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It is important to understand that efforts imparted at every level of the organization need to be in accordance with the goals and values of the organization. Clarity in communicating organizational goals makes it possible for the employees to understand what is expected of them ultimately making their efforts more focused and directed. however, organizations need to support the employees in developing skills and expertise through training activities, setting SMART goals, creating a strong organizational culture, giving them ownership of their work and providing them with adequate tools and equipment to perform well. Thus the relationship between performance management and fulfillment of organizational goals is a direct one which implicates that higher performance management activities are bound to fulfill more organizational goals.
There are several drivers to hone employee performance for example technology, strategy, industrial relations, organizational restructuring, change and risk management, management implications etc. for my organization that consists of an apparel manufacturing business, technology ranks the highest amongst these drivers. This is because like every manufacturing business, the end result that is desired I that of production efficiency. By employing the latest technology and imparting adequate raining regarding its use, employees are bound to perform better at work. Workplace satisfaction may also be affected subsequently as the employees feel they are being provided with valuable training that helps them develop their skill set (Gray, 2011).
As far as the organizational goals are concerned, it is important to align each sub-goal with the overall strategy. For example, the apparel manufacturing facility selected for this case aims at becoming a recognized name in the local market for the production of baby clothes. For this purpose, the marketing activities need to be directed towards projecting the brand as
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Managers of these companies put great efforts to make their companies reach higher ranks in the Fortune 500 list of the Fortune magazine. Improving employees’ performance and increasing organization effectiveness are two of the major aims of the Fortune 500 companies.
Organizations consider performance management as a critical process in business management because the practice focuses on organizational or departmental performance, procedures involved in the production of goods and other elements of the organization (Daniels, 1999).
This concept is triggered with factors like motivation, career development, job clarity, rewards and incentives etc which organizations have to focus in order to succeed. Thus, it results in improved performance on the part of the organization.
Performance management can in other words, be referred to as any systematic process by which the overall performance of an organization can be improved through the improvement of the individuals within a team organization.
The firm was a great innovation that drastically expanded as movie houses and marketers were attracted by the new innovative stunts. The growing interests in the company were portrayed by the drastic growth after its invention, with its employee base expanding to more than a hundred.
In summation, the heart of the matter herein is that all strategies, management of organizational assets and expending of organizational synergies fall within the pursuit of organizational goals and performance management. Question 1: An Argument Regarding the Relationship between the Two (2) Concepts By definition, performance management refers to activities which promote the consistent meeting of goals in an efficient and effective manner.
In addition, the company failed any awards or accolades in past 2 years. In phase 1, the stunts were not satisfied with their job and that adversely impacted their performance. Indeed, the reason being the fact they had observed work / life imbalance because of a rigid
nization Behavior Modification is defined as the organized and efficient implementation of behavior technologies in order to enhance or improve performance of employees and workgroups in the company (Mawhinney, 2011; Ugboro & Obeng, 2000). The OBM plan will help to identify and
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