Management, People and Teams 2: Organizational Performance Evaluation

This report examines the critical relationship between effective people management and organizational performance, using CST as a case study. It highlights the significance of employee engagement, satisfaction, and technological advancements in achieving organizational goals. The report identifies communication barriers, low staff morale, and outdated technology as key challenges impacting CST's performance and its ability to secure major tenders. It emphasizes the importance of employee involvement, training, and satisfaction to improve retention and productivity. The analysis draws parallels with successful companies like Facebook and Amazon, which prioritize employee well-being and technological innovation. The conclusion underscores that while technology is important, people remain a crucial asset, and CST should strive for a balanced approach in its operations to achieve desired outcomes. The report references several academic sources to support its findings and recommendations.

Running header: Management, Peoples and Teams 1
Management, Peoples and Teams
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Management, People and Teams 2
Evaluation on the approaches and relationship between effective people management and
organizational performance.
In each organization, whether it is business oriented, educational, service, health,
industrial, military or entertainment focused, people are a crucial part (Warigon, 2014). People in
an organization provide stewardship, leadership and also followership. Besides, people formulate
the strategies that organizations follow in order to achieve the set objectives. In fact, people are
the drivers of an organization since they can either sabotage an organization or cause it to rise
higher in relation to their organization behaviors. However, many organizations still neglect
people or in other words the workforce since they do not deem them a critical organizational
resource. The rapidly changing business space and global competitiveness require organizations
to reevaluate their thinking on managing people (Warigon, 2014). This is because maintaining
relationships is a crucial aspect of the success of any organization.
For CST, how people are managed directly relates to the performance output in the
organization. Therefore, the communication barriers, low morale of the staff, use of old
technology, and resignation by key specialists has been as a result of lack of managing the
employees properly. This has consequently led to CST’s failure in securing major tenders. In the
market today, global corporations are at the forefront of achieving competitive advantage
through managing their human resource effectively (Khandekar and Sharma, 2008). Besides,
CEO’s and business leaders have affirmed that people are the most important assets since they
can make a difference. This is a factor that CST must understand if the organization is to rise and
secure a larger market share.
Employee engagement is crucial in maintaining relationships with employees. Therefore,
by engaging employees in CST majorly in the organization’s important activities, employees will
be able to relate to the organization and own it. Therefore, resignation of specialists in the
organization will be low since the employees will be a crucial element in the success of the
organization. In addition, communication barriers will be broken hence the top management and
the staff will be able to relate and communicate much effectively hence prompting high
productivity. However, if employees are managed in a better way by being involved in the
organization as essential resources, productivity and performance in CST will grow continuously
(García, Gonzales-Miranda, Gallo & Roman-Calderón, 2018). In pursuit to retaining staff, CST

Management, People and Teams 3
should invest in training its employees so as to keep them competitive otherwise they will resign
in search for better opportunities.
Ensuring the satisfaction of employees is another aspect that is crucial in ensuring the
relationship between people management and performance is kept alive. This approach will give
the staff in CST the motivation to increase performance since their low morale in work has been
a major cause for the decline of market share. Satisfaction can be on the basis of better working
conditions, better salaries and wages, equal treatment of employees, promotions or non-monetary
incentives (Hee, Yan, Rizal, Kowang, & Fei 2018). Satisfaction will allow the employees to also
give their best since the organization they are working for meets all their needs. Besides, the staff
will be interested in the future of the organization since their growth is directly related to the
growth of the organization. Therefore, CST will be able to acquire the lost market share hence
becoming more competitive. Also, the commitment of the staff will also grow hence ensuring
both productivity and continued performance of the organization.
In the world today, Facebook, a social media cooperation is considered the best place to
work by many people. This because Facebook has made satisfaction of employees an important
aspect. Therefore, employees remain happy working in the organization. Secondly, Facebook has
an edge when it comes to satisfaction since it gives about 93% satisfaction as compared to other
fields (Reddy, 2018). The satisfaction is in the form of the pay scale as well as mental
satisfaction.
Lastly, use of old technology is another aspect that affects the relationship between
effective people management and organizational performance. Since CST lacks advanced
technical skills and capabilities, performance in the organization has gone down. A major cause
of the decline in market share can be attributed to the advancement in technology that
competitors have embraced. Therefore, since there is no competitive advantage in the
organization in terms of technology, specialists have opted resigning in search of better
opportunities. This has negatively impacted CST and therefore, the company should consider
new technology that brings about competitiveness. This will improve staff retention hence the
company will also be able to acquire more benefit from the staff thereby improving performance.
In conclusion, although technology has brought significant improvement in organization
performance, the place of people cannot be ignored. Taking for instance Amazon, a global e-

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commerce company, people are still a crucial part even after the implementation of robots and
technological improvements in the operations. CST should achieve a balance in its operations
hence ensuring different departments bring about the output required.

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References
García, G. A., Gonzales-Miranda, D. R., Gallo, O., & Roman-Calderón, J. P. (2018). Employee
Involvement and Job Satisfaction: A Tale of the Millennial Generation.
Hee, O. C., Yan, L. H., Rizal, A. M., Kowang, T. O., & Fei, G. C. (2018). Factors Influencing
Employee Job Satisfaction: A Conceptual Analysis. International Journal of Academic
Research in Business and Social Sciences, 8(6), 331-340.
Khandekar, A and Sharma, A. (2008). Impact of people management on organizational
performance: a study of Indian managers. Retrieved from:
https://www.ufhrd.co.uk/wordpress/wp-content/uploads/2008/06/604khandekar.pdf
Purcell, J., Kinnie, N., Swart, J., Rayton, B., & Hutchinson, S. (2008). People management and
performance. Routledge.
Reddy, C. (2018). Top 26 Reasons Why Facebook is the Best Place to Work. Retrieved from
https://content.wisestep.com/top-reasons-facebook-best-place-work/
Warigon, S. D. (2014). Managing people for organizational success. Allentown, PA: IT.