What Impact Does Organizational Culture Have on Achievement of Performance Results - Assignment Example

Performance Management 1. What impact does organizational culture have on achievement of performance results? Organizational culture impacts the performance of the employees to a very large extent. Employees have a strong influence on their work performances according to the environment they are working in. Healthy and competitive organization environments tend to boost the morale level of the employees and they tend to perform well. Organizational culture also impacts the performance of the organization at the whole. Influential leaders and managers tend to give the right working direction for the employees and they assist the employees wherever needed so that the ultimate goal of the organization can be achieved. Performance results are highly dependent upon the working environment of the organization along with the rules and regulations that are being followed by the firm. 2. Can the culture of an organization be changed to increase performance? In my opinion, the culture of an organization can be changed to increase the performance level of the firm. Change is a constant phenomenon and the business world is facing changes constantly. Organizations have to maintain a culture that is attractive and motivates the employees to work hard. It is difficult for organizations to progress further without strong organizational commitments. Commitment and dedication towards work can increase the performance level of the organization and allow it to become more successful. Commitment and dedication comes from building up strong organizational cultures. Organizations, under no circumstances, neglect their human resources working in the organizational. A friendly culture needs to be embed in the working environment along with the flexibility of employees to ask queries on an off about their working tasks (Hunt & Weintraub, 130). . Working upon bringing in positive and required changes in the culture of an organization can definitely allow it to become a successful organization in terms of the performance of the employees and the results they attain. At times technological and other types of changes such as globalization need to be made in the culture of the organization for the purpose of increasing the performance. 3. As a senior leader in an organization what can you do to change the culture and in turn increase performance of the business? As a senior leader of the organization, working culture can be shifted towards more team work so that effective and efficient results can be attained from the organization. Leaders have the right to assign and delegate tasks according to the work load and constraints that are present in the working environment. Promoting team work can induce a healthy environment and tasks can be reduced for each team member and in a short time period the goals and objectives set can be achieved. Implementing an open door policy in the organization can also make things easier and positive for the employees as they may have the rights to come and discuss any job relate issues and solve the issues on an immediate basis. 4. As an HR leader in an organization what can you do to change the culture and in turn increase performance of the business? Being an HR leader for the organization, the steps that can be taken to change the organizational culture of the organization is to reward the employees on their high performances. Boost the morale level of the employees by giving them recognition on their achievements. Making the organizational culture of the organization a reward oriented firm will retain the talented employees and also attract new ones (Daniel’s and Daniel’s, 180). Rewarding employees on successful performances tend to motivate the employees immensely and they work harder striving towards gaining more rewards. The organizational culture becomes more competitive in this way and the performance of the organization as a whole improves to a very large extent. Offering promotions and bonuses to employees on the successful completion of critical assignments can also boost the morale level of the employees and they may have the desire to work with high level of dedication and sincerity for the firm. 5. What impact on performance can a coaching culture have on an organization? Coaching culture can prove to be highly fruitful for the employees. Certain employees need coaching and training for conducting their work processes effectively. Having a coaching culture will instigate new talent to come out of the employees and the benefits of this will be highly reaped by the organization. Human resources are the back bone of any organization because it is the human resources that do the actual work for the organization for the purpose of achieving the goals and objectives for the organization (Gordon, 120). Coaching employees in the areas where they are weak will tend to improve their working abilities in the organization. Work can be carried out at a more fast pace and also in the required manner as the employees have been given the training on the areas where they are weak. Coaching culture can allow the employees to become more clear and consistent while performing their job roles. Doing tasks the right way initially saves time and money for the organization as low performances on such tasks may cost the organization heavily. 6. Let’s assume you are a senior line management leader within an organization. Your university studies and other reading and learning have convinced you that a coaching culture can have a dramatic impact on the performance of an organization. Your organization is traditionally very autocratic and resistant to change. Pressure from the Board of Directors and Senior officers to significantly increase performance at all levels is increasing. You know changes must take place in order to achieve greater levels of performance and in turn for the company to be able to compete effectively. What will you do to drive a significant culture shift and in turn increase performance? To bring a change in the organizational culture is a very difficult process. Resistance is shown in accepting change by especially the autocratic leadership styles that are prevailing in the organization. To implement change in such an environment requires first to conduct orientation sessions and brief the entire organization about the benefits that the change will bring to the entire firm. The Board of Directors and the Senior Managers need to be educated about the benefits of coaching and the amount of time and money that can be saved from implementing a coaching culture in the organization. The coaching culture advantages need to be discussed in an in-depth session with the Board of Directors and the Senior Managers so that they know the importance of implementing the coaching culture in the organization (Hunt & Weintraub, 150). The employees then need to be told the importance of the coaching culture so that they are willing to accept this type of cultural change in the organization. What evidence do you have that such a shift in culture will have any impact on performance? A shift in implementing the coaching culture will improve the performances of the employees and this in turn will make the organization successful in attaining all its goals and objectives. Some employees may have the talent to carry out the work in a perfect manner if they are given some assistance in their job. Developing a coaching culture will allow a healthy interaction to take place between managers and subordinates and the task can be carried out with much care as well (Daniel’s and Daniel’s, 80). Critical tasks that are vital for organization success can be carried out with confidence and the belief that it will be successful as employees have been given training and they know exactly what they have to do. How will you gain alignment across the organization to make such a change? Schein’s organizational theory may have to be applied in this case of implementing an organizational change in the organization. The alignment of the change process needs to be implemented in a proactive manner in the organization. The management needs to be aligned in the organization so that the process of change can take place systematically (Price, 70). The change initiatives need to be dealt by with the management in a positive perspective as this will increase the level of alignment in both personal goals of the employees as well as the goals of the organization. How will you measure the performance results of your change? The performance results of the coaching culture being implemented in the organization can be measured by the increase in the success level of the organization as a whole. The feedback from the employees that have taken the coaching from their managers can also help to assess the results of the change. The coaching change will bring positive results in the individual work performances of the employees if they have understood whatever has been told them about the work. Works Cited Daniels, A. & Daniels, J. Performance Management, Changing Behavior That Drives Organizational Effectiveness. Performance Management Publications, 2006. Print. Gordon, Judith R. Organizational Behavior: A Diagnostic Approach. Prentice Hall, 2001. Print. Hunt, J. & Weintraub, J. The Coaching Manager, Developing Top Talent In Business. 2nd ed. Sage Publications, 2011. Print. Price, A. Human Resource Management in a Business context. Third Edition. Thomson Learning, 2007. Print. Read More