Improving Organization Performance, Culture, and Employee Engagement
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Added on Ā 2023/01/19
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This report discusses strategies for improving organization performance, culture, and employee engagement. It covers performance initiatives, work-life balance, leadership styles, and employee motivation.
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MANAGEMENT2 Table of Contents Introduction................................................................................................................................2 How the organization improve their performance.....................................................................2 How the organization improve their culture..............................................................................3 How to improve the employee engagement...............................................................................4 What recommendation for three strategies................................................................................5 Organization performance strategy........................................................................................5 Organizational cultural improvement strategy.......................................................................5 Employee engagement strategy..............................................................................................6 Conclusion..................................................................................................................................6 References..................................................................................................................................7
MANAGEMENT3 Introduction Organization performance is imperative for sustaining the position of the firm in the marketplace. The organization uses many tool and techniques for improving their performance in the marketplace. There are different factors that might affect the performance of the organization named performance initiatives, employee engagement, and organization culture. This report discusses the performance initiatives and one method to measure the performance. Moreover, this report also demonstrates how the organization improves its culture and employee engagement. Lastly, it discusses three strategies related to employee engagement, organizational culture, and performance initiatives. How the organization improve its performance For improving the performance of the organization,Tata Group is using the Work-Life balance method. Through this performance initiative, the organization could give an example of those employees who balance their work life and get higher productivity. It could enhance the number of people at the working place to balance their work life and live stress-free life (Bennett, 2014).Moreover, the organization could be accountable for managing the emails, phone calls, and works if an employee is on vacation due to attracting others for balancing the work life. In addition, it is evaluated that the top management authority of Tata is meeting with their employees and comprehend the ways to enhance the productivity of workforces as it could directly affect the organizational performance (Coulson-Thomas, 2015).Moreover, the main reason for using this performance initiative is to increase the competitiveness of organizational performance. Tata Group can use MBO as a key performance measurement tool, which could lead to the firm for getting higher competitive benefits. This method could mandate to the organization for making a Smart objective for measuring the performance of employees. Moreover, this method could also facilitate to simply evaluate the existing performance by past performance and reach a reliable conclusion. From the application of
MANAGEMENT4 this tool, an organization could consider the employees to being part organization and give their imperative role in the decision making. It could also facilitate to get the higher outcome. It also supports to inspire the employee to perform well and lead to get higher competitive benefits. Through this, the organization will demonstrate clear roles and regulation of employees, which could increase the transparency among subordinates and employees. The transparent relation is effective in gaining the possibilities of getting a higher outcome. From the application of this performance initiative tool, an organization can directly influence the operational as well as financial performance of the organization (Coulson-Thomas, 2015). How the organization improve its culture In the current era, it is effective for the firm in gain their understanding of the organizational culture due to increasing the possibilities of higher competitive benefits. Tata Group is using a suitable leadership style for positively influencing organizational performance (Hajjar, 2014).The appropriate leadership style facilitates to the leader to give an opportunity to the employees for participating in the decision-making process and operating business activity. The organization can use leadership programme wherein an organization could take initiative for developing leadership skills of employees towards attainment of the organizational task. It could also support to make a productive culture, which would be effective to sustain the position of the firm in the marketplace (Aktas, Gelfand, & Hanges, 2016).There are certain methods, which could be considered by the firm for affecting their organizational culture named performance management training, EI/EQ training, employee coaching simulations, Business acumen analysis, cross-functional rotations. Further, these methods could also lead to the organization for obtaining higher competitive benefits. Apart from this, it is found that Tata Group could use the Transformational leadership style for operating their business. It could also facilitate to the leader to work with the team to determine needed changes of employees, and creating the vision for motivating the specified workforces. Through this
