring in organizational culture.

High Performance Work
Culture

TABLE OF CONTENT
 Introduction
 Concept of high performance work cultures
 Value of high performance work culture
 Impact of high performance work culture on business operations
and practice
 Effective leadership, which contribute in high-performance work-
culture and staff development.
 Impact of leadership performance on high-performance work-
culture
 Various theories for mentoring/coaching using emotional
intelligence
 Culture barriers to coaching and mentoring
 GROW Model of Coaching and Mentoring
 CONCLUSION

INTRODUCTION
Organisation behaviour and high-performance work culture is the the
nature, values, assumptions and the management techniques of the
organisation along with their work place environment which influencing
the performance of employee's. This can be productive and positive with
the implementation of staff developing and environment management
theory's or models. As organisation is comprise of different department
and functional system along with the Human resources so employee's are
the part of work-culture and organisation behaviour. In order to make
high-performance work-culture it require to motivate, encourage, and
develop their productive skills and this is done by the leader of
organization. Checkout is E-commerce company which manages the
online payment system it was founded in 2020, headquarter in Landon
(Daniëls, Hondeghem and Dochy, 2019).

CONTINUE..
This report is about analysis and understanding of high-performance work
culture along with the study of coaching and mentoring techniques which
helps the organisation to make positive and productive work environment.
It also including the evaluation and implementation organisation and
business practices management theory's.

Concept of high performance work cultures
High-performance work-culture is the productive environment of
organisation with strong support of leader. This can be done by the
implementation of effective leadership style and strategies in organisation.
which aim to develop their staff skills along with motivation and
empowerment. So the high-performance work environment is the
organisation work place which is having productive and higher skilled
staff along with influencing team leader.

Value of high performance work
culture
 It is important as it aid to make accountability in work-place
 It aid to increase the employee's commitment
 Value of high-performance environment is performance excellence
 Team innovativeness and their creative skills to solve their with the
guidance of their team leader.
 This is crucial as it make the integrity in employee's behaviour.
 The other value of high-performance work-culture is productive team

Impact of high performance work culture on business operations
and practice
Strong performance work culture means the productive and profitable
work place environment which is the essential to have in every type of
organisation for the success of business objectives. As it impact the
operational achievement and practices of business objectives, in positive
way. It helps to perform and achieve the goals of each operational
activities of organisation with in the selected time period (Griffith, , Baur
and Buckley, 2019). That is completely the facilitator of company
success in the market.

Effective leadership, which contribute in high-performance work-
culture and staff development.
Effective leadership is that which interact with their subordinate and help
them out to set their goals. This is done by the leader with clear
communication, measurable coordination, through this leader help their
employee's to set action oriented goals. Leader work with team by
providing complete support, empathy, leader use to give them feedback
about their performance by encouragement and improvement guidance all
these activities of leadership performance aid to develop some essential
factors in employee's explaining below.

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 Accountability- This is the skill or quality of individual who posses
the willingness to accept their responsibilities. So the effective
leadership performance aid to make the accountability in employee's
behaviour (Bolden, Gulati and Edwards, 2019).
 Empowerment- This is the process of encouraging workers for hard
work with their best efforts. By the empowerment activities such as
motivation programmes and training along with the reword
programmes, as in the checkout.com company provide various
rewords and training session for empowerment and skill development.
 Authority- Its a leader responsibility to differentiate the work role and
authori

Impact of leadership performance on high-performance work-
culture
In high-performance work-culture leader is the one how manage the team
performance in productive stage. Its a leadership on which team
performance is built. Leader is the one who help their subordinate to sate
out their goals and aid to select the right action for goal accomplishment. It
comes under the leadership performance to take feed-bake about their
problems and give them feed-bake about their performance, which balance
the employee's performance and work situation with proper guidance.
Leader is the one how communicate with clear objectives and who perform
action oriented goal.

leadership behaviors and styles in coaching and mentoring
As in the competitive world there are different type of the business
organisation and work role which create different situation in work place
and for the higher profit or productive result it is the leader of the company
who has to select one of the suitable leadership style. So there is the Path
Goal theory which help the leader to select one of the best leading
techniques. According to Path Goal theory employee's should be manage
by the leader on the basis of work type, task load, situation, employee's
specialisation along with the application of some motivating and
encouragement activities such as rewards and promotions (Glow, Parris
and Pyman, 2019). checkout.com is using the effective leadership style
according to their work requirements given below.

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Transformation leadership style- This theory is implemented by
checkout.com leader in which leader work together with the team in order
to identify the changes which has to be done it their skills and work
achievement strategy's. Here in this process leader guide make the changes
which can help to growth and perform effective (Kankanamg and Sirisena,
, 2020) (Zuofa and Ochieng, 2017). Leader help to crate vision of change
with the aid of motivation, inspiration so that employee's can become
innovative and creative in terms of task achievement and development.

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Situational leadership style- This is very effective leadership style which
can be use by leader in complicated situation. In that process leader can
work with their teame members to analyse the different situation of
workplace and then to select the best style for every situation.
checkout.com use this leadership style in their different work place
situation.

Various theories for mentoring/coaching using emotional
intelligence
Maslow's theory of motivation
This is one of the most important motivational theory use in business
organisation for their employee's motivation. According to this theory
peoples work for their needs fulfilment and this process is divided into five
stages of needs. This involve the hierarchical level of needs and
requirements. It start from the physiological needs, safety needs, love and
belongingness needs, self esteem and self actualization needs all this needs
are motivating the humans to work form the achievement of those needs.
Organisation can use all those factors as motivating element, through this
company can motivate their employee's for work productive in exchange
of their needs satisfaction. checkout.com is this model in order to meet
their needs and organisation achievements.

Culture barriers to coaching and mentoring
In the coaching and mentoring organisation culture is can be the barrier if
note mange in positive and productive way. Such as the employee's
unawareness about the importance of coaching, lack of the time and assets
for coaching, lack of experience related to the work profile. inappropriate
leadership style and improper role scarification highly effects the staff
coaching as it should be according to work situations and employee's
specialisation (Peedikayil and Manthiri, 2018). If work's do get proper
guidance and leader support on the basis of their specialisation and work
load then it can be a biggest barrier of coaching and mentoring.
Employee's lack of self confidence is another barrier to their learning and
development. Over-lode of expectancy on workers, lack of
communication skill all these factors are the barrier for coaching and
mentoring in organisation.

GROW Model of Coaching and Mentoring
For the selection and application of effective coaching and mentoring
techniques leader should use GROW model. This model is very easy and
effective framework , which aid to develop the influencing coaching and
mentoring techniques. This framework involve four step for in it for
coaching and mentoring techniques development same as it name stand for
goal, reality, options and will. This model was developed in 1980 through
Graham Alexander, Alan fine and sir John. According to traditional
application of GROW model it was assumed that if the leader or coach not
clear or expert about the employee's situation then they should act as
facilitator where they can guide the workers with best options. So this is
the team leader responsibility to guide their subordinate with sufficient
knowledge and options. checkout.com has implemented this

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Establish Goals- This is the first step of the coaching and mentoring
process where leader and team member have target the behaviour that they
want to change or improve then they have to make this change or
improvement strategies as a goal, which they want to achieve. Goals of the
team and role of the team member should be clear and that should be
SMART goal, which include the presence of some factor in it such as
specific, measurable, relevant, attainable and time specific (Junggren,
Elbæk and Stambulova, 2018). So before the selection of objectives leader
have to consider that is this is possible to achieve by their subordinate and
how this can be measure and dose this goal fit with their organisation
target.

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Explore reality- This is the second step of this process which invloves
the analysis of current situation or reality of every team member and task
position. This is one of the crucial step to reach the achievement of goal
with the consider all the weakness and improvement points related to
employee's skill development and organisation task achievement. This is
important to in order to prevent the loss of any essential information which
should be involve to achieve goal effectively. As a coach leader have ask
some questions to their subordinate regarding their present situations,
about steps and process of towards the goals if already selected, leader
have to ask them about the different goals of employee's and the conflict
of those objectives if having. In order to guide them with best options and
goal achievement techniques.

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create options – After the analysis current reality next step is the
evaluation of possible process, solutions and options for the achievement
of objectives. That is leader responsibility to help the subordinate with
multiple options for goal achievement and improvement. Then they have
to discuss for the selection of one best option. Here leader can give their
suggestion but they have to give appropriate time to their team member, so
they can give their suggestion and talk according to this leader can guide
them with right direction.

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Agree actions- This is the final step of the model after the analysis of
reality and evaluation of options. In this stage team member get aware
about the process that how they can achieve their goals with right option.
As the final step is about employees action to achieve their objectives, so
here leader can help them to use their will power and motivate them for
effective action performance. In this step leader have to guide their
subordinate with time period selection for goal achievement and
identification of barriers along with the overcome process. Employee's
should be motivated and guide about the way of motivating themselves.
The another responsibility of leader is to help them with progress review.

CONCLUSION
From the the complete analysis of the organisation culture management
process and its effect on employee's productivity it has be concluded that.
Organisation culture is the work place environment and human resources
behaviour which is effects the performance of organisation. So this can be
manage in high performance stage by the implementation and application
of effective leadership style along with the use employee's motivation and
development theory's which can help to make productive work
environment. Staff coaching and mentoring is another important function
of leaders in company in order to achieve the productive work
environment.
leadership style is can be Directive, Supportive, Participative and
Distributive it depends on the work task and employee's skills. GROW
Model is applicable to Design effective coaching and mentoring
techniques. There are various theory's which should be use by the leader
in staff development and in work role differentiation, such as Maslow's
theory of motivation Belbin theory etc.

REFERENCES
Books and Journals
Daniëls, E., Hondeghem, A. and Dochy, F., 2019. A review on leadership
and leadership development in educational settings. Educational research
review, 27, pp.110-125.
Griffith, J.A., Baur, J.E. and Buckley, M.R., 2019. Creating
comprehensive leadership pipelines: Applying the real options
approach to organizational leadership development. Human Resource
Management Review, 29(3), pp.305-315.
Bolden, R., Gulati, A. and Edwards, G., 2019. Mobilizing change in public
services: insights from a systems leadership development intervention.
International journal of public administration.

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Duobiene, J., 2017. Corporate entrepreneurship in Lithuanian mature
organisations: is it really working?. Engineering Economics, 28(1),
pp.56-67.
Glow, H., Parris, M.A. and Pyman, A., 2019. Working with boards: The
experiences of Australian managers in performing arts organisations.
Australian Journal of Public Administration, 78(3), pp.396-413.
Kankanamge, S.K.S. and Sirisena, A.B., 2020. Impact of Involvement &
Consistency of Organizational Culture on Job Satisfaction in Local
Government Organisations in Sri Lanka.