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MANAGEMENT5 method, the team leader of the firm will be capable to deeply evaluate activities of workforces and make a decision appropriately. This method is more effective as compared to another method (Shiraev & Levy, 2016).Through this leadership style, the organization will be capable of getting a reliable outcome in favor of the organizational issue. There are certain elements that are considered in the study to get a reliable outcome. Moreover, the organization could be capable to get the competitive benefits. The organization could also get favorable information about the research matter. Moreover, the organization could evaluate the leadership style in examining the suitable method and imply it in the organization for operating business process and meeting the organizational task (Hewison & Holden, 2016). How to improve employee engagement Employee engagement is effective for increasing the possibilities of getting higher profitability in the organization. It is also addressed that engaged workforces are more productive and more focused as well as more loyal with a higher level of workforces engagement. The engaged employees could give higher profit as compared to lower engaged employees (Teiwes, 2017).However, this method, a company could be capable to have higher benefits. It is also evaluated the recent business atmosphere has grown faster as compared to last years. The company handles each situation by considering different tools for increasing employee engagement(Coulson-Thomas, 2015).An employee could be engaged by considering many methods like recognition, clarity of roles, developing the goal of the employees, engagement training programs, team working, and the bonus scheme. Apart from this, the organization could use the Maslow motivational theory by which organization will be capable to comprehend the needs of employees (Magezi, 2015).It will lead to the executive for effectively implying this method for each employee and reach a reliable conclusion. This theory positively motivates the employee that directly affect the engagement level of workforces. In addition, it is evaluated organization could also be capable to make
MANAGEMENT6 higher competitive benefits. In addition, it is examined that the firm could comprehend which employee requires recognition and which one has required motivation in terms of money and work accordingly. It could make a positive atmosphere at the working place. It could also lead to the organization to increase the interest of workforces towards their allocated work that would directly impact on the productivity of the firm (Gloor, De Boer, Lo, Wagner, Nemoto, & Fuehres, 2015).In addition, it is examined that the organization could be evaluated employee engagement could be effective for operating the business activity and meet the objectives of the research matter. What recommendation for three strategies Organization performance strategy For improving the organization performance, an organization should use different strategies associated with the work-life balance. There are certain methods that are considered by the firm like make boundaries, offer flexibility to the employees, support workforces by considering the technology. It could also lead to the firm for getting a reliable outcome. The enhancement of the work-life balance could support the workforces for improving the health as well as the wellbeing of workforces. It could also support to increase the motivation, morale, and general satisfaction of the employees; it could directly affect the overall performance of the organization (Evans & Sinclair, 2016). Organizational cultural improvement strategy The organization could use a trait theory for improving the organizational culture. This theory facilitates to the firm for evaluating personality structure by measuring the difference between leader and non-leader and appreciates to the employee to being a successful leader in the upcoming period. The main reason for selecting this theory is that assists the firm easily spread awareness about the research matter. In addition, it is evaluated that the organization
MANAGEMENT7 could practice an appropriate leadership style could be effective for leading each member and reaching at a reliable conclusion (Ruwhiu & Elkin, 2016). Employee engagement strategy An organization could consider each employee in the decision making that could create the value of the firm among the employee. It could also engage the employee that will enhance the interest of workforces to meet the aim and objectives of the research matter. The workforce engagement approach could be effective in the attainment of the organizational task. Moreover, employee engagement could be increased by increasing activities in the working place. It could directly impact on the organizational performance of the firm (Rosenbach, 2018). Conclusion With respect to the above interpretation, it can be concluded that there are different components, which could be considered by the firm like performance initiatives, employee engagement, and organization culture. It could be effective for the attainment of the organizational task. It can also be summarized that the organization has used a work-life balance method, leadership programme, and motivational tool, which could be effective in the attainment of the organizational task. It can also be illustrated that the employee engagement could directly impact on overall performance of organization. The employee motivation could also facilitates to retain the employees and gaining the interest of employees towards the organizational goal.
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MANAGEMENT8 References Aktas, M., Gelfand, M. J., & Hanges, P. J. (2016). Cultural tightnessālooseness and perceptions of effective leadership.Journal of Cross-Cultural Psychology,47(2), 294- 309. Bennett, J. M. (2014). Cultural marginality: Identity issues in global leadership training. InAdvances in global leadership(pp. 269-292). Emerald Group Publishing Limited. Coulson-Thomas, C. (2015). Leadership, culture, and entrepreneurship.Effective Executive,18(2), 19-28. Evans, M., & Sinclair, A. (2016). Containing, contesting, creating spaces: leadership and cultural identity work among Australian Indigenous arts leaders.Leadership,12(3), 270-292. Gloor, P., De Boer, P., Lo, W., Wagner, S., Nemoto, K., & Fuehres, H. (2015). Cultural Anthropology Through the Lens of Wikipedia-A Comparison of Historical Leadership Networks in the English, Chinese, Japanese and German Wikipedia.arXiv preprint arXiv:1502.05256. Hajjar, R. M. (2014). Emergent postmodern US military culture.Armed Forces & Society,40(1), 118-145. Hewison, R., & Holden, J. (2016).The cultural leadership handbook: how to run a creative organization. Routledge. Magezi, V. (2015). God-image of Servant King as powerful but vulnerable and serving: Towards transforming African church leadership at an intersection of African kingship and biblical kingship to servant leadership.HTS Theological Studies,71(2), 01-09. Rosenbach, W. E. (2018).Contemporary issues in leadership. Routledge.
MANAGEMENT9 Ruwhiu, D., & Elkin, G. (2016). Converging pathways of contemporary leadership: In the footsteps of MÄori and servant leadership.Leadership,12(3), 308-323. Shiraev, E. B., & Levy, D. A. (2016).Cross-cultural psychology: Critical thinking and contemporary applications. Routledge. Teiwes, F. C. (2017).Leadership, legitimacy, and conflict in China: From a charismatic Mao to the politics of succession. Routledge